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SalesHacker_MGP_3.15
The document discusses best practices for scaling sales teams through effective hiring. It emphasizes that hiring is crucial for growth and succession planning. A bad hire can be costly due to lost productivity, morale issues, and wasted training resources. The document outlines several potential hiring pitfalls to avoid, such as relying only on gut feelings, skimping on job descriptions, and failing to conduct reference and background checks. It recommends taking a comprehensive approach to hiring that involves developing detailed job descriptions, evaluating attitude and resilience over just experience, conducting practical interviews, considering team fit, and always pursuing diversity.
SalesHacker_MGP_3.15
- 1. Scaling Sales Development through HiringExcellence Morris G. Porter March 19, 2015 Sales Hacker Series, Boston www.linkedin.com/in/morrisporter/en
- 2. Why Talk about Hiring? — Hiring – an important part of scaling sales teams — Lifeblood of your team — Growth and succession — New blood — Sales teams cannot sell without new hires — Many lousy sales candidates — Only good at selling themselves Morris G. Porter Sales Hacker 3.19.2015
- 3. Why Talk about Hiring? — Cost of a bad hire? — U.S. Department of Labor – 30% of 1st year earnings — Morale challenges — Team — Candidate — Opportunity cost of training someone who leaves — Then doing it all over again! — Company’s reputation Morris G. Porter Sales Hacker 3.19.2015
- 4. Potential Hiring Pitfalls — Hiringonly by your “gut” or “just winging it” — Skimping on the job description — Using prior experience as the sole criteria for hiring — Failing to backchannel candidates — No practical component to interview — Not taking your current team into account — Hiring a “project” — Going it alone — Not shooting for diversity — Interviewing for expediency — Failing to consider succession Morris G. Porter Sales Hacker 3.19.2015
- 5. Comprehensive Job Description — Discoveryprocess is invaluable — Great insights — Quantitative goals — Qualitative expectations — “Persona” of the best possible hire — It’s worth auditing existing job description Morris G. Porter Sales Hacker 3.19.2015
- 6. Search for Attitude Intelligence& Resilience — Cannot be taught — Don’t look solely for “plug and play” experience — You want someone who will improve your team Morris G. Porter Sales Hacker 3.19.2015
- 7. References and Backchannel — It’sa LinkedIn world! — Leverage your network to vet candidates — Save heartache later — Your network will give you “straight scoop” — Avoid investing time in the “wrong” candidates Morris G. Porter Sales Hacker 3.19.2015
- 8. Take a Test-Drive — Includepractical exercises in your process — “Pressure test” good candidates — Shows candidate commitment — Gives proof of candidate capabilities — Avoid investing time in the “wrong” candidates — Mock sales call and 30/60/90 day presentation — Tests acumen — Provides writing sample — Tests skill in presentation — Shows comfort level with PPT Morris G. Porter Sales Hacker 3.19.2015
- 9. Look for Gapsin Your Current Team — Candidates can fill “gaps” — Sense of humor — Analytical approach — Writing skills — Specialized training — “Completing” your team = an evolving process Morris G. Porter Sales Hacker 3.19.2015
- 10. Don’t Hire a “Project” — Be sensitive to challenging habits of desirable candidates — i.e. candidate who is late or interrupts you — Annoying flaws only get worse later on — You cannot “change” people Morris G. Porter Sales Hacker 3.19.2015
- 11. Get Many Perspectives — Don’t“go it alone” — More eyeballs are helpful — Catch things you will miss — Value of multifaceted perspective — Shared accountability — Debrief team as soon as possible after interviews Morris G. Porter Sales Hacker 3.19.2015
- 12. Always Pursue Diversity — Avoidthe temptation to hire the same profile — Diverse teams are more capable and resilient — Diverse teams possess more skills, perspective — Monolithic teams struggle Morris G. Porter Sales Hacker 3.19.2015
- 13. Patience is a Virtue — Be patient — Strive to always hire A-players — You’ll know the right candidate — Better to miss a good candidate vs. hiring badly Morris G. Porter Sales Hacker 3.19.2015
- 14. Hire for Today…and forTomorrow — Today’s entry level hires will be tomorrow’s leaders — Take future scaling into account — Advancement shows your company is a great place Morris G. Porter Sales Hacker 3.19.2015
- 15. Questions? Thank you foryour time and attention Morris G. Porter Sales Hacker 3.19.2015