Are you desperately seeking highly qualified, competent sales people? In today’s world, recruiting world class talent is a big challenge. The investment made in hiring and onboarding is significant. How can you maximize the return on that investment each time you extend an offer and bring a professional onto your sales team?

1. Presented by:
Rocky LaGrone, Director of Sales
Objective Management Group
Julie Thomas, President & CEO
ValueSelling Associates
HIRE SALES
SUPERSTARS
HOW TO

2. AGENDA
• Current state of recruiting top talent
• Flaws in the existing process
• 3 best practices that yield results
• Q&A

3. © Copyright 2017 Objective Management Group, Inc.
SOME STATISTICS
of all hiring
decisions are
made from the
interview
Accuracy with
traditional
interviewing
people have
secured a job by
lying on their
resumes
90% 14% >30M

4. © Copyright 2017 Objective Management Group, Inc.
MORE FACTS
Hiring the right salespeople is the first step
in developing an effective and dynamic
sales force. Therefore, you must have a
comprehensive recruiting process that will
allow you to seek out top performers.

5. © Copyright 2017 Objective Management Group, Inc.
CAN SELL VS. WILL SELL
A: Can Sell - Will Sell
Michael Jordan
B: Can Sell - Won’t Sell
Sales Imposters
C: Cannot Sell - Will Sell
“Rudy” Rutger (The Movie)
D: Cannot Sell - Won’t Sell
A B
C D
Can Sell
Will Sell
Can Sell
Won’t Sell
Cannot Sell
Will Sell
Cannot Sell
Won’t Sell

6. © Copyright 2017 Objective Management Group, Inc.
EVALUATIONS, TESTS AND ASSESSMENTS
1. Psychological / personality
2. Behavioral
3. Aptitude
All are misleading for execution.
Must draw conclusions from lack of evidence.

7. © Copyright 2017 Objective Management Group, Inc.
TRADITIONAL
4 STEP PROCESS
01 Advertise
02 Collect resumes
03 Interview – Make an offer
04 Hope and pray

8. © Copyright 2017 Objective Management Group, Inc.
WHY ARE SALES HIRING
RESULTS SO POOR?
The traditional hiring
process doesn’t work in
SALES

9. © Copyright 2017 Objective Management Group, Inc.
PROBLEM
STEP ONE
Advertise Your Sales Position
Most ads are boring and describe
the position, and the company.

10. © Copyright 2017 Objective Management Group, Inc.
STEP ONE
Advertise Your Sales Position

11. © Copyright 2017 Objective Management Group, Inc.
PROBLEM
STEP TWO
Read Stacks of Resumes
Resumes are candidate brochures.

12. © Copyright 2017 Objective Management Group, Inc.
PROBLEM
STEP THREE
Interview and Sell the Offer
Sales people are better at
interviewing than you are.

13. © Copyright 2017 Objective Management Group, Inc.
STEP FOUR
Hope and Pray
The traditional hiring
process is broken!
PROBLEM

14. © Copyright 2017 Objective Management Group, Inc.
SO WHATS THE ANSWER?
Identify Attract HireInterview
Change the way you

15. © Copyright 2017 Objective Management Group, Inc.
SALES
SUPERSTARS
HOW TO HIRE

16. © Copyright 2017 Objective Management Group, Inc.
HIRE STRONGER SALES PEOPLE
That Will Sell
01 Identify flaws
02 Identify your Sales DNA
03 Attract the right talent
04 Source using top sites
05 Use automation
06 Assess candidates
07 More automation
08 Phone qualification
09 1st interview
10 Final interview
11 Offer
12 1st 90 days – ramp up
13 Success conditioning

17. © Copyright 2017 Objective Management Group, Inc.
IDENTIFY

18. © Copyright 2017 Objective Management Group, Inc.
IDENTIFYING YOUR IDEAL CANDIDATE
Although some or all of these criteria may
appear very obvious, most companies
seldom take the time to properly identify
the ideal sales candidate.
This step is extremely important.

