1. Intelligent Interviewing… A blueprint for hiring the right people Mark Schneider The AXIA Group 203-329-2274 www.theaxiagroupconsulting.com

2. 1. Make better and quicker hiring decisions, saving us time, money and frustration. 2. Develop a structured process that will enhance your ability to interview and subsequently hire the right sales person 4. Reduce turnover and the resulting “Interview, hire, train, leave” cycle. WORKSHOP OBJECTIVES

3. The Employment Management Association determined that the average time it took to fill an open position was 76 days at $89,148 average cost to an organization. The U.S. Department of Labor indicates that the cost of turnover is 30% of an employees salary! The Impact of Personnel Turnover!

4. THE IMPACT OF LOSING A SALES PERSON Cost Advertising for sales people(Internet, classified, other): $50 Travel & entertainment for recruiting: $1,200 Hiring Managers time (Hrs x $/hr) $5,000 Training Costs (trainer and sales manager) $10,000 Recruiter/agency fee (20%): $16,000 Lost Productivity Costs (others picking up responsibility): $1,000 Start up compensation/benefits (per month x #months): $20,000 Start up T & E costs of sales rep (auto, meals): $3,000 Lost gross profit $250,000 Materials (literature, books, sales kits) $250 Other…………………. $ _________ TOTAL: *Medical Device sales position vacant for three months $306,300

5. THE IMPACT OF LOSING A SALES PERSON Cost Advertising for sales people(Internet, classified, other): $50 Travel & entertainment for recruiting: $1,200 Hiring Managers time (Hrs x $/hr) $5,000 Training Costs (trainer and sales manager) $10,000 Recruiter/agency fee (20%): $16,000 Lost Productivity Costs (others picking up responsibility): $1,000 Start up compensation/benefits (per month x #months): $20,000 Start up T & E costs of sales rep (auto, meals): $3,000 Lost gross profit $250,000 Materials (literature, books, sales kits) $250 Other…………………. $ _________ TOTAL: *Medical Device sales position vacant for three months $306,300

6. THE IMPACT OF LOSING A SALES PERSON Assume the sales position is vacant for three months Cost Advertising for sales people(Internet, classified, other): Travel & entertainment for recruiting: Hiring Managers time (Hrs x $/hr) Training Costs (trainer or sales manager) Recruiter/agency fee (20%): Lost Productivity Costs (others picking up responsibility): Start up compensation/benefits (per month x #months): Start up T & E costs of sales rep (auto, meals): Lost sales revenue ( or gross profit) Materials (literature, books, sales kits) Other…………………. $ _________ TOTAL:

7. Name Organization and position Years of experience interviewing INTRODUCTIONS

9. Interview Preparation Position Criteria Values Vision “ Know where we are going”

10. Interview Preparation What have you accomplished? How did you do it? Interviewing Rule #1 Hire an individual with personal and professional values that align with your company

11. VALUES PROFESSIONAL SUCCESS LEADERSHIP LOYALTY TO PEOPLE/IDEALS SELL AGRESSIVELY CONSTANT IMPROVEMENT CUSTOMER FOCUSED SENSE OF FAIR PLAY INTEGRITY/HONESTY REACHING GOALS QUALITY INDIVIDUALITY URGENCY – DO IT NOW ACCEPT RESPONSIBILITY CONTINUOUS GROWTH EFFICIENT – WORK SMART TECHNICAL COMPETENCE CREDIBILITY/CONSULTATION RESULTS AT ALL COSTS RELATIONSHIP BUILDER RECOGNITION PREDICTABILITY BALANCE & PERSPECTIVE COURAGE RISK TAKER CAREER GROWTH FAMILY CREATIVITY COMMITMENT TO JOB WILLINGNESS TO LEARN EFFECTIVENESS - PRECISE ACHIEVEMENT OF GOALS OPEN – FULL DESCLOSURE PASSION FOR EXCELLENCE HAVE FUN & LAUGH WINNING TEAM PLAYER OTHER: OTHER: OTHER:

12. VALUES PROFESSIONAL SUCCESS LEADERSHIP LOYALTY TO PEOPLE/IDEALS SELL AGRESSIVELY CONSTANT IMPROVEMENT CUSTOMER FOCUSED SENSE OF FAIR PLAY INTEGRITY/HONESTY REACHING GOALS QUALITY INDIVIDUALITY URGENCY – DO IT NOW ACCEPT RESPONSIBILITY CONTINUOUS GROWTH EFFICIENT – WORK SMART TECHNICAL COMPETENCE CREDIBILITY/CONSULTATION RESULTS AT ALL COSTS RELATIONSHIP BUILDERS RECOGNITION PREDICTABILITY BALANCE & PERSPECTIVE COURAGE RISK TAKER CAREER GROWTH FAMILY CREATIVITY COMMITMENT TO JOB WILLINGNESS TO LEARN EFFECTIVENESS - PRECISE ACHIEVEMENT OF GOALS OPEN – FULL DESCLOSURE PASSION FOR EXCELLENCE HAVE FUN & LAUGH WINNING TEAM PLAYER OTHER: OTHER: OTHER:

