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Staffing to Fill Open Territories 1 of 2
Staffing to Fill Open Territories 1 of 2
Staffing to Fill Open Territories 1 of 2
Staffing to Fill Open Territories 1 of 2
Staffing to Fill Open Territories 1 of 2
Staffing to Fill Open Territories 1 of 2
Staffing to Fill Open Territories 1 of 2
Staffing to Fill Open Territories 1 of 2
Staffing to Fill Open Territories 1 of 2
Staffing to Fill Open Territories 1 of 2
Staffing to Fill Open Territories 1 of 2
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Staffing to Fill Open Territories 1 of 2

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This is the first of a 2 part SlideShare from the January SBI eBook "Staffing to Fill Open Territories in a Software Company". A link to download the eBook is on the last slide

This is the first of a 2 part SlideShare from the January SBI eBook "Staffing to Fill Open Territories in a Software Company". A link to download the eBook is on the last slide

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  • This slide deck gives some high-level information on how to set a Sales Strategy for 2012. Keywords include: Sales Strategy, Sales Force Effectiveness, Making the Number, Sales Targets, Sales Revenue, Sales Costs, Market Share, New Product Launch, Sales Readiness
  • Contact us if you would like to understand how you can leverage benchmarking best practices for talent management.Email - info@salesbenchmarkindex.comPhone - 1-888-556-7338Web: http://www.salesbenchmarkindex.com
  • Transcript

    1. Staffing to Fill Open Territories in aSoftware Company (Part 1 of 2)
    2. 2If your top sales rep resigned today, howlong would it take you to recover?
    3. 3What thoughtswould gothrough yourhead?
    4. 4Do we haveenough SalesTraining?Can I make mynumber withouthim?What kind ofSocial VirtualBench do Ihave to fill thisrole?Why did thishappen?Can we savehim?Should we savehim?
    5. 5Have you been nurturingcandidates and maintaining aVirtual Bench?
    6. 6Proper nurturing of your topcandidates ensures success. This is a core fundamental of a great Talent Management Program Most ‘A’ Players are hired through a referral and ‘dated’ thecompany for over 6 months before they were hired ‘A’ Players quit because of their boss Why not recruit the people who you want and start the relationshipoff correctly?
    7. 7So… what isa VirtualBench?
    8. 8In his book Topgrading for Sales, SBICEO, Greg Alexander defines a SocialVirtual Bench as:“Your talent prospect list is yourSocial Virtual Bench – virtualbecause you haven’t hiredanyone on the list. Social becauseyou are connected to them onLinkedIn, Twitter or Facebook.You will need a constant flow oftalented sales people comingyour way, since there will alwaysbe turnover…
    9. 9Attracting top candidates is tough.Treat this like a buying process.
    10. 10Here are the keys tocome to the rescue… Create a Social Virtual Bench – this actalone increases your chance of hitting yournumber over 5x Identify where each candidate is in their‘Buying’ process. Nurture them with theappropriate dialogue and content Use your Marketing Automation Tool – itnurtures your prospects… why can’t itnurture your candidates? Map out some specific nurture paths – thiswill allow you to work with the SocialVirtual Candidate ‘Buying’ Process
    11. 11Learn MoreContact us to hear the rest of the story...Email - info@salesbenchmarkindex.comPhone - 1-888-556-7338Web: www.salesbenchmarkindex.comEnjoy the SlideShare? Don’t miss the next one! Click to follow us on SlideShareSign up for our Sales Force Effectiveness blog by clicking hereTo get a copy of the eBook “Staffing to Fill Open Territories in a SoftwareCompany, click here

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