The most successful salespeople are always challenging and adapting their personal sales process to be more effective and increase sales. However, they don’t challenge the notion of the importance of making prospecting their "A" priority every week.

They know that no matter how successful they are, if they don’t continue to add new relationships, that eventually, their business will decline. If you really want to increase sales this year, you MUST block off time every week for prospecting new clients.

As we think about all of the things as sales professionals that we're supposed to do, it really comes down to three things that actually get us paid: 

1. Find Opportunities
2. Qualify prospects
3. Get a decision

I want to focus on the first thing we get paid to do and that's to find opportunities. There are many ways we can find opportunities⁠—cold calls, drop-ins, direct marketing, social selling (LinkedIn and Twitter), getting introductions, etc. 

Although there are many ways we can prospect, some provide a higher return on the biggest investment we can make, and that’s our time. In a previous blog, I tried to debunk the “time management” problem. It isn’t a time management problem, it’s a priority management problem. 

As we focus on prospecting, the least return on our investment is cold calling. For all the time you invest in cold calling, the actual return (speaking to a decision-maker) is extremely low. We know it’s a necessary evil, but not a permanent problem. On the other hand, it is a proven fact, the highest return on our prospecting time is in getting introductions.  

So here is what I would like you to consider:

• Do you have time set aside each week to prospect? If you don’t, you would be well-served to block time to prospect

Allocate your time within the time block you’ve scheduled

• If you have allocated an hour a day, my recommendation would be:
• If you have allocated 15 minutes to cold call, you should be able to get 15 calls in within that time. If you call 15, you will probably speak with two people. How long does it take to NOT talk to 13 people?  You can make a lot of calls in 15 minutes if you are focused.
• 15 minutes for social selling to find introductions—maybe not sell, but find introduction opportunities.
• LinkedIn, Twitter, Facebook, Blogging—whichever you are allowed to do within your work rules, do it on a regular basis.
• 30 minutes on getting introductions
• Calling people and saying “I’m looking to expand my base of contacts” Or “I’m looking to meet great people such as yourself, when can we get together to determine if we can help each other?”
• Identify your 15 best clients and make it a goal to get three introductions from each of them. How much success would you have with 45 new names to call?

This is just a rough outline on what you can do but the big takeaways are this:

1. Prioritize prospecting—make it a significant part of your week.
2. Prioritize how you are prospecting—get introductions—it will provide the highest return on your time invested.

Someone needs what you do, so go find them and start prospecting today to find more of them!

Most salespeople are afraid of silence because they perceive it to be awkward or a sign that the prospect has mentally checked out. But that's simply not the case! It is critical that you let silence do some of the heavy lifting during your prospecting conversations.

Ah, the unmistakable sound of silence. Wait a minute…does silence make a sound? If you are a professional salesperson, you would say it absolutely does. Susan Scott, the author of the wonderful book, “Fierce Conversations”, offers up some great advice when she suggests, "To make your conversations more impactful, allow the silence to do the heavy lifting."

I think what Susan could have in mind are the hundreds of thousands of salespeople who treat silence like it is a bad virus; they instantly run away from it. But, what if silence was good within the context of having a powerful conversation? What if silence took you to a deeper level in a conversation with a prospect?

Most salespeople are afraid of silence because they perceive it to be a) awkward or b) a sign that the prospect has checked out on them. But, remember that you can speak much faster than people can listen, so sometimes they just need to be given time to allow their internal processor to catch up.

Here’s one more thing I have observed with salespeople- they ask a great question, the prospect goes radio silent, and then the salesperson ruins the moment by collapsing like a poorly dug prison tunnel.

Let the silence do the heavy lifting.

I know it will be a strange feeling at first, but sometimes strange is actually a good thing. Give your prospect some space to process the questions you ask them.

Now, go do some heavy lifting…actually, let the silence do the heavy lifting for you…and sell like a champion today.

When you get to the offer step in your hiring process, it can be tempting to rush ahead and get your candidate contracted. However, this is a critical point in your system that cannot go overlooked. 

When was the last time you went to a movie, and the movie didn’t live up to the trailer you saw on your television or online?

It’s like that with recruiting talent as well. In our previous article about the 11 deadly sins of interviewing, I mention that the candidate has one thing in mind – convince you that they are the right person for the job. That is what the trailer is designed to do – convince you that this is a must-see movie. So, what happened to the candidate that seemed to be perfect but isn’t working out in the first six months?

