This is Shawn Bradford with Breathe & Work and Breathe & Sell,
back to give you another mindful selling tip to move
your business forward and grow your
company. So today's episode is all about
hiring the right salespeople. So this
video is for my sales managers. I already
know your pain, you go through sales
people and i'm going to give you some
interview tips so that you can really
get the best sales people out there and
put them through a pretty strenuous
interview process. Now I have Rachel here
with me today, she is with Breathe & Work,
she does all of our yoga for our corporate
companies that really know that learning
to relax, learning to center is going to
make more focus, more productive and
engaging more sales; and she also does
most of our social media. She's amazing.
So she is going to act today as my
sales person that I'm interviewing. Now
let's start with the tips and I've
created for you can click below a little
checklist, anytime you are going through
and looking for new salespeople use this
checklist. It is going to really help you
bring in top-notch talent. Now before Rachel
even made it to my interview seat,
here's the things that I did number one,
I looked over her resume
she gave me a beautiful resume. Maybe
she'd drop it off she called me which is
going to stand out right away.
Ok so in my experience of hiring
salespeople some of them did that and
you better believe they got hired for that
initiative. So rachel has given me her
resume and I look at that resume and
I looked at some longevity. So if you see a
salesperson that every single year is at a new
company, I wouldn't even called them for an
interview. Because they're not taking the
time to really put the effort into
building and developing clients so I
want to make sure she's been in several
companies for at least three years; or
maybe hiring her right out of college.
That's fine as well, you can really train
somebody that doesn't have any bad
habits. So number one is either fresh out of
college or they had longevity with
companies, proven results. Before she
makes it to this chair as well, I have
called all past employers. I called her
references, now I'm going to make my way
to the compute. I'm going to do a google
search on Rachel, I'm going to check
out her Instagram, her Facebook. I'm going
to check out her LinkedIn. Most
importantly, and Rachel's here because
she had at least two or more customer
testimonials on Linkedin and I've called
those and they raved about Rachel as a
salesperson. If you have a sales person
that's not on LinkedIn or they are
without any client recommendations that
doesn't make sense.
They're not getting in here for an
interview. Alright so Rachel has passed
that resume test, the social media test,
and the LinkedIn test, and will call every
single reference of hers that I could,
and all of those have checked out with
flying colors. She's made her way to the
chair. So now we're in a phase to the
interview, now it's up to you want to do,
a two-part interview. I always, always had
two different people,
me being one and the owner of the
company that I used to work for, be the
second person interview. Okay,
and in this interview process i'm going
to ask Rachel a lot of open-ended
questions, such as why she likes sales, and
I am just going to shut my mouth and let
Rachel talk. We all know that as soon as
we can get somebody talking you know this
with clients, you want your clients to talk. You find out so
much about that and i'm going to take
notes.
I might have a quiz at the salespeople
quizzes to give them case studies and
scenarios, so one example I might say
Rachel if you have a client that you
know is interested in your product you
can't put them back on the phone,
what would you do? I'm going to give her
situations like this and i'm going to
say, hey towards the end of the
month you haven't made your quota, what do
you do? So i'm going to give her case
scenarios for interview questions, okay?
Really important give her real-life case
scenarios that she's going to be dealing
with in your company, ask her those
questions. So she interviews with me and
then she interviews with the owner or
another person on management in your
company,
we're not done yet. She just passed all
of this, now I let her know we have a
background check,
it's important especially for outside
sales. They're driving you need a
background check. Number three of the
phase, after the background check, is
they're going to do a field day with one
of your salespeople. This should be your
sales manager or just a really long term
sales person that you really trust and
here's what's going to happen. We're
going to make sure one, Rachel's fine
being in the field, and then the biggest
thing is when you're in the field
together there's a lot of time in the
car between appointments. You're going to ask
Rachel questions and just get her
talking. They're gonna find out so much
about this person, I know that sounds
like a lot of work and a lot of effort,
but think how much money it costs you
when you are constantly, constantly going
through sales people.
Okay, so let me review those three steps
again:
first we're going to look at the resume.
We're going to make sure that she hasn't
jumped around,
ok, we want to see longevity with
companies. Phase number two are going to
check her out on social media, make sure
LinkedIn has testimonials,
recommendations, make sure Facebook,
Instagram all checks out, that's all part
of that first phase before we see her.
Okay, now we see her she's going to go
through one or two interview questions,
but she has to sell yourself to me of
why she wants his position, not vice
versa.
I've seen so many managers that sell the
company
to the sales person. That sales person is
not going to want to work for you if you're
selling it to them, they need to sell it
to you. See her sales skills right there,
okay?
Phase three is have her go out in the
field with your sales manager, with you
or with one of your top sales people and
just see how she does and really ask if
it's another salesperson, for them to ask
questions and have them give you
feedback. If all three of those phases
check out, congratulations you have found
yourself in an amazing salesperson! Now
invest in them, train with them, and watch
your sales increase. If you liked this
tip please subscribe below, share, comment
and like it. Would love to know your best
practices for hiring salespeople as well.
And we'll see you here next time Breathe
and Work, Breathe and Sell, for another tip
to mindfully grow your business and
attract more clients.
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