you found them... now what??
Post on 07-Nov-2014
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You found them, now what?
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[Categories of Professionals]
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There are many types of professionals
Sales People Software Developers Software Consultants Human Resource
Professionals Accountants CEOs CIOs CFOs COOs
Doctors Nurses Lawyers Chefs Retail Store Managers Help Desk Workers Administrative Assistants Project Managers Business Analysts Etc…
And each type of professional has a unique persona
Persona defined: A person’s perceived or evident personality
A Leopard can’t change its spots
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[Building the Persona of your target candidate]
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[7 Steps to a winning message]
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Physical Profile of Target Candidate
Basically, this is an exercise in identifying everything you can possibly identify about your target. How much money do they make? What car do they drive? How many times have they been married? Do they have children? How do they dress? Where do they shop? Where do they vacation, and on and on…
This step should take about 2 to 3 hours, mostly because the more that is discovered about the individual the more the discussion goes on. You need to use anecdotal evidence and stories from the trenches that help drive the development of the person in question.
Sample Sales Persona - Profile
Earn $150- $300K/yr
Has a country
club membershi
p
Own a nice Home
Suitable for entertaining
Uses a designer pen, like
Mont Blonc
Children attend private school
Plays Golf or tennis
Exercises regularly to stay
fit
Has one or more children
Owns the latest
electronic gadgets
Drive luxury Imported
car
Shops at high-end retailers
May have been
married more than one time
Own a boat or
Vacation home
Avid sports
fan
Reads business
magazines Books and
news
Wears Designer clothes
Wear a Swiss
Watch – Rolex,
Omega, Breitling
Vacations In exotic places
Has an attractive spouse or
partner
Has a very
professional
image
Identify the Pain
Once you have the persona identified you next need to define the pain that this person is experiencing on a day to day basis.
The "what keeps him up" approach. The exercise used here is to first discuss what ails him and then to do an affinity mapping where you have each participant write on the sticky notes and then categorize the results.
Then write a statement (NO MORE THAN 25 words - small words) that define each pain - should have no more than 3 to 5 - this also takes about 2 to 4 hours per persona.
Sample Pain Identity – Sales Profile
I need to achieve quota
I need the customer
To pay on time
I need new leads and contacts
Who do I know that
can help me close this
deal?
I need to influence
the customer to
buy now!
I need to attain quota
credit for a deal
I need to make
President’s Club
(again)
I need to know who is making the buying decision
How do I overcome
the obvious gaps in
service?
I need to break New
Account(s)
Do I have the
Right marketing support?
I need to know the
competition’s
weaknesses
I need to represent
quality products or
services
I know that my
competition on this deal
is #1
Where will my next
deal come from?
I need to beat the
competition
I need to close
the deal
I need to deliver the products or
services
I need the right
resources to win the
deal How can I make the pricing
work for the customer?
Pain Summary
I need to be selling strong products and services with the necessary tools to close the business.
I need well-qualified leads and a strong team to beat the competition and close deals.
I need to have a clearly defined comp plan that is easy to understand. I need to get paid!
I need a strong pipeline and viable leads to meet my quota.
Solution (anti-pain)
This step literally involves turning the pain on its head to see what the direct opposite of the pain is.
This is a Wordsworth exercise that can be excruciating. It takes 2 to 4 hours per persona and best to do it in day two because the first two steps burn people out.
Again, small easy to read statements of solution. Must be easily mapped back to the pain each solves.
Solution (anti-pain) Statement
XYZ has proven competitive referenceable products/services.
XYX provides access to well-targeted and qualified leads.
XYZ’s sales effort is supported by a team of well-qualified experts. EX: Solution Architects (well-qualified experts)
Market Problem Statement
This is a summary of all the pain statements - it makes a blanket statement for what problems exist in your market place that need fixing. (25 words max)
Market Problem Statement
The best sales executives struggle to find companies with great products, great sales support, and great leads that have a
rewarding and easy to understand comp plan.
Positioning Statement
This is a single statement that summarizes all of the solution statements. This ultimately is what your company means to the candidate. Here you have varying versions of the statement 25, 50 and 100 words depending upon the need.
Positioning Statement
At XYZ we are driven by our sales culture and our entire organizational structure is built to assist the Sales Executive to sell and deliver business.
We have a simple compensation structure that rewards success, and it is not complicated when multi-national deals are involved.
Our Sales Executives are always rewarded and recognized for their contributions, and we continually evaluate our compensation to make sure it remains the most competitive option for the highest performing sales professionals.
Sample Talk Track - SALES
PAIN ANTIDOTE
At [your current employer] do you receive quota credit for deals that are signed but not delivered?
Our Sales Executives are fully compensated for the full contract value at deal signing; and we pay out on a quarterly basis.
At [your current employer] is it difficult to access the resources to close large, complex deals?
We have a team of over 1000 Sales and Marketing support professionals, and they are available to you to provide all of the industry expertise, tools, information and resources to drive the sales process and close the deal.
At [your current employer] is your compensation capped at 100% of target?
We have no cap on our compensation and, for large deals, it’s common for our Sales Executives to earn up to 200-300% of Quota.
How does [your current employer] fare in competitive situations?
We have flexibility in our pricing and services and we win 8 out of 10 competitive deals.
Build Narrative
Tell the story of the pain and how it is solved. Make it tangible and real. If you have done all the other steps properly than this should be easy.
Narrative
At XYZ we are driven by our sales culture and our entire organizational structure is built to assist the Sales Executive to sell and deliver business.
We have a simple compensation structure that rewards success, and it is not complicated when multi-national deals are involved.
Our Sales Executives are always rewarded and recognized for their contributions, and we continually evaluate our compensation to make sure it remains the most competitive option for the highest performing sales professionals.
What are the 5 things you need to be on the lookout for to make sure the comp plan is well defined?
Are your comp plans complicated when multi-national deals are involved?
Will XYZ product ever come out? If not, then hit with product statements….
Narrative – Targeted and Evolving
You should continuously gather the competitive intelligence and leverage it to: • Share with your leadership to add value to the business • Ensure that your products/services, compensation, sales
process, etc. are continuously evolving to stay ahead of the competition
• Keep your messaging fresh and relevant
Make certain that your Sourcers/Recruiters fully understand and are trained to easily articulate every aspect of the sales process, resources involved, compensation structure and bonus payment schedule.
Content Strategy
Once all of the steps are complete this needs to be the roadmap for the content you develop to continuously reach out to your targets.
A lots goes into this and the more intelligently distributed content you create the more incoming candidates (active and passive) you'll capture.
Sample Content Strategy - SALES
CHANNEL WHO IS INVOLVED CONTENT/EXECUTION
Employment Branding Head of Recruitment Branding, Global and Regional Sourcing, Recruiting
Ensure that your company has a solid EVP and a footprint in relevant places for each persona
LinkedIn Head of Recruitment Branding, Global and Regional Sourcing
Invite candidate to join your XYZ Sales Professionals group [that is well managed with fresh marketing information [press releases, competitive wins, and access to job postings]
Talent Communities Head of Recruitment Branding, Global and Regional Sourcing
Forward invitation to your Sales Community that is rich with relevant content; especially access to your jobs
Facebook/Twitter Head of Recruitment Branding, Global and Regional Sourcing
Invite candidate to join your company fan page or your Twitter feed
Blogs Head of Recruitment Branding, Global and Regional Sourcing, Sales Leadership to feed articles and content
Ensure that you have a strategy in place so your company is recognized as a market leader
Thank you!
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