How You Can Recruit Sales Super Stars Part II How To Advertise and Interview Them
How You Can Recruit Sales Super Stars Part II How To Advertise and Interview Them
Briefly the steps you must take to get a real sales superstar are as follows:
-- Design your job advert to scare off people who aren’t right for you
-- Do an initial brief phone interview to burn through the chancers
-- Invite them to a Psychological Profile-based Interview
-- Ensure a Super Star Self-assessment Form is completed to show each
-- Interviewees skill levels (at the right time in the interview)
-- Check their CV and ask questions on it at the end of the interview
-- Phone their references
-- Try them on probation (hire or fire depending on outcome)
The whole process is all about finding the person with the psychological profile that fits a sales super star. Bear in mind as you go through the process that not every great salesman has high-rankings in all the attributes of a star salesman. Hence step 6 in the process – the hire or fire decision.
Three important steps from the recruitment process are Job Advert Design, Phone Interview and the Psychological Profile-based Interview. These are explained below:
--- Job Advert Design ---
Attract the sales superstar by indicating the top level of income they could expect. Not the income level you’d expect an average salesman to make.
Design the advert so that it’s clear you’ll know whether the interviewee is who you’re looking for.
Don’t limit potential candidates to your industry sector. A true super star will learn your target market quickly. You should have in place training so that he can learn faster.
--- Phone Interview ---
Use the phone interview to put them under pressure – can they handle it? Can they handle rejection? Or do they simply go away? Typically the right phone interview will allow you to burn through 80% to 85% of everyone who applies leaving you with a more manageable set of potential sales super stars to interview.
--- The Psychological Profile-based Interview ---
This interview is in three parts. Deep rapport building, skills assessment and CV review. You can see from the number of parts to the interview that it takes longer to do than most normal interviews – but results in a better breed of salesman in your company. It also quickly finds out whether the person is a sales superstar, or not.
As I’ve noted in the part I of this article , empathy and ego need to be in the right balance to create a sales super star.
We can find that out by using a psychological profile based interview. This type of interview allows us to explore how the interviewee was regarded during childhood, the sort of things they enjoyed and how they were shaped by their experiences.
As a by-product this part of the interview creates deep rapport so that you can ask very deep questions and expect to get truthful answers, or make the candidate very uncomfortable if they’re lying.
Once you’ve established the deep rapport I use a 17 point Sales Super Star Self Assessment process and form to assess whether the candidate is really a superstar or a bluffer.
Finally you review the salesman’s CV and ask probing questions which usually result in truthful answers because they’re still in deep rapport with you.
Move quickly when you’re interviewing superstars as once they start being interviewed a good recruiter will get them as quickly as possible. Maybe before you.
Also be prepared for them to leave one day because superstars are also entrepreneurs too. And they’ll want to work for themselves in due course.
--- How Can You Tell Your Salesman Isn’t For You ---
One word of warning if you find your super star salesman doesn’t bring in the business for you.
It maybe they weren’t interested in your business at all and were using you as a stop gap. Or they discover they don’t really like your sector.
Don’t hang about find out as early as possible. You’ll notice little or no activity and/or no sales, or they’ll complain - often.
Obviously your particular sales cycle depends on your industry so you’ll know how soon a good salesman should be getting sales. If you don’t ask around.
Keeping on salemen who aren’t interested does nobody any good – least of all your bottom line.
If they don’t fit for whatever reason let them know and let them go.
How You Can Recruit Sales Super Stars Part II How To Advertise and Interview Them - To learn more about this author, visit Jim Symcox's Website.
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--- How To Recruit Sales Superstars ---
Briefly the steps you must take to get a real sales superstar are as follows:
-- Design your job advert to scare off people who aren’t right for you
-- Do an initial brief phone interview to burn through the chancers
-- Invite them to a Psychological Profile-based Interview
-- Ensure a Super Star Self-assessment Form is completed to show each
-- Interviewees skill levels (at the right time in the interview)
-- Check their CV and ask questions on it at the end of the interview
-- Phone their references
-- Try them on probation (hire or fire depending on outcome)
The whole process is all about finding the person with the psychological profile that fits a sales super star. Bear in mind as you go through the process that not every great salesman has high-rankings in all the attributes of a star salesman. Hence step 6 in the process – the hire or fire decision.
Three important steps from the recruitment process are Job Advert Design, Phone Interview and the Psychological Profile-based Interview. These are explained below:
--- Job Advert Design ---
Attract the sales superstar by indicating the top level of income they could expect. Not the income level you’d expect an average salesman to make.
