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Common Questions and Answers
Ask any manager, V.P. or business owner what one of the biggest challenges they face in making their revenue numbers and they’ll tell you it’s identifying, hiring and retaining good sales reps.
If you are familiar with my management philosophy, then you’ve heard me talk about the 80/20 rule in sales, and all you have to do is look at your own company or industry to know it’s still true – 80% of the sales and revenue is made by the Top 20%.
So how do you identify who the Top 20% are BEFORE you spend all that time and money on hiring, training and then hoping they perform? There are many ways to try to identify the characteristics in advance, and in fact a whole industry of profiling and assessment testing has sprouted up to help you make the right choice. I have used some of these tests and have found them to be quite accurate and valuable.
If you are responsible for identifying and hiring sales reps in your company, then I recommend you use these techniques to help you find the right sales reps before you spend all that time and energy training, managing and hoping you’ve made the right choice…
What you must determine is exactly how much money that was. Ask your candidate to provide you with pay stubs or verification of income for the last 6 months, and, in addition, ask them what they earned in income each of the last three years. Find a way to verify this.
Finally, determine how much of your product or service your candidate would have to sell to generate that kind of income again, and ask yourself if you would be happy with that level of performance – because that’s most likely what you’re going to get.
So if your candidate is really looking to your company and opportunity to better themselves and earn more money, find out what is driving this need and desire for more money. Have their life circumstances changed? For example, have they recently gotten married, had a child, purchased a home? If so, then they may have a real motivation to work harder, make more money and enlarge their comfort zone.
If their situation hasn’t changed, then you can be pretty sure that they will not be motivated to work harder, learn more skills, and make more sales. In essence, they will continue to live down to their current comfort level and you may once again be hiring another 80% producer.
These techniques have saved me hundreds of hours of poor hires, and they have often revealed who the real top producers were. Use them – you’ll love how they will work for you as well.
About the author
Do you have an underperforming inside sales team? Talk to Mike to see how he can help you and your team reach your revenue goals. To learn more about Mike, visit his website: http://www.MrInsideSales.com