recruit & retain top talent - michael schmditmann
DESCRIPTION
Breakout 1.1 - Room 1: Recruit & Retain Top Talent - Gain a Competitive Advantage - Michael S. Hiring great salespeople and engineers has always been a challenge. As you migrate to new business models for cloud and services sales, it might be even harder to find employees with the needed skills. This session will show you how to hire and retain game-changing talent. •Attract Quality Candidates •How to Screen Effectively •Avoid Critical Hiring Mistakes Once hired, are your employees set to succeed? Do they have an exciting career path that incents them to improve their skills and value to your organization? Hiring and retaining multi-million dollar salespeople and great engineers is simple but not easy. Learn the winning formula in this fast-paced, entertaining session. This session is led by John Gaillard and Mike Schmidtmann, who work with Solution Providers across the country to grow their businesses and improve profits.TRANSCRIPT
Presented by
Mike Schmidtmann
John Gaillard
Give Yourself an
Unfair Advantage
Introductions
John Gaillard ScanSource Catalyst
US Army
Mike Schmidtmann Strategic Products & Services
Inacom Communications
Attract Quality Candidates
Screen Effectively
Avoid Critical Hiring Mistakes
Owner
Sales
Inside Sales Outside Sales
AM 1
AM 2
AM 3
Marketing Finance Services
Engineering
Design
Help Desk
Tech 1
Tech 2
Tech 3
Operations Administration
H/R
Sales Technical
Other
Biggest Problem Hiring Great People?
A Great Hiring Process • Identifies Great
Candidates
• Makes Your Company & Position Attractive
• Screens out “Emerging Under - Achievers”
• Identifies Trouble Areas
• Closes the Deal
• Gets Them Productive Quickly
• One GREAT
Attribute
• One Good /
Average Attribute
• One Real Weakness
Great Employees:
Always Paired
10%
10%
30%
45%
5%
“Salesperson /Engineer Wanted”
• Growing Company
• Leading Products
• Excellent Service
• Satisfied Customers
• Great Benefits
• High Income
Potential
• Declining Company
• Terrible Products
• Awful Service
• Dissatisfied Customers
• Lousy Benefits
• Low Income
Probability
“Men wanted for Hazardous Journey.
Small Wages. Bitter Cold.
Long Months of Complete Darkness.
Constant Danger.
Safe Return Doubtful.
Honor and Recognition in case of Success.”
Ernest Shackleton 1914
“The Most Famous Employment Ad
Ever Written”
“Men wanted for Hazardous Journey. Small Wages. Bitter Cold. Long Months of Complete Darkness.
Constant Danger. Safe Return Doubtful. Honor and Recognition in case of Success.” Ernest Shackleton
Does Your
Hiring
Presentation
SIZZLE?
Hiring
Presentation
Who You Are
What You Do
Why Customers Buy From You
What Makes You Different
“The Boring Part”
Incentive Trips
Career Path
Fun
Learning
Mentoring
“The Fun Part”
Every Negative is also a Positive
Remember:
Attract Quality Candidates
Screen Effectively
Avoid Critical Hiring Mistakes
Why are Bad Candidates Often
So Good at Interviewing?
Because They Get so Much
Practice!
10 Most Commonly Asked Interview Questions
1. Why should I hire you? 2. What do you see yourself doing five years
from now? 3. What do you consider to be your greatest
strengths and weaknesses? 4. How would you describe yourself? 5. What college subject did you like the best
and the least? 6. What do you know about our company? 7. Why did you decide to seek a job with
our company? 8. Why did you leave your last job? 9. What do you want to earn five years from
now? 10. What do you really want to do in life?
Nine of These are Considered “Bad” Questions
Which one is GOOD?
10 Most Commonly Asked Interview Questions
1. Why should I hire you? 2. What do you see yourself doing five years
from now? 3. What do you consider to be your greatest
strengths and weaknesses? 4. How would you describe yourself? 5. What college subject did you like the best
and the least? 6. What do you know about our company? 7. Why did you decide to seek a job with
our company? 8. Why did you leave your last job? 9. What do you want to earn five years from
now? 10. What do you really want to do in life?
Nine of These are Considered “Bad” Questions
Which one is GOOD?
A Parrot can Answer Those Questions
Use Scenarios to Uncover Practices and Habits
6 – 8 Core Questions for Everyone
3 – 4 Specific to Position
#1: Your prospect says “I really like your
solution, but your price is too high”
What do you do?
“The Horse Trader” “How much higher? If I could
work something out with my manager, would you be
prepared to move forward?”
“The Value Answer” “Obviously, we haven’t shown you the value of our product.
Let’s review your needs, and why this is a better solution”
Describe a typical complete sale
from beginning to end
Look For:
• Where does it start?
• Where does it end?
• How many steps?
• Who is driving the Sale?
Where does it Start?
Good
Blueprint - Research
Target Account
Prospecting Call
Where does it Start?
Good Bad
Blueprint - Research “I get a lead”
Target Account “I am in the customer’s
office”
Prospecting Call “I find out what the
customer needs”
Good Bad
Contract Signed
Order Package
Accepted
Where does it End?
Good Bad
Kickoff Meeting /
Implementation Contract Signed
Cutover - Installation Order Package
Accepted
D&A
Collection of A/R
Where does it End?
Do They Have a Plan?
Good
I do this, this, and this…
I try to work with accounts that…
I don’t do XYZ until I get commitment
Do They Have a Plan?
Good Bad
I do this, this, and
this… “It depends”
I try to work with
accounts that… Every sale is different
I don’t do XYZ until I
get commitment
I try to get as much
done as I can before
the first meeting
Tell me how you troubleshoot an
intermittent problem
• Is there a structured
process?
• How many steps?
• Value of time vs. value of result?
• Are there clear objectives / purpose in
every step?
What to Look For:
Not Just Who
It’s How You Hire
“A Proper Diagnosis
is Half the Cure”