13. VALUES PROFESSIONAL SUCCESS LEADERSHIP LOYALTY TO PEOPLE/IDEALS SELL AGRESSIVELY CONSTANT IMPROVEMENT CUSTOMER FOCUSED SENSE OF FAIR PLAY INTEGRITY/HONESTY REACHING GOALS QUALITY INDIVIDUALITY URGENCY – DO IT NOW ACCEPT RESPONSIBILITY CONTINUOUS GROWTH EFFICIENT – WORK SMART TECHNICAL COMPETENCE CREDIBILITY/CONSULTATION RESULTS AT ALL COSTS RELATIONSHIP BUILDERS RECOGNITION PREDICTABILITY BALANCE & PERSPECTIVE COURAGE RISK TAKER CAREER GROWTH FAMILY CREATIVITY COMMITMENT TO JOB WILLINGNESS TO LEARN EFFECTIVENESS - PRECISE ACHIEVEMENT OF GOALS OPEN – FULL DESCLOSURE PASSION FOR EXCELLENCE HAVE FUN & LAUGH WINNING TEAM PLAYER OTHER: OTHER: OTHER:

14. VALUES PROFESSIONAL SUCCESS LEADERSHIP LOYALTY TO PEOPLE/IDEALS SELL AGRESSIVELY** CONSTANT IMPROVEMENT CUSTOMER FOCUSED SENSE OF FAIR PLAY INTEGRITY/HONESTY REACHING GOALS** QUALITY INDIVIDUALITY URGENCY – DO IT NOW** ACCEPT RESPONSIBILITY CONTINUOUS GROWTH EFFICIENT – WORK SMART TECHNICAL COMPETENCE CREDIBILITY/CONSULTATION RESULTS AT ALL COSTS** RELATIONSHIP BUILDERS RECOGNITION PREDICTABILITY BALANCE & PERSPECTIVE COURAGE RISK TAKER CAREER GROWTH FAMILY CREATIVITY COMMITMENT TO JOB WILLINGNESS TO LEARN EFFECTIVENESS - PRECISE ACHIEVEMENT OF GOALS OPEN – FULL DESCLOSURE PASSION FOR EXCELLENCE HAVE FUN & LAUGH WINNING TEAM PLAYER

15. EXERCISE: CLARIFYING VALUES My Company’s Values: 1. ___________________________________ 2. ___________________________________ 3. ___________________________________ My Values: 1.____________________________________2.____________________________________3. ___________________________________ Interview Preparation

16. “ 2000 stores by the year 2000.” Howard Schultz, of Starbucks Coffee Company “I believe that this nation should commit itself to achieving the goal before this decade is out, of landing a man on the moon and returning him safely to the earth.” President Kennedy, May 25 th , 1961 Interview Preparation

17. Interview Preparation POSITION CRITERIA REQUIRED DESIRED

18. POSITION CRITERIA Interview Preparation REQUIRED DESIRED Capital Equipment Sales Sold for large company Knows the Operating Room Worked with distributors Success selling @ C-Level Knows endoscopy Computer & A/V Experience Compliments others on team Construction Experience Worked with Distributors Success bundling large deals Sold office products C-Level experience Five years experience College Degree No Relocation Documented success Familiar with the territory Sold to Doctors

19. POSITION CRITERIA REQUIRED VS. DESIRED Interview Preparation REQUIRED DESIRED Healthy Litter box trained Four Legs Good demeanor with kids Black & White Male Soft & cuddly Young & cute

20. Interview Preparation

21. THE PROCESS PREPARATION… SCREENING… Resume Review* Phone Screen * Poor performers do NOT have poor resume’s

22. The Screening Process ESTABLISH: VISION VALUES CRITERIA PHONE SCREEN INTERVIEW! RESUME REVIEW

23. The Screening Process ESTABLISH: VISION VALUES CRITERIA PHONE SCREEN INTERVIEW! RESUME REVIEW Interviewing Rule #2 Only hire a sales representative with a verifiable and documented track record of success.

