erickson school presentation recrutiment 09 07
DESCRIPTION
Sales Recruitment presentationTRANSCRIPT
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Sourcing, Hiring & Retaining Sales Talent for Results
Presented By:
Tera Gordon, Sales Director
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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
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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
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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)
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Step 3: Qualifying Leads
1. The Qualifiers
2. The Tools
3. The Predictive Index as a Behavior Based Tool
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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
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2. Tools to Use
Résumés References (formal and informal) Pre-interview Questionnaire Sales Action Plan Quiz Predictive Index Interview
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Sales Talent Measuring Tool
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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
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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
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Typical Sales PI Patterns
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Typical Executive Director PI Patterns
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Typical Resident Care Director PI Patterns
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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
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Sample Pre-interview Questionnaire
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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!
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Sample Sales Action Plan Quiz-Situation
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Sample Sales Action Plan Quiz-SMART Goal Template
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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
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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
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Step 6: Retaining Sales Talent (Sales Management)
Sales Management
1. Set Clear Expectations
2. Consistent Candid Feedback
3. Hold Sales Professionals Accountable