Sales Management Blog

Sales management tips and advice on how to improve your sales team.

3 Benefits of Continuous Recruitment for Sales

Posted by Guest Blog on Tue, Sep 29, 2015 @06:30 AM

Written by Frédéric Lucas. This was originally posted by our OMG Partner affiliate in Canada, Prima Ressource and has been translated from French with minor adaptation.

On the sales manager's list of tasks, recruitment ranks low among priorities. When there is a need for one or more salespeople, managers dive into recruitment and put all their forces into battle. Often, just to hire the "least worst" candidates at the end of the recruitment process. TWEET THIS

However, the trend is increasing that companies need to recruit salespeople continuously.

Obviously, the first benefit of continuous recruitment is the ability to hire more quickly when the sales organization needs it, BUT, this approach also offers other lesser-known benefits.

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Tags: Sales Performance, Sales Hiring

Hiring for Sales: Round Pegs Do Not Fit in Square Holes

Posted by Gretchen Gordon on Thu, May 21, 2015 @09:08 AM

I was with a group of seven friends from college last weekend to help out a friend in need.  We have all been friends for over 30 years and we get together once a year.  What has been so fun to realize over the years is that we each have different talents.  And we each have different weaknesses.  This is not an earth-shattering revelation.  But, now we have the maturity to realize that different people’s talents can and should be used appropriately, rather than trying to get everyone to operate the same way.  We no longer attempt to put round pegs in square holes, so to speak.  On this particular weekend we had a collection of organizers, doers, and visionaries.  Each did what their particular DNA was most drawn to and the project turned out amazing.

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Tags: Sales Hiring, For CEOs, By Gretchen Gordon

You Hired A Salesperson Who Has What it Takes to Succeed. Now What?

Posted by Gretchen Gordon on Thu, Apr 23, 2015 @07:00 AM

We work with many companies and help them dramatically improve their sales hiring effectiveness. Unfortunately, companies tend to ignore what happens after the interviewing, assessing and hiring are done. All too often, companies ignore the importance of having a systematic sales onboarding program in place.

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Tags: Sales Hiring, For CEOs, By Gretchen Gordon

How to Get Your Sales Hiring Right

Posted by Gretchen Gordon on Thu, Apr 16, 2015 @07:00 AM

Sales hiring is not like any other type of hiring. For one thing, salespeople are the most difficult hires to get right. 

Unfortunately, the cost of making a hiring mistake is high. 

Statistics indicate that the cost of making a bad hire is between three and five times that individual’s annual compensation. That means if the base salary for a new sales rep is $36,000 per year and the company is superior at cutting ineffective salespeople free quickly (say, after three months) then the cost of one bad hire is $27,000 at a minimum. That is a very conservative estimate.

If they were making $75,000 per year and kept them for six months before parting ways, then it might be more like $75,000 divided by two for half the year = $37,500 x 3 (the low end of average) = $112,500. If we multiply by 5 (which is on the high side of average), the number jumps to $187,500. 

I suspect the true cost in many industries is significantly higher even than that. Particularly with a product that is purchased infrequently, such as on a multi-year contract, you really cannot afford to have an inferior salesperson losing out on those fleeting opportunities repeatedly.

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Tags: Sales Hiring, For CEOs, By Gretchen Gordon

Good & Bad News for Sales Managers Looking to Hire Quality Salespeople

Posted by Gretchen Gordon on Thu, Oct 16, 2014 @09:55 AM

It appears that the unemployment rate is going down. That’s a good thing, right? It means the economy is growing. Consumption is up causing demand to go up, which will help sales teams sell more. This is good news right? Well, yes and no. While it may make it easier on salespeople to sell when demand increases, it makes it harder on sales managers to find quality salespeople to do the job.

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Tags: Sales Hiring, For Sales Managers, By Gretchen Gordon

Sales Assessments Are Not Created Equally

Posted by Gretchen Gordon on Fri, Sep 19, 2014 @08:30 AM

I just had a conversation yesterday with a high performing Sales Manager about the use of assessments with her sales team. This is a frequent conversation I have with company and sales leaders so I thought I would share. Those of you that know me, know I am a devotee of the Objective Management Group (OMG) battery of assessments for many reasons. I want to highlight the differences between OMG sales assessments and personality-type tests, to help clarify why I trust OMG sales assessments above all the others.

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Tags: Sales Force Effectiveness, Sales Hiring, By Gretchen Gordon

Hiring Hunters: Don’t Rely on Luck to Hire the Next Great Salesperson

Posted by Gretchen Gordon on Thu, Sep 04, 2014 @02:00 PM

One of the biggest challenges that middle market companies seem to face is the inability to attract and hire good quality salespeople consistently. Time and again it seems that they have had success with one or two hires but they can’t seem to duplicate their success. I believe it is because they got lucky and then tried to repeat the process of hiring another good one. Since it was luck the first time around that is pretty difficult to duplicate.

The Problem Is Two-Fold: 

1) Attracting the right candidates; and 2) Being able to pick out the ones that will work.

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Tags: Sales Hiring, For CEOs, By Gretchen Gordon

Systematic On-boarding Programs Predict Success

Posted by Gretchen Gordon on Thu, Apr 24, 2014 @10:15 AM

As part of our work with clients, we sometimes help them improve their hiring effectiveness and efficiency by introducing an assessment into their hiring process. I have found that hiring managers occasionally get lulled to sleep believing that because the candidate was recommended by the assessment, and HR screened them that they will just step into the position and be a superstar. I wish it worked that way, but it doesn’t. As I discussed in this recent article there are six steps to successful sales talent hiring, and on-boarding is one of those steps.

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Tags: Sales Development, Sales Hiring, For Sales Managers, For CEOs, By Gretchen Gordon

The Six Steps to Effective Sales Talent Hiring

Posted by Gretchen Gordon on Thu, Apr 10, 2014 @01:40 PM

One of the services we provide our clients is training to improve their sales talent hiring effectiveness.  The facts are stark.  Without a good process most companies have excessively high turnover rates, and the cost of that turnover is great.  National statistics indicate that it costs the employer between 3x and 5x the salesperson’s total annual compensation for each bad hire.  Fortunately there is a repeatable process that if the hiring managers will follow, will produce predictably great results. Here are the steps. 

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Tags: Sales Development, Sales Force Effectiveness, Sales Hiring, For CEOs, By Gretchen Gordon

Onboarding Salespeople is Critical to Success

Posted by Gretchen Gordon on Thu, Aug 22, 2013 @09:17 AM

There are many sales managers and business leaders who believe that if you hire the right salesperson you can just turn them loose and they will excel.  Not true. 

The first 90 days (if not longer) are nearly as critical as following a solid recruiting and hiring process.   First, “A” players will not settle for “B” management so you need to have a disciplined approach to onboarding and ramping up.  Second, you need to be able to articulate why customers buy from you, and how you are differentiated (or not) from your competitors.   Then be able to equip them with a massive list of great questions.  Not good questions, but great questions.  Help them quickly learn how to get inside the prospect’s mind and heart.  Do this with good, thought-provoking questions.  Share with them what the typical obstacles are and how to discuss that.

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Tags: Sales Development, Sales Hiring, For CEOs, By Gretchen Gordon

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