Design the advert so that it’s clear you’ll know whether the interviewee is who you’re looking for.
Don’t limit potential candidates to your industry sector. A true super star will learn your target market quickly. You should have in place training so that he can learn faster.
--- Phone Interview ---
Use the phone interview to put them under pressure – can they handle it? Can they handle rejection? Or do they simply go away? Typically the right phone interview will allow you to burn through 80% to 85% of everyone who applies leaving you with a more manageable set of potential sales super stars to interview.
--- The Psychological Profile-based Interview ---
This interview is in three parts. Deep rapport building, skills assessment and CV review. You can see from the number of parts to the interview that it takes longer to do than most normal interviews – but results in a better breed of salesman in your company. It also quickly finds out whether the person is a sales superstar, or not.
As I’ve noted in the part I of this article , empathy and ego need to be in the right balance to create a sales super star.
We can find that out by using a psychological profile based interview. This type of interview allows us to explore how the interviewee was regarded during childhood, the sort of things they enjoyed and how they were shaped by their experiences.
As a by-product this part of the interview creates deep rapport so that you can ask very deep questions and expect to get truthful answers, or make the candidate very uncomfortable if they’re lying.
Once you’ve established the deep rapport I use a 17 point Sales Super Star Self Assessment process and form to assess whether the candidate is really a superstar or a bluffer.
Finally you review the salesman’s CV and ask probing questions which usually result in truthful answers because they’re still in deep rapport with you.
Move quickly when you’re interviewing superstars as once they start being interviewed a good recruiter will get them as quickly as possible. Maybe before you.
Also be prepared for them to leave one day because superstars are also entrepreneurs too. And they’ll want to work for themselves in due course.
--- How Can You Tell Your Salesman Isn’t For You ---
One word of warning if you find your super star salesman doesn’t bring in the business for you.
It maybe they weren’t interested in your business at all and were using you as a stop gap. Or they discover they don’t really like your sector.
Don’t hang about find out as early as possible. You’ll notice little or no activity and/or no sales, or they’ll complain - often.
Obviously your particular sales cycle depends on your industry so you’ll know how soon a good salesman should be getting sales. If you don’t ask around.
Keeping on salemen who aren’t interested does nobody any good – least of all your bottom line.
If they don’t fit for whatever reason let them know and let them go.
How You Can Recruit Sales Super Stars Part II How To Advertise and Interview Them - To learn more about this author, visit Jim Symcox's Website.
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David AchesonDavid Acheson is the founder of DCJA Consultancy. DCJA Consultancy is a management consultancy business specialising in B2B sales consultancy. They offer bespoke and packaged sales consultancy including Sales Optimisation Review, Interim Sales Management, Sales & Marketing Review, 1:1 Sales & Management Staff Analysis, Management Training, Solution Sales Training, Creation of New Pay Plan, KPI's, run Customer Feedback Campaigns, assist with Recruitment, Coaching, Appraisals and set up Strategic Marketing Campaigns. David spent his early career in accountancy and then moved into sales in 1982, working in Office Equipment, IT, Advertising, Training, Outsourcing and Consultancy. He has held many Senior Positions in SMBs and Global Organisations including Head of Sales Operations & Head of Business Development. His knowledge, skills and great experience of the Sales Industry has led to David making keynote speeches and running educational sessions to key businesses through organisations including The Chamber of Commerce and Business Link. - Visit David Acheson's Website |
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Dave KurlanDave Kurlan is the founder and CEO of Objective Management Group, Inc., the industry leader in sales assessments and sales force evaluations, and the CEO of David Kurlan & Associates, Inc., a consulting firm specializing in sales force development. Dave has been a top rated speaker at Inc. Magazine's Conference on Growing the Company, the Sales & Marketing Management Conference and the Gazelles Sales & Marketing Summit. He has been featured on radio and TV, including World Business Review with General Norman Schwarzkopf, in Inc. Magazine, Selling Power Magazine, Sales & Marketing Management Magazine and Incentive Magazine. He is the author of Mindless Selling and Baseline Selling – How to Become a Sales Superstar by Using What You Already Know about the Game of Baseball. He created and wrote STAR, a proprietary recruiting process for hiring great salespeople, and he writes Understanding the Sales Force, a popular business Blog and is a contributing author to The Death of 20th Century Selling and 101 Great Ways to Improve Your Life, Volume 2. - Visit Dave Kurlan's Website |
