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Tips for Hiring The Right Sales Pro

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There a number of critical elements for recruiting and selecting a sales person to impact the likelihood of success on the job. This presentation enlists these elements. Armed with these key …

There a number of critical elements for recruiting and selecting a sales person to impact the likelihood of success on the job. This presentation enlists these elements. Armed with these key elements, you’ll increase your hiring accuracy, reduce your turnover, and enjoy the outcome of a producing sales rep!

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  • That completes our review of fourth quarter and full year 2006 results I would now like to turn your attention to our Investor Day presentations…..
  • Transcript

    • 1. Tips for Hiring The Right Sales Pro Nancy Martini President & CEO PI Worldwide
    • 2. Roadmap
      • 1. Critical Elements
      • 2. Role Analysis
      • 3. Candidate Assessment
      • 4. Determination Of Job Fit
      • 5. Conclusion
    • 3. Critical Elements
      • How Can You Measure, Manage And Take Control Of Your Organization’s Sales Performance?
      • Are You Ready To Take Your Sales To The Next Level?
      • To Do So You Must Understand The Critical Elements For Recruiting And Selecting A Sales Person
      • These Elements Impact The Likelihood Of Success On The Job
    • 4.
      • Prior To Recruiting, Take The Extra Step To Sit Back And Analyze The Role Thoroughly
      • Well Beyond A Job Description, A Robust Job Analysis Tool Can Help You Look At The Behavioral Requirements Of A Specific Position
      • Understand The Specific Behaviors That Lead To Optimal Job Performance
      Role Analysis
    • 5.
      • Identify The Key Behavioral Elements That Drive Success In The Particular Role
      • Find That Critical Match Between The Requirements Of The Job And A Person’s Ability To Do The Job
      • Armed With The Right Analysis, You Now Have A Solid “Target” To Aim Your Recruiting Efforts
      Role Analysis
    • 6.
      • Once You Have A Stream Of Candidates, Screen Them With A Defined Hiring Process
      • The Typical Process
        • Collecting Resumes
        • Rank Ordering Based On Interest
        • Conducting A Telephone Screen
      • If They Pass The First Few Gates, Go Ahead And Administer A Behavioral Assessment
      Candidate Assessment
    • 7.
      • A Behavioral Assessment Helps Managers Identify The Motivations And Drives Of People
      • Along With Other Key Criteria Such As Education, Experience And Background, Behavioral Assessment Data Provides A Scientific Element To The Mix
      • The Complete Picture Gives You An Accurate View To Select Which Candidates You Want To Interview
      Candidate Assessment
    • 8.
      • Once You Have Your Final Group Identified, Conduct A Fit/Gap Analysis Between The Role And The Candidates
      • Use A Validated And Reliable Behavioral Assessment To Leverage The Power Of Science To Predict The Success Of Your Future Sales Reps
      • Through Tools Like Predictive Index®, Sales Leadership Can Identify The Natural Motivations Of Sales Professionals—Different, Of Course, For Each Individual
      Determination Of Job Fit
    • 9.
      • Make A Fact-Based Informed Decision To Find The Best Sales Rep For Your Role
      • Conduct Interviews That Help Confirm The “Fits”
      • Conduct Interviews That Help Give You Evidence That The Candidate Can Bridge Their “Gaps”
      • Use A Tool That Gives Accurate Quantification Of Their Selling Skills At An Individual As Well As Team Level
      Determination Of Job Fit
    • 10.
      • Armed With These Key Elements, You’ll Increase Your Hiring Accuracy, Reduce Your Turnover, And Enjoy The Outcome Of A Producing Sales Rep!
      • Identify Strong Job Fits And Make Better Talent Decisions
      •  
      • http://bit.ly/ScientificTool
      •  
      Conclusion
    • 11.
      • Thank you!
      • Questions? [email_address] | @piworldwide
      • http://www.linkedin.com/in/piworldwide
      • More Information: http://www.piworldwide.com

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