Where are all the Sales Hunters?

Where are all the Sales Hunters?

Joe Zente

Z3 Performance Development, Inc

Joe Zente

Z3 Performance Development, Inc

Recent Questions from Successful Business Leaders

� If my Salespeople performed well last year, why aren’t my forecasts looking better today?

� Is my Sales Team composed of the Right People for this Slowing Economy?

� How can I create profitable growth and consistency while protecting my company from risk?

More Common Questions

� How do we Identify, Locate and Recruit Winners? Where are all the HUNTERS?

� If I have Good Salespeople, is Sales Management Really That Important?

� Assuming we have some of the right people, WHAT CAN I DO TO FIX THINGS NOW?

The enemy of GREAT is

Good

- Jim Collins

The UnCommon Sense ©Formula for Success

� Step One: Diagnostics

� Step Two: Processes• Sales

• Sales Management

• Sales Recruiting

A series of actions that bring about a particular result.

Process (pro’ ses) n

Are YOUR Salespeople…

• Consistently Exceeding Revenue Goals?

• Upholding Margins?

• Forecasting Accurately?

• Reporting Effectively and Timely?

• Contributing to the overall TEAM effort?

• Generating enough NEW business?

• Providing you with an excellent ROI?

The Statistics Aren’t Pretty

� Less than 10% of people seeking jobs as Salespeople today will be able to provide your company with an acceptable ROI.

� “Sales force turnover rates vary from industry to industry and firm to firm, but research finds average

industry sales force turnover rates as high as 53%.”

www.bnet.com

Are you seeking Order Takers or people who hunger to Hunt for NEW Business?

� 24% of candidates will not prospect—AT ALL

� 8% of candidates score well enough to be considered Hunters

� 1% have the complete Hunter Skill Set

data based upon evaluations of 350,000 candidates

The Bare (Hunter) Necessities

37%% of Traits

����Recovers From Rejection

Has No Need For Approval

Will Prospect

Receives Plenty of Introductions

����Gets Appointments When Prospecting

Gets To Decision Makers

����Gets Past Gatekeepers

Prospects Consistently

PresentHunter Attributes

Typical Sales

Candidate

possesses only

27-52%of Hunter Attributes

And what about CLOSING?

� 45% will not close

� Less than 1% have the complete set closing attributes

� The typical candidate will possess less than 23% of closing attributes

The GREAT News for You!

Over 80% of private companies rate their ability to hire and retain effective salespeople as “poor”

Recruiting and Hiring Sales Superstars

TRADITIONAL

(Subjective)

♦ Resume

♦ Interview

♦ “Record of Accomplishments”

♦ Industry Experience

♦ Past Earnings

EFFECTIVE

(Objective-Behavioral)

♦ Identify

♦ Search w/PreScreen

♦ TEST (Custom)

♦ Qualify (dual phone)

♦ Panel Interview

♦ Hiring Interview

Identify

What is it about your business that makes it difficult for a salesperson to succeed?

Search

� Start with a HUGE candidate pool

� Be patient (Over-Achievers ONLY)

� Killer AD– Must Have…

– Should Have…

– What is DIFFERENT about it?

– Hunters love a Challenge

Search

� Postings

- Frequency

- Variety

- Jobsites

- Geographies

- Industry/Classification

- Remove the Fluff

- Don’t make it so easy

Qualify

� Use Criteria from Identification Step– Hunter? Farmer? Closer?

– Channel Manager or Direct Sales?

– Phone Sales or Face to Face?

– Sales Cycle

Qualify

� Keep it BEHAVIORAL

� Use a Score Sheet– Selling Skills

• Experience Meets Criteria

• Technical Background

• Closer

• Handles Putoffs?

– Phone Skills• Articulate, Warmth, Presence, Rapport

Different Ways to Evaluate Salespeople

• Psychological Tests• Personality Tests• Behavioral Tests• Aptitude Tests• “Will Sell” Test

Test

� An OBJECTIVE View of a Salesperson’s:

– Competencies

– Conditions

– Hidden Weaknesses

– Priorities

Interviewing

The Voices in Your Head…

� Need For Approval

� Fear of Rejection

� Call Anxiety

� Perfectionism

� Performance Anxiety

More Limiting Self-Talk

� The Money Weakness

� Emotional Involvement

� Buy Cycle

� Overbearing Ego

� Head Trash

Who am I REALLY about to hire???

Voices Can Cost a Fortune!

40%Emotional Involvement

40%The Money Weakness

35%Need For Approval

50%Buy Cycle

Improvement if Overcome

Hidden

Weakness

Benefits of Using a Sales Recruiting Process

� Repeatable

� Measurable

� Scalable

� Manageable

� Improvable

� Proactive, Not Reactive

� Trainable

� Predictive

� Efficient

� Effective

More About Assessments…

� Sales and Sales Manager Diagnostics

� Existing Employees or Candidates

� The Executive Summary and The Management Overview---The ROADMAP to Upgrade Your Sales Team

� A HUGE opportunity for you to generate more profitable revenue

On Boarding

• Create a 90 Day Plan

• Demonstrate a Clear Path to Success

• Demand Execution of the Basics

• Communicate CLEARLY

• The Revenue Goal

• Specific Activities

• Reports

• Meetings & Schedules

• Preparations

• Communications

Keys to Effective Recruiting

� Recruit Regularly

� Recruit Often

� Recruit Effectively

– Develop a Gigantic Candidate Pool

– Question First, Educate Later

– Use an Objective, EEOC Process

– Make the Process BEHAVIORAL

– Remove Bias--Use an Effective Test

– Use a Proven On-Boarding Process

How do I Begin?

� Raise Your Expectations and COMMIT to having the Best Sales Force in Your Industry

� Adopt an Effective, Objective Sales Recruiting Process

� Use the UnCommon Sense Formula For Success to Upgrade Your Sales

� No need to re-invent the Wheel, so CHOOSE TO BE GREAT and START TODAY!!!

Lost opportunities cost big money-GET STARTED TODAY!

“I don’t know anything about music, but in my line you don’t have to.” Elvis Presley

“Great Organizations demand a high level of COMMITMENT by the people involved” Bill Gates

Continued Success!!!

Z3 Performance Development, Inc.

Austin, Texas

www.zthree.com