Welcome to where the magic happens. Every project, class, system and process I have ever implemented started with a blog post RIGHT HERE. So dig in, there is gold in these electrons.
Hi Folks. In my previous blog post, I was talking about holding yourself accountable as a leader. Well ‘lo and behold this article pops up in my email box this morning.
It is a great piece on the topic of accountability and the 5 areas where you must BE CLEAR for real accountability to truly exist. I will be continue digging into this topic as it relates to sales leadership and management as January progresses.
Here is an excerpt from the article and the link to the entire article is below.
Link to the rest of the article is right here
I spend my days helping organizations grow their sales an average of 42%. The longer I am in this field the more I realize NOTHING is more important than having the right people in place, especially in leadership. One of my favorite quotes on the subject comes from Alexander the Great: “I am not afraid of an army of lions led by a sheep; I am afraid of an army of sheep led by a lion.”
We can set processes in place and develop naive sales people into savvy business people but if the people at the top don’t get it we may as well go to the window and throw our money out of it.
This is a BIG area of concern for every sales leader out there in the coming year. I promise to do everything I can to help you keep your eyes on the prize and doing the things needed to be a success but in the end it comes down to you. Or as I like to say “you can either make sales or you can make excuses but you can’t do both.”
Couple questions to ask yourself:
Below is the text from a one page reminder Click Here for the PDF version of this http://www.slideshare.net/JohnKolencik/are-holding-yourself-accountable-as-a-leader
“As leaders, we enjoy the responsibility of helping our people develop in a way that encourages them to hold themselves accountable for their attitudes, their work, and their results.
We need to be as disciplined, resourceful, and resilient in our efforts as we ask our people to be in theirs.
Relentless leadership is embracing the fact that the need for reinforcement never ends and uncomfortable conversations are a necessity. This is how something special is created.”
Click Here for the PDF version of this http://www.slideshare.net/JohnKolencik/are-holding-yourself-accountable-as-a-leader
All right now, you have put you candidates through the prescribed series of interviews, tests and simulations. You are down to the candidate you want to hire so now what?
Sales simulations are a KEY tool in discovering the actual skill level of any potential sales hires. Think about it, what tells you more about a person besides how they actually react in a particular situation? And the beauty of the sales simulation is that you can construct it EXACTLY to the experiences you have everyday.
There are a 1o steps that must be adhered to so the simulation will yield the results and information you need to help in your hiring selection. I will detail 9 of them today and the 10th will be in my next post.
That’s it for today. If you have any questions or need any help constructing/conducting a Sales Simulation give me a call at 216-347-6729. Make sure to check back for my next post where I detail out Number 11; How to conduct an effective Critique Session. And believe you me if you thought the Simulation was an eye-opener just wait to see what you will learn by critiquing your candidate’s performance.
“Nothing splendid has ever been achieved except by those who dared believe that something inside themselves was superior to circumstance” Bruce Barton
First let me introduce you to Gauge, he is a member of the BPL: The Best Practice League. His specialty is the hiring and assessment process and he helps us to remember just how important it is to not only ask the right questions but to ask them the right way.
Okay, I promised you the questions to use for a first interview. So below is the link to the document with the questions. But before we get to them, let’s talk about “HOW” to conduct a first in-person interview.
Remember this is an interview not a date. Don’t get swept up in the style of the moment. You are looking for answers that contain facts and figures. The best salespeople know how to make a compelling point . They know how to paint a picture evoking emotion with their words. They also know how to give specifics, facts and details. The less specific an answer is the quicker your @#$%^ detector should be going off.
Make sure you are very clear upfront about what you want from them. You want this to be conversational but you are looking for answers to these questions. If they don’t get to the point don’t let them off the hook. Keep after them a maximum of 3 times on any one question. If they have not answered the question to your satisfaction after 3 tries move on but make sure to notate the miss.
Finally, ALWAYS record your interviews. This kills 3 birds with the proverbial 1 stone. 1) you don’t have to trust your memory or your notes 2) upon reflection you may hear something for better or worse that you missed on the first pass 3) legal protection. Remember, you do have to tell them they will be recorded.
Please feel free to give me a call 216 347 6729 and we can talk through any questions you may have and in the meantime make sure you go to my websites by clicking in the links to the right.
Make sure to check back for the next post when we discuss how to conduct a Sales Simulation and conduct a Critique Session that will give you more insight into a sales hire than you ever thought possible.
Here are your 1st Interview Questions…
It always amazes me to find out how FEW sales managers actually check references. I’m all for trust, but can you really believe everything an interviewee is telling you? What really scares me is that I think it is more about being lazy/busy than trust. I heard a great line the other day, “We never have enough time to do it right, but we always have enough time to go back and fix it.” Let’s start doing it right the first time and eliminating unqualified candidates from ever darkening your office door again.
