Improve your SalesforceBatting Average

Cost of a Bad Hire

What You See – The One Hour Date

Let’s talk about mePositive attitudeFacts and figures

What You Don’t See – Behavior, Attitude, and Technique

Are they comfortable with a “tough” close?Will they prospect?Will they be susceptible to unpaid consulting?How do they manage their pipeline?

Attitude

TechniqueBehavior

Behavior

“Will Do”

“Can

Do

”

Tec

hn

iqu

e

Can’t / Won’t Can’t / Will

Can / Won’t Can / Will

Skills - Prospecting, Bonding, Closing

Experience - What They’ve Done in the Past

Attitude - Ambition & Drive, Objectivity

Results - How Well They’ve Performed

Cognitive - Problem Solving, Self Awareness

Habits - Pipeline Management, Initiative

SEARCH Model

Long Sales Cycle

Short Sales Cycle

Dem

and

Fu

lfil

lme

nt

Dem

and

Cre

atio

n

AccountSales

CommoditySales

ConsultativeSales

Unique ValueSales

Process Oriented

Rel

atio

nsh

ips

Ambition&

Drive Control & Close

Pro

ble

m S

olv

ing

Sales Model

Performance = Ability X Motivation

“Can Do” “Will Do”

Salespeople hired for what they know and fired for who they are

Understanding Job Requirements

Know what you’re looking for:• Defined sales role

Identify red flags before the interview• Assessments tell the story

Avoid the “one hour date”• Structured interview process

The Hiring Process

TechnicalSkills

BehavioralAssessment

Past Performance

IndustryExperience

Bio-Data

Attitude

Predictive Success Factors

Stop Winging It

Interview to Uncover

How many hires do you wish you hadn’t hired?

How much have you invested in hiring/firing?

What is your interview/hiring process?

How much are you willing to invest in making the right hire?