Greg's presentation at SS conference 2009

The Sales Market presents…

Getting the Hiring Getting the Hiring

Process RightProcess RightBy Greg Longstaff

www.salesmarket.co.nz

Did you know Einstein’s definition of insanity?

Albert Einstein said:

“The definition of insanity is doing the same thing over and over again and expecting a different result.”

The Sales Market The Sales Market

http://www.flickr.com/photos/24452818@N08/2678295802/


Getting the WRONG sales staff can

cost you a lot of money …

So, why settle for less?


A businessman I know adopted a rule that says …

If you don’t let them in, then you don’t have to throw them out!

The Sales Market


Reasons Why the Average Salesperson Doesn’t Get Business

• We’re too expensive.

• Our discounts weren’t enough.

• It wasn’t the right time, they said come back in ‘X’ weeks/months/next year. (….or how about never)!

• They don’t have the budget.

• We just missed out to another company.

• They already have a relationship with another company.

• Ra Ra Ra Ra Ra


Guess What?

Almost all of these are an excuse!


Seven Steps to Sales Recruitment, So You Don’t Recruit a Lame Dog!

http://www.flickr.com/photos/22891343@N07/2198069273/


Step 1 – Do You Need Industry Experience?

• Of course your industry is different. However sales are based on human psychology and relationships.

• They don’t need to have worked in your industry at all.


Getting a great salesperson means you seriously need to consider whether you’re

willing to train them!

• If you are not prepared to train them, then you’ll properly be prepared to accept (and expect) second best ...

• …….because truly good sales people expect you to invest in training them properly.


Step 2 – Advertise the Right Way

• Too many sales recruitment adverts are all about the job. Very little about the sort of person they want to recruit.

AREALLY

goodsalesperson

Step 2 – Advertise the Right Way Cont’d

Your advert needs to go into the best media to capture the type of sales

people you want.

www.ema.co.nz/the_new_way_to_recruit_staff.htm


• An initial $200 credit to get you started.

• For $249 +GST you can advertise on Seek, Trade ME & NZ Herald jobs online

Step 2 – Advertise the Right Way Cont’d


Step 6 – Decide Fast Slowly

• If you’re sure they’re the right fit, make an offer of employment subject to reference checks.


Step 7 – Hire Slow, Fire Fast

• Have regular reviews to monitor their performance.

• Remember if they don’t show signs of making it within their first 90 days, you can use the probation law to move them on.

• Don’t hold on to bad sales staff!


Once they are in place, make sure they understand …

• Your industry.

• What you are selling.

• Your key competitors.

• Your current customers.

• The marketing area.


If they don’t start bringing in sales, ask yourself the reasons why?


Remember keep training and developing them

• …..but what if I train them … and they LEAVE?

• ….. Well what if you DON’T train them … and they STAY!!

Now, let’s look at one of the best ways we can assist you with recruiting great sales staff …

Personality Profile Assessments

Personality Profile Assessments© Copyright 2005

Welcome to an Intro to the

McQuaig Word Survey

For The

Business Franchise Group


The McQuaig System

Personality Profile Assessments

Recruitment and selection


Why test ?


Why test at all …… Why take the time to do so ?

Understand the candidate, by peeling back the top layers, and digging deeper, and limiting the “halo” effect during interviews.

Look at the “team” fit - its like buying a house, seeing whether the furniture will fit ok.

Helps identify reference and interview questions.

Helps create benchmarks and role models for future recruitment.

Making a placement error is VERY costly and employee’s hard to remove once in a business.

It’s a powerful tool with uses beyond merely recruitment, such as staff development

Turnover costs


•advertising costs/recruitment agency fees

•candidate screening & interview costs

•testing materials

•reference checking

•training costs

•new employee productivity – learning curve costs

•employee benefit costs

The additional benefits


•improved efficiency

•higher morale

•better communication

•stronger teams

•increased quality

•less downtime

•lower costs

The Steps to Success


• define the position

• assess the individual

• manage the person

• develop their strengths

A Three Step process


The

McQuaig

SystemDEFINE

ASSESS

RETAIN

THE INSIGHT TO ASSESS AND MANAGE PEOPLE


Defining the job

Defining


Is an objective measure of theOwner’s view of the

temperamentrequired to perform a particular

Job

The McQuaig Job Survey®


Assessing the candidate

Assessing

3 best ways to improve predictability


•skills & abilities testing

•behavioural questioning

•personality profiling

Three levels of appraisal


•Appears To

•Can Do

•Will Do


ON PERFORMANCE IN THE JOB


Level 1Appears To

Level 2 Level 3

• Appearance, poise & dress

• Manners & expressiveness

• Interests & goals

(Halo effect sometimes)(Halo effect sometimes)

MINIMAL IMPACT




Level 1Appears To

Level 2Can Do

Level 3

• Appearance, poise & dress

• Manners & expressiveness

• Interests & goals

MINIMAL IMPACT

•Knowledge & skills

•Training & education

•Experience

GREATER IMPACT




Level 1Appears To

Level 2Can Do

Level 3Will Do

• Appearance, Poise & Dress

• Manners & Expressiveness

• Interests & Goals

MINIMAL IMPACT

•Knowledge & Skills

•Training & Education

•Experience

GREATER IMPACT

•Attitudes & beliefs•Internal motivation•Stability & persistence

•Maturity•Intelligence•Aptitudes•TEMPERAMENT

GREATEST IMPACT


Skills and Abilities Testing

The McQuaig Occupational Test®


The McQuaig Occupational Test® is an indication of an individual’s

mental agility


Behaviour based interviews

starts with

replacing future promiseswith

past facts & habits

Behaviour


• The more recent the behaviour, the more predictive it is of future performance.

However,• the more long-standing the behaviour, the

more deeply rooted it is.

Principals for exploring past actions


Personality Inventories

Temperament


The way we go about theexecution of a task, project, orin fact our whole life, if we are

left to our own devices.

It fashions the way we apply ourvalues, attitudes and beliefs,

but does not alter them significantly


is an objective measure of an individual’s

temperament

The McQuaig Word Survey®

Situational behaviour


Situational BehaviourThe temperament we

adopt to cope with the

demands of our

Current role or situation


What do the factors measure?

Graph Abbreviation Legend

Above the 42 line

Do = DominantSo = SociableRe = RelaxedCo = Compliant

Below the 42 lineAc = AcceptingAn = AnalyticalDr = DrivingIn = Independent 0

10

20

30

40

50

60

70

80

90Do So Re Co Do So Re Co Situational Real

42

Ac An Dr In Ac An Dr In

Filter out the time wasters


There are plenty of ‘square pegs’ in the marketplace looking for ‘round hole’ jobs.

Their chance of success in those positions is far lower than a candidate who fits.

Learn how to screen out

high risk candidates

Pick a winner!


There are lots of high potential staff out there waiting for an opportunity.

Giving the right people a chance can be exceptionally profitable.

Learn how to identify

potential stars

Summary

www.personalityprofileassessments.co.nz© Copyright 2005

1) Do You Need Industry Experience?

2) Advertise the Right Way

3) Get their Sales Spiel

4) Conduct a Psychological-Interview (McQuaig)

5) Perform a Sales Profile Test (McQuaig)

6) Decide Fast Slowly

7) Hire Slow, Fire Fast

Thank you.

Greg's presentation at SS conference 2009

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Transcript of Greg's presentation at SS conference 2009