DON’T BLAME THE NEW HIRE!

Before you condemn yourself, the candidate, or your hiring team, you must take a look at the steps and processes in place that are responsible for reviewing the role and your expectations. How do you communicate these details to a candidate as part of your offer and contract steps? Too often, companies that are either hiring lots of people to leverage market opportunities or are desperate to fill a chair are so excited about having a candidate they rush to contract and skip this important step.

Confirming the role and your expectations

1. Once you make the offer and the candidate accepts, you want to give them a chance to back out. You ask them, “Are you sure?” They are going to say yes. You tell them it’s going to be hard, and they will say I know or no problem. Then you ask, “Does that mean you’re willing to do everything possible to succeed assuming ethical, legal, and moral standards?” They will say yes.
2. Review the role. This includes but is not limited to; hunting for opportunities within your target markets, executing the prospecting plan at 100%, and entering all activity and opportunities into your sales enablement tools. It may also include managing current relationships in the portfolio or book assigned to them, as well as cross-selling into other business units within your organization at agreed-to standards.
3. Review expectations when entering opportunities in the CRM and keeping it up to date, attending and participating in all sales meetings, and completing your onboarding training and development program.
4. Quarterly reviews of goals, activities, and year-to-date results.
5. Participating in all pre-and post-call assigned meetings to discuss opportunity strategies.
6. Review consequences for missing targets and execution.
7. Review the compensation plan and rewards for success.
8. Let them know that all the parts to their onboarding are more than suggestions; they are requirements that you expect to be met at 100%.
9. If they miss a target or fall short of an expectation, you will have a discussion. It’s understood that a miss within the onboarding period (whatever length of time you establish) is a strike.
10. You take a baseball approach to manage this process – 3 strikes, and you’re out.
11. Finally, you ask the question, “Is there anything about this you don’t understand or have questions about?”
12. Depending on how that conversation goes, you ask them to repeat back to you what you just heard.
13. Ask them how they will make sure they execute this plan and will avoid “strike” conversations.
14. Finally, if all goes well, you ask, “Okay, do you still want the job?”

Here is what I assume. 

• You read this and said; that’s crazy, and no one does this. I would respond that you are probably right.
• You’ve had problems in the past with candidates not working out. I would say that your contracting and onboarding process is perfectly designed for the results you are getting.
• You feel this is too extreme. I would tell you that it might be and suggest that you find your middle ground. But whatever you do, make sure you confirm that the candidate clearly understands the role and expectations before signing the final employment contract.
• You may not have all the steps in place to carry out this kind of onboarding process. Give us a shout, and we’ll walk you through how to get that done.

Enjoy the movie!

Making a job offer that a candidate can’t refuse, needs to think over, or can use to get a better deal from their current employer can be a difficult task.

In the 8th blog of our series No Assembly Required Hiring, we discuss how to properly set up the offer meeting to help improve the probability of getting a yes from your sales candidate.

Whenever someone asks me what my favorite movie is, my immediate response is Rocky. What is probably a better movie, and always in the discussion about best movies ever, is The Godfather.

There are so many great and quotable scenes, but one of the most memorable is when young Michael Corleone explains to his girlfriend Kay Adams how Frankie Fontaine became a star because he got a part in a movie that the director didn’t want to cast him in. His response was, “My father made him an offer he couldn’t refuse.”

That is one of the secrets to getting candidates to accept your offer, as well as the following 6 keys. 

1. Make them an offer they can't refuse. You can only do that if you know what they will say yes to. Here is what you do:
   1. Ask and discuss their criteria that must be met in a new opportunity
   2. Prioritize the criteria. One of the criteria will always be money and associated benefits, title, expenses, contract terms, and conditions. Get all of this out on the table early. Let's call this table stakes. If you can't meet the table stakes, get out of the game. You can't win.
2. Set the expectations for the offer meeting/discussion. Assume for purposes of this article that you uncovered every single decision-making factor and two things have happened:
   1. They have bought your value proposition on why this is a transformational move that meets their objectives and goals
   2. You can meet all of their criteria
3. Deal with the incumbent or current employer and rehearse for the counteroffer
4. Make sure all other contenders are eliminated
5. Tell the candidate that you are prepared to:
   1. Make an offer that meets their criteria and priorities
   2. Compensate them in a way that meets their financial needs, goals, and objectives
   3. Answer all of their questions
6. Explain to the candidate that at the end of the meeting, they will be in a position to accept or decline the offer. Then ask, "what objections do you have to that process?"

