How To Recruit A Sales Champion
The key to recruiting a Sales Champion lies firstly in knowing what ingredients make a Sales Champion in the first place and then utilising a system that identifies these. There's a very good and well accepted 'law' amongst the business community known as Pareto's Law (see Pareto Principle), which predicts that 80% of your sales will be generated by 20% of your sales force. These figure may vary a little across sectors but generally, it will be true to say that the majority of your sales will come from a minority of sales people.
Now, if you had a system that, at the point of recruitment, predicted who will fall into the 20% top sales performing group and who will be average or poor, then wouldn't that be a fantastic boost for your business? If you could increase the 20% in your sales team to, say, 30% or 40%, it would in fact give you a massive advantage over other competing businesses that do not use a system.
Many recruitment agencies operate on a principle of 'CV overload'. On the surface 50 or 100 CVs for a single vacancy being forwarded to you may seem like good value for money, but too many CVs can be detrimental to your recruitment drive for a Sales Champion. Ask yourself the question, "When will I have the time to read through all of this information?" and "How much of the information contained in CVs is self-serving hype?". Most sales people will not reveal in their CVs that they performed poorly in their previous roles and the true reason they left (or were managed out). If they "increased sales by 30%" in their previous role, as some claim, and were the top performers, then why did they leave such a lucrative position? And why did their employers let them go? The truth is most likely that they were average and were not in the top 20%. They were probably in the bottom 40% and that is why they are looking for a new sales job!
The way to stop CV overload and dramatically reduce the risk of employing average or poor performers, and to interview only those who are likely to be in the top 20% or 30%, is to use a recruitment service which screens candidates and utilises an in-depth scientific system to filter out those who will be wasting your time. A recruitment service that provides a much more comprehensive and detailed search for you and doesn't act simply as a CV forwarding agency will save you countless hours in wasted interviews. It will also save you a lot of money and much heartache later on when you have to get rid of sales people who are happy to just turn up for a basic salary, month-in month-out, and don't or cannot perform at the top level.
So what exactly determines if someone is more likely to be a top performer? It's usually down to whether they are truly self-motivated. Most people claim to be self-motivated, but in reality only about 10% to 20% will be. These are the ones who have underlying key drivers that automatically make them do the things that successful people do, without constant prodding, coaxing or training. These subconscious drivers range from key and specific value-driver such as money, control, co-operation, regulation, knowledge or design. One or a combination of these things in the right order will be the reason 'WHY' they do what they do and they are who they are. If the WHY is powerful, the HOW becomes easy. The right combination of these 'driver's being the dominant underlying motivational factors will determine if a person is properly self motivated and if their value-system is synchronised with their career choice. Get this right and your job becomes much easier. There are other factors too such as external personality traits, creativity and lateral thinking ability, cognitive function (clarity of thought), emotional IQ and prioritisation, basic IQ and integrity balance. What if a profiling system could forecast these things and predict if someone is likely to be amongst the 20% top performers?
The good news is that there is! The Job-match and Blueprint Profile System has been created by RecruitEasy (see RecruitEasy) to do precisely what is required and to identify sales champions. The system has been researched over many years with thousands of candidates tested and then cross checked against their performance. Sales Champions have a specific profile based on critical internal and external components that increases their ability to perform. This ranges from prospecting for new business, to presentational skills, to completing the sale. Having the ability to recognise which potential sales leads to focus on and to quickly give up on those who will waste most of your time, and which almost never come to fruition, is a key attribute or skill that the top 20% of sales performers naturally have.
Using a recruitment agency or service that doesn't just forward mainly useless CVs to you and which understands that sometimes 'less is more' is essential is saving you much time, effort and money and could propel your business and super-boost your sales by placing the right salespeople into the right jobs. Relying on science to back up your 'gut instinct' is now the smart way to recruit.
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