19. © Copyright 2017 Objective Management Group, Inc.
What is the genetic
make-up of the ideal
perfect salesperson?
IDENTIFYING YOUR IDEAL CANDIDATE

20. © Copyright 2017 Objective Management Group, Inc.
THE PERFECT SALESPERSON
The perfect score – 170
You are self-directed. You prospect new business like a machine. When you prospect, you
get introductions to Chief Executives because you always call at the top. You effortlessly
glide past gatekeepers, electronic and human. You set strong appointments with Chief
Executives and Business Owners who look forward to your visit. When you arrive, you
gently take control of the interview.
You are so skilled at deep bonding, your personal presence seduces your prospect to open
up and tell you their deepest, darkest secrets. You ask compelling, potent, hard hitting
questions which rock your prospect’s world. Your listening skills are so honed you are able
to deeply understand what your prospects want, and how to give it to them. Your selling
skills are perfect. You’re able to close in one call. You get your price, at your terms and
conditions. And the customer is delighted to do so. So much, in fact, each
of your clients sets up referral appointments with five fellow CEOs.
You regularly face and overcome adversity of all magnitudes. Setbacks are short-lived and
have no negative impact on you. You take accountability for and take necessary action to
create improvement in your life. People are drawn to your natural resilience and optimism.
01
02
03

21. © Copyright 2017 Objective Management Group, Inc.
• Goals
• Goals Plan
• Tracking System
• Forecasting Accuracy
• Prospecting Discipline
BEHAVIOUR
THE DNA OF A SALES SUPERSTAR
Base – The Sales Quotient
• Focus &
Follow-Up
• Paperwork
• Work Ethic
• Time & Workspace
Management
ATTITUDES
• Desire/Passion
• Commitment
• Accountability/No Excuses
• Outlook/Self-Esteem
• No Money Weaknesses
• Supportive Buy-Cycle
(Decisiveness Index)
• Controls Emotional
Involvement (Triggers)
• No Need for Approval/Bravery
• Supportive Beliefs
• High Adversity Quotient
• Killer Instinct
• Asking Potent Questions
• Effective Listening Skills
• Early Bonding &
Rapport/Relationship Building
• Creates & Cultivates Referral
Relationships
SKILLS
• Reaches Decision Makers
• Learns Why Prospects Buy
• Get Commitments/Decisions
• Uncovers Actual Budgets
• Qualifies Proposals/Quotes
ENVIRONMENT
(FIT)• Experience
• Competition
• Pricing
• Hunting vs. Farming
• Appearance
• Management Style Match
• Sales Cycle (Length)
• Closing
• DISC Compatibility
• Cultural/Values Match
• Customer Development
Model
• Method of Compensation
• Product Knowledge

22. © Copyright 2017 Objective Management Group, Inc.
ATTRACT

23. © Copyright 2017 Objective Management Group, Inc.
THE SEARCH
Writing the Ad to Attract Your Ideal Candidates
Component Description
Heading Description to get the candidate’s
attention.
Include the e-mail to begin automation
The candidate must have
previously earned at least this
much money.
Your candidate must have these
skills and experiences.
Your candidate must have these
skills and experiences.
Must Have
Should Have
Income Requirements
Instructions

24. © Copyright 2017 Objective Management Group, Inc.
QUALIFY

25. © Copyright 2017 Objective Management Group, Inc.
HIRED & SUCCESSFUL

26. © Copyright 2017 Objective Management Group, Inc.
THE SALES QUOTIENT
Below 85
90
100
110
120
130
145
150
165
170
140
Majority of sales
people fall here
Average
Perfect
Superstar
Above Average
Below Average
Strong
Weak

27. © Copyright 2017 Objective Management Group, Inc.
HIRE

28. © Copyright 2017 Objective Management Group, Inc.
SUCCESS CONDITIONING
We are in the business of helping sales teams
optimize how they engage, qualify, advance and
close opportunities with their prospects and clients. ENGAG
E
QUALIFY
ADVANCE
CLOS
E
Skills
Tools
Integration to existing management
processes and tools
Common language and framework

29. © Copyright 2017 Objective Management Group, Inc.
© 2017 ValueSelling Associates, Inc. All rights reserved.

30. © Copyright 2017 Objective Management Group, Inc.
AT THE END OF TODAY’S WEBINAR
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© 2017 ValueSelling Associates, Inc. All rights reserved.

31. © Copyright 2017 Objective Management Group, Inc.
SAVE THE DATE!
Our next webinar will be:
Boost Business Acumen
& Build Your Credibility
Tuesday, May 16 | 10:00AM PDT

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33. © Copyright 2017 Objective Management Group, Inc.
THANK YOU
Rocky LaGrone | Director of Sales
Rocky@objectivemanagement.com
Julie Thomas | President & CEO
Julie@valueselling.com