search.noResults

search.searching

dataCollection.invalidEmail
note.createNoteMessage

search.noResults

search.searching

orderForm.title

orderForm.productCode
orderForm.description
orderForm.quantity
orderForm.itemPrice
orderForm.price
orderForm.totalPrice
orderForm.deliveryDetails.billingAddress
orderForm.deliveryDetails.deliveryAddress
orderForm.noItems
RECRUITING


Five-step Performance-based Recruiting RENEE HOUSTON ZEMANSKI


“If you want to be successful at hiring top-per- forming salespeople, shift your focus from the subjective part of your recruiting activities to performance-based parameters,” says one sales performance expert.


“If you talk to sales managers, they will readily admit that they’ve made hiring mistakes and they don’t know why,” she says. “The candidates they interviewed seemed motivated, personable, and skilled; yet, when the candidates begin working, they don’t perform. Managers are left scratching their heads.” The problem is that there are flaws in a lot of companies’ recruiting processes, says the expert. Many rely too much on subjective information and try to speed through the hiring process. To improve the overall quality of


your sales candidate pool, the expert suggests shifting your recruiting focus away from skills and experience and toward performance-based measures. “Identify what you expect your new salespeople to achieve, and share this information with job candidates during every step of the recruiting process,” says the expert, who also shares the following systematic, per- formance-based recruiting process.


1. WRITE A PERFORMANCE- BASED RECRUITING AD. Seek out the characteristics and


34 | DECEMBER 2018 SELLING POWER © 2018 SELLING POWER. CALL 1-800-752-7355 FOR REPRINT PERMISSION.


behaviors of salespeople that will help them become top performers – and use those characteristics in your ads. Often, recruiting ads are written along the lines of: “Five years experience and a college degree a must,” but this expert says education and experi- ence may not matter. “Education proves that people have learned how to learn, but doesn’t reveal how rapidly they learn,” she says. “In terms of experience, statistics show that 55 percent of salespeople should be doing something else for a living, and another 20 to 25 percent are selling the wrong type of product or service. So, we may have experienced people, but four out of five experienced people are going to be a bad fit for your job.” She gives the example of two candidates: “One has the college degree and the five years experience


SUDTAWEE THEPSUPONKUL / SHUTTERSTOCK.COM


Page 1  |  Page 2  |  Page 3  |  Page 4  |  Page 5  |  Page 6  |  Page 7  |  Page 8  |  Page 9  |  Page 10  |  Page 11  |  Page 12  |  Page 13  |  Page 14  |  Page 15  |  Page 16  |  Page 17  |  Page 18  |  Page 19  |  Page 20  |  Page 21  |  Page 22  |  Page 23  |  Page 24  |  Page 25  |  Page 26  |  Page 27  |  Page 28  |  Page 29  |  Page 30  |  Page 31  |  Page 32  |  Page 33  |  Page 34  |  Page 35  |  Page 36  |  Page 37  |  Page 38  |  Page 39  |  Page 40  |  Page 41