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Leanne Hoagland-SmithAre your sales where you want them to be? Will you be one of the few who achieves sales or business success or one of the many who have failed to change? Are you tired of being told you are like everyone else? Then you may find my first book on sales of interest. Be the Red Jacket in the Sea of Gray Suits, The Keys to Unlocking Sales available at Amazon or at http://www.processspecialist.com/red-jacket.htm. This book is a reflection of my no-nonsense approach to improving sales to overall business results. If you are truly committed to making sustainable changes, then I can help you secure a positive return on your investment because I focus on executable solutions not telling you the problems you already know you have. From training to corporate (group) coaching to executive one on one coaching, my approach is to assess, create awareness, build a goal driven action plan and then execute. The bottom line question is "Not do you or your employees know it, but do you or they want to do it?" Please call for a free strategy session at 219.759.5601. - Visit Leanne Hoagland-Smith's Website |
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Linda RichardsonLinda Richardson is the Founder and Executive Chairwoman of Richardson, a global sales training and performance improvement company. As a recognized leader in the industry, she has won the coveted Stevie Award for Lifetime Achievement in Sales Excellence and she was identified by Training Industry, Inc. as one of the “Top 20 Most Influential Training Professionals.” Ms. Richardson is credited with the movement to Consultative Selling and is the author of ten books on selling and sales management, including Sales Coaching — Making the Great Leap from Sales Manager to Sales Coach, and Stop Telling, Start Selling. She teaches sales and management at the Wharton Graduate School of the University of Pennsylvania and the Wharton Executive Development Center. Linda is a frequent speaker at industry and client conferences, has been published extensively in industry and training journals, and has been featured in numerous publications, including The Wall Street Journal, Forbes, Nation’s Business, Selling Power, Success, and The Conference Board Magazine. Learn more about Richardson's sales training and performance improvement solutions at http://www.richardson.com web - Visit Linda Richardson's Website |
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John BrennanJohn Brennan Ed.D. Dr. Brennan is President of Interpersonal Development, LLC, a training and development firm. Interpersonal Development has provided sales training and coaching to more than 3,000 sales reps from over 100 companies. A native of Australia, Dr. Brennan received his doctorate from the University of Rochester. His dissertation researched the effectiveness of Behavioral Modeling Technology in training people in interpersonal skills. While he has spent most of his career designing or delivering training, he was also a Vice-President of Sales of a training and development franchise with operations in 25 markets. Dr. Brennan has designed and delivered sales training in North America, Asia, Europe, Australia and the Middle East. He has been a guest speaker at numerous national and regional professional conferences. When Microsoft wanted Best Practices articles on sales for their web site, they called Dr. Brennan. The results are at http://office.microsoft.com/en-us/FX011387391033.aspx His firm’s clients have included Volvo, The Prudential, Merrill Lynch, Eastman Kodak, Gannett, Equifax Europe, the Economist Group and countless small businesses. - Visit John Brennan's Website |
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George LudwigGeorge Ludwig is a recognized authority on sales strategy and peak performance psychology. An international speaker, trainer, and corporate consultant, he helps clients like Johnson & Johnson, Abbott Laboratories, Northwestern Mutual, CIGNA, and numerous others improve sales force effectiveness and performance. Though it's George's strategies and processes that help corporations increase productivity and performance, it's his tremendous energy and dynamism that spark the transformation. Again and again, clients remark on his amazing ability to unleash human capacity and inspire men and women to break out of their comfort zones. The result is a whole new type of salesperson. His customized presentations teach achievers to make stunning advances in their lives. From helping salespeople realize cherished dreams to helping corporations exponentially accelerate revenue streams, George Ludwig leaves audiences and individuals empowered, emboldened, and clamoring for more. George is the best-selling author of Power Selling: Seven Strategies for Cracking the Sales Code and Wise Moves: 60 Quick Tips to Improve Your Position in Life & Business. - Visit George Ludwig's Website |
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Anne BarrAnne Barr has over 26 years experience in sales and marketing, six years as a franchisee. She has assisted over 367 business owners and purchasers to achieve their goals in career change, transition and exit strategy. She holds the designation of Certified Franchise Executive from the International Franchise Association, Certified Business Intermediary from the International Business Brokers Association and Board Certified Broker from the Texas Association of Business Brokers. Anne is active in professional organizations, networking groups and volunteers for non-profit entities. As owner/operator of four successful businesses, Anne has proven people skills and enjoys helping clients find the right "fit" in business ownership. Visit www.FranchiseOpportunitySpecialist.com for more information about me and my company. - Visit Anne Barr's Website |
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