erickson school presentation recrutiment 09 07

Sourcing, Hiring & Retaining Sales Talent for Results

Presented By:

Tera Gordon, Sales Director

The 6 Step Sales Approach

1. Create & Implement a Talent Data Base

2. Source Leads

3. Qualify Leads

4. Interview Leads

5. Hire Leads/Pull it All Together

6. Retain Sales Talent

Step 1: Create and Implement a Database

Model Database after a Sales Database

Leads by priorityFollow up scheduled by priority (call-outs, interviews)

Professionals by prioritySales calls by priority (call-outs, sales calls)

Create the Recruitment Activity/Conversion StandardsHow many call-outs, sales calls, interviews to hire

Measure the ResultsTrack results and set goals

Step 2: Source Leads

The Best Sources in Order of Results

1. Associate Referrals

2. Professional Referrals (not necessarily other recruiters)

3. Advertising (best for quantity development)

Step 3: Qualifying Leads

1. The Qualifiers

2. The Tools

3. The Predictive Index as a Behavior Based Tool

1. The Qualifiers

Sales Talent Qualifiers Candidates skill, experience and desire as

aligned with those of the business Candidates Salary Requirement Candidates Time Frame/Urgency Candidates Decision Making Process Candidates Fit within the Team/Company

2. Tools to Use

Résumés References (formal and informal) Pre-interview Questionnaire Sales Action Plan Quiz Predictive Index Interview

Sales Talent Measuring Tool

3. Predictive Index

Purpose: Identify factual sales behavior

directly linked to results in order to: Hire Right Train and Coach talent based on style Create balance within teams Manage growth by identifying future

leaders

Predictive Index Basic Behavior Trends

Basic Factor (Hi or Low)A=Dominance or DriveB=Extroversion/Social NatureC=PatienceD=Conformity to detailM=Stamina, decision-making, moralE=Subjective or objective thinker

Typical Sales PI Patterns

Typical Executive Director PI Patterns

Typical Resident Care Director PI Patterns

Pre-interview Questionnaire

Purpose: Prepares interviewer by matching

written words to verbal presentation, qualifying

the lead up front, and matching skill and

knowledge to the résumés. Measures what the

PI does not. Skills & Knowledge Interests Literacy/Language Skill

Sample Pre-interview Questionnaire

Sales Action Plan Quiz

Purpose: identifies that the candidateunderstands what and how to sell, level ofprofessionalism, and presentation,computer and written skills.

Intelligence Application of Skill & Knowledge Reinforces experience and professionalism

or not!

Sample Sales Action Plan Quiz-Situation

Sample Sales Action Plan Quiz-SMART Goal Template

Interview, interview, interview…

Purpose: A three tier interview process to help

identify a persons consistency and reliability

and sincerity in presenting their value add to the

business. ( The Blue File) Pre-screening interview with Recruiter Initial interview with the Executive Director & Sales

Director Final interview with the Vice President of Sales

and/or a Vice President of Operations

Step 5: Hiring and Pulling it all Together

Purpose; bring closure to the process for

the candidate and all parties involved Hire-send to Human Resources for the

offer letter etc… Thank but no thanks verbal or written Add to the Wait List by Region Forward to another job or community fit

Step 6: Retaining Sales Talent (Sales Management)

Sales Management

1. Set Clear Expectations

2. Consistent Candid Feedback

3. Hold Sales Professionals Accountable