You can expect any candidate to say something like, “I don’t know how I could accept an offer I haven’t seen.” That is easy. Remember, you have uncovered all of their criteria and prioritized their needs, wants, and objectives. You know what the financial requirements are, and you can meet or exceed them. You’ve made sure that they have compelling reasons to make a change and that change MUST take place. If you’ve done that and you presented an offer that meets all the criteria, what is there to think about?

There are four things they could be thinking about:

1. They really can’t make a move or don’t want to make the move
2. They are hiding something about the money or other criteria
3. Someone has put another offer on the table, and they want to compare
4. They don’t know if they can leave their current people and or join your people

Deal with these things before you consider making an offer. You will probably still want to make an offer, and you will probably let the candidate think it over. But do your best to follow these keys to make it incredibly hard for them to say no. Worst-case scenario, take a page from The Godfather.

In previous articles, I have talked about the things you should do during the hiring process to improve your success when sourcing sales talent. Today, I will specifically address things you should refrain from doing during the interviewing process.

The interview is probably the 3rd most critical part of the hiring process. Two other areas set the stage for a successful hire that I will cover later:

• Making an offer
• Onboarding your new hire

But for now, let’s stick with the interview process. Interviewing, in most cases, involves more than just one meeting, and it should be considered a process rather than a singular event. In other words, the process should include but is not be limited to:

• Pre-planning for your interview
• Using data from the OMG pre-hire assessment, interview guides, and resumes to frame your meeting
• The pre-interview conversation you had with the candidate to make sure they know what to bring or expect
• Objective checklist for post-interview review and sharing
• Ending the process with a candidate or preparing them for the next step

Within this process, there are several “deadly sins” committed that I will highlight here.

11 Deadly Interviewing Sins

1. Not preparing the candidate. There are two things your candidate should bring or be able to validate in the interview:
   • Proven sales success (the best way to do this is for them to validate their income)
   • Sharing or being able to describe to you their calendar of appointments over the last 30 days and the next 30 day
   
   
2. Selling the position, opportunity, or the company. Now is not the time for you or your interviewing staff to be selling
   
   
3. Failing to understand that the candidate has one objective in mind: convince you that they are perfect for the job. This candidate will not look, sound, or act any better than they do when they show up
   
   
4. Taking away the most important thing a salesperson must do: quickly establishing bonding, rapport, confidence, and trust. The meeting, after a cordial hello, should start with, “have a seat and let’s get started”
   
   
5. Failing to have an objective list of questions you should answer when you review the interview with others:
   • Do I trust this person? (Would you trust them with your money, company, or family)
   • Would I meet with them again if I were a prospect?
   • Would I want to compete against this person in the market (your answer should be no)?
   • Would I buy from them?
   
   
6. Eliminating the candidate immediately when you know they are not a fit. Just because you schedule an hour for the interview does not mean it needs to last that long. I assure you that you know when you know, and you should end the interview at that time.
   
   
7. Make sure that you tell the candidate to book 90 minutes to 2 hours in-case it goes well. While you have them in the office, take them straight into the 2nd interview if they passed the first interview.
   
   
8. Have a series of must-pass criteria:
   • Did they establish rapport?
   • Did they get rattled when I asked them difficult questions?
   • Did they ask questions?
   • How well did they tell stories, use analogies or metaphors?
   • Did they close me for the next step?
   • Did they prove, beyond a reasonable doubt, their sales and hunting success?
   
   
9. Asking behavior-based questions and believing the answers. Again, they are there to convince you of how good they are. Salespeople are skillful at selling themselves, so you have to investigate further to uncover the truth
   
   
10. Forgetting that this is an audition. Make the candidate roleplay:
    • Their opening phone call
    • The start of a discovery meeting
    • Dealing with objections, questions, and stalls
    • Asking for the business
    
    
11. Forgetting that salespeople are different than the rest of the positions you hire. Your interviewer MUST be great at specifically interviewing salespeople.

Effective interviewing is an art and a science, and often we rely on our own biases, tendencies, likes, and dislikes when conducting interviews. Make sure you have some objective systems and processes established to take the emotion out of the decision. Make sure that these systems and processes allow you to compare candidates based on scorecards and checklists. Finally, make sure you are not desperate. Vince Lombardi stated that “Fatigue makes cowards of us all.” The same is true with interviewing. Not having a pipeline of potential candidates will make cowards of us all.