After completing the phone screen and prior to scheduling the 1st in-person interview, let the applicant know you need their references and that they will be checked before the first interview.
Yes, I said checking references should be done BEFORE the 1st in-person interview. Why you ask… Do you want to waste your time in an interview with somebody who doesn’t have good references? I thought so… Also this has 2 additional benefits 1) It scares away anyone who doesn’t have good references and is either going to manufacture them when needed or hope you forget to ask and check. 2) It also tests the preparation of the applicant — letting you know just how proactive this person is. Either benefit really pays for itself in time investment ten fold in return.
Making the Calls: There is a definitive art to making reference calls. Most people will only give you perfunctory information out of fear of getting sued. Your job is to relax the person you are talking to and make it a conversation, not an interrogation. People like to give their advice so if you ask questions that put them in the role of advisor and not former employer we are more likely to gather the info we need.
Questions You Should Be Asking In No Particular Order (Remember Conversation Not Interrogation)
You’ll rarely get all of the details about a candidate. So before you make the reference call try this tactic. Call their direct line whenever you are sure they won’t be there and leave this message: “____ is applying for a sales position at out firm. Your name has been given to me as a reference. Please call me back if this person was outstanding.” If they do not call back, follow up with an actual reference call during regular hours and ask if they got the message and if there was a reason they did not call you back.
Remember to either record or take detailed notes about the call. You may get a sterling recommendation, but that is not the overall goal of the call. You are determining if this person will be a Sales Superstar. Test what the reference said about the candidate. Incorporate specific questions and simulations, based on a references answers, into your interview process.
You never know what might be the one factoid that trips up a phony. One detail that saves you and your company thousands of dollars, hundreds of manhours and lost customers just because somebody “interviewed well” and you didn’t have time to check their references.
Okay on to the first interview. The next post we will be discussing the setup and how to incorporate what you have learned so far into the questions that are needed to assure you of hiring of a Sales Superstar!
“What we must decide is how we are valuable rather
Welcome to Part 2! Today we talk about the specific steps in the hiring system…
Each step of the system must have standardized sets of questions, testing etc. so that all candidates go through the exact same experience (I will be discussing this more and showing examples in future posts). This allows you to compare candidates “apples to apples”. One of the biggest errors made in hiring is when 2 different potentials are interviewed by the same person yet are asked different questions. How can an accurate comparison be made? Standardized questions, testing and simulations also reduces if not eliminates any random “gut feeling” responses from interviewers and helps to focus on objective facts. You don’t want to remove your “gut instinct” from the process, just minimize using it with potentials who are close and comparable in skill based on your system.
Below is my proprietary 10 step system Hire-Right
1) Telephone Screen
2) Reference Checking
3) In-Person Interview
4) Industry specific testing
5) Sales Situation Simulations with Critique
6) Position Experience Day
7) 2nd In-Person Interview
8) Development Retention Class
9) Group Interview
10) Offer Meeting
There are, of course, different levels of intricacy/detail for each step and I will be explaining in more detail in future posts.
Remember salespeople are trained to make people like them. Plus, C-Potentials know if they obfuscate the facts long enough they can sneak by virtually any short term situation. Just long enough as it turns out to get a job at a company without a formal hiring system or enough steps in their system that will weed them out.
I know what you are thinking “Jeez John do we really need to put them through all these steps?” Categorically the answer is YES! Why do you want it to be easy for someone to get a job at your company? People quickly discard what is easily achieved, but something that is hard fought and won they will value greatly. Plus, the system tells them something about you. It tells them that you just don’t hire anybody and if they make it they are one of the elite, the best of the best.
The better question to ask yourself is what happens if you hire somebody who you think is a A-Player and they turn out to be a bust? How much money will you lose in your time and resources, your staff’s time training and coaching and how much will they cost you with customers? Can you live with those unknowns? Plus, when someone makes it through this system aside from the basics, you’ll learn the intangible things about them, things like…
1) Do they want this job enough to really work for it?
2) Can they do this job?
3) Can they handle the adversity that they are sure to experience at this job?
All key answers you need to know BEFORE making them an offer!
Also just like selling, hiring is as much as a disqualification process as a qualification on both sides of the equation. It is vitally important to not waste time on borderline recruits, or as I call them C-Potentials, this process takes long enough as is. You don’t want to waste your time with ‘average’ candidates, besides is sales the profession where you want to hire an average candidate?
Tune in tomorrow, 4/03/08, we’ll be going into the detail I have been promising and really start fleshing out your new hiring system.