| LOUISVILLE, KENTUCKY... The success or
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| | on the job, e.g. approaching a prospect.
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| failure of your sales team can make or
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| | ⢠Forget your instincts during the
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| break an organization. That places an
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| | interview - Do not go by "gut" feelings
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| even greater emphasis on hiring high
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| | or instincts during the interview
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| quality sales professionals. Yet that's a
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| | process. Go by what you hear and see.
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| skill very few managers, executives and
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| | You're not only looking for the qualities
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| even fellow sales professionals possess.
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| | you wrote down earlier, but also
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| With his sales coaching franchise, Dr.
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| | potential weaknesses that might impact
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| Keith Winfree, founder of Winfree
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| | their selling skills.
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| Business Growth Advisors, covers some
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| | ⢠Make your sales staff part of
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| basic steps hiring managers can follow to
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| | your recruiting efforts - offer generous
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| make better selections with sales hires.
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| | incentives to your employees for
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| "A bad hire can cost nearly $27,000 in
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| | referrals who become part of your sales
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| initial hiring expenses and just a few
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| | force for six months or more.
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| months of a modest salary/commission
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| | "Probably the biggest reason for bad
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| ($4000 per month) and benefits. That's
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| | hires comes from hiring out of need,"
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| not including the costs you can't measure
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| | said Winfree. "While it's important to
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| like the damage a mediocre or bad hire
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| | replace staff that leaves your company,
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| can do to your firm's reputation with
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| | you never want to hire out of necessity
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| existing clients or prospective ones,"
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| | because you'll literally pay for it in
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| said Winfree. "Making a good hire, like
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| | the long run. By only filling openings
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| anything else, means putting systems in
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| | with people who meet your standards,
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| place to make that happen."
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| | you're raising the bar for your company
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| Some of the processes Winfree recommends:
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| | and keeping it there for the people
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| ⢠Identifying your ideal sales rep -
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| | currently on your sales staff."
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| write down all the qualities and
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| | In addition to coaching advice on how to
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| characteristics you're looking for and
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| | recruit and hire sales people, Winfree
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| set up benchmarks. Look to either the
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| | Business Growth Advisors sales coaching
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| best sales reps in your industry or the
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| | franchises offer: sales training, sales
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| best one in your company as a model. Make
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| | management training, sales coaching,
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| sure you include those qualities and
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| | business development coaching, owner
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| characteristics in any classified ads or
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| | coaching, seminars, advice to owners on
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| job descriptions you post.
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| | growth issues for their businesses and
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| ⢠Tailor your interview process for
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| | exit strategies and succession planning
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| the sales rep -Most people interviewing
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| | for their companies. Yet it's Winfree's
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| for a sales position can dance around
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| | five-phase, 12-element Black Belt
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| typical interview questions. Set up a
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| | System-with Results
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| portion of your interview process for
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| | Guaranteed!Â(R)--that converts Winfree
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| role-playing to see how a candidate
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| | clients into advocates and franchise
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| conducts himself or herself in a
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| | owners.
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| situation similar to one they will face
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