24. The Screening Process RESUME YELLOW “CAUTION LIGHTS” Poor format, spelling Mistakes Success in narrow product areas Generic: Not tailored to position Are the “Required Criteria” met? No data to indicate selling success Be cautious with a functional resume Too busy & too many words “ Knowledge of, Assisted with, Exposure to” No College Graduation Date No “Award trips” or sales recognition listed No Months listed on job dates “ Perfect”, “Always”, “Every time” phrases No Benchmark to rest of sales force No vision or direction (i.e. multiple industries) Same position for too many years Lateral /lower moves in company Too many positions in too few years Other: Nebulous or general titles Other: Glaring over achievement Other: E-mail addresses (Value statements) Other:

26. The Information Cycle Why are you here? (Reason for wanting to interview) Where have you been? (Career history) What have you done? (Career accomplishments) How did you do it? (What are your skill sets and capabilities?) Who are you? (What are your Values) Where are you going? (Vision of your future)

27. THE PROCESS PREPARATION INTERVIEWING SCREENING

28. INTERVIEWING: The Information Cycle Why are you here? (Reason for wanting to interview) Where have you been? (Career history) What have you done? (Career accomplishments) How did you do it? (What are your skill sets and capabilities?) Who are you? (Values) Where are you going? (Vision of your future) “ PERSON” ASSESSMENT “ HISTORY” ASSESSMENT

29. The Information Cycle Why are you here? (Reason for wanting to interview) Where have you been? (Career history) What have you done? (Career accomplishments) How did you do it? (What are your skill sets and capabilities?) Who are you? (Values) Where are you going? (Vision of your future) “ PERSON” ASSESSMENT “ HISTORY” ASSESSMENT Interviewing Rule #3 Hire a candidate that wants “this job”, not “a job”.

30. The Information Cycle Why are you here? (Reason for wanting to interview) Where have you been? (Career history) What have you done? (Career accomplishments) How did you do it? (What are your skill sets and capabilities?) Who are you? (What are your Values) Where are you going? (Vision of your future)

31. The Information Cycle Why are you here? (Reason for wanting to interview) Where have you been? (Career history) What have you done? (Career accomplishments) How did you do it? (What are your skill sets and capabilities?) Who are you? (Values) Where are you going? (Vision of your future) “ PERSON” ASSESSMENT HISTORY ASSESSMENT “ The most important thing in communication is hearing what isn't said. “ Peter Drucker

32. The “Funnel” Questioning Model DEFINES THE REALITY NEBULOUS INFORMATION INTERVIEWER CANDIDATE 1 st QUESTION – GENERATES RESPONSE 2 ND QUESTION – CLARIFIES RESPONSE 3 RD QUESTION – CLARIFIES FURTHER 4 TH QUESTION – CLARIFIES FURTHER 5 TH QUESTION - CLARIFIES EVEN MORE! SPECIFIC FACTS GIVES US A PERCEPTION

33. WHAT HAVE YOU ACCOMPLISHED? The Information Cycle “ I Previously served in various project roles from site inspector to on-site Project Manager. Have extensive experience in the start up, operational and close out of large complex construction projects, which require extensive governmental approvals and the coordination and cooperation of various project stakeholders.” *Excerpt from the resume of a Construction Engineer

34. FUNNELING GETS US TO THE FACTS! The Information Cycle

35. The “Funnel” Questioning Model DEFINES THE REALITY GENERAL INFORMATION INTERVIEWER CANDIDATE 1 st QUESTION – GENERATES RESPONSE 2 ND QUESTION – CLARIFIES RESPONSE 3 RD QUESTION – CLARIFIES FURTHER 4 TH QUESTION – CLARIFIES FURTHER 5 TH QUESTION - CLARIFIES EVEN MORE! SPECIFIC FACTS – GETS US TO THE EVIDENCE THAT CAN BE VERIFIED! GIVES US A PERCEPTION

36. EXERCISE: INTERVIEWING The Information Cycle WHAT DO YOU LIKE ABOUT YOUR CURRENT JOB? WRITE ON 3 X 5 CARD INTERVIEWER: USE FUNNELING TECHNIQUE TO LEARN WHAT SKILLS AND VALUES YOUR PARTNER POSSESSES. START WITH THE QUESTION ABOVE.

37. EXERCISE: INTERVIEWING The Information Cycle RECALL ONE GREAT CAREER ACCOMPLISHMENT? WRITE ON 3 X 5 CARD INTERVIEWING EXERCISE: USE FUNNELING TECHNIQUE TO LEARN WHAT VALUES , SKILLS AND CAPABILTIES YOUR PARTNER POSSESSES.

38. THE PROCESS PREPARATION… INTERVIEWING… SCREENING… HIRING…

39. THE PROCESS PREPARATION… INTERVIEWING… SCREENING… Resume Review* Phone Screen HIRING… * Poor performers do NOT have poor resume’s

40. The Information Cycle Why are you here? (Reason for wanting to interview) Where have you been? (Career history) What have you done? (Career accomplishments) How did you do it? (What are your skill sets and capabilities?) Who are you? (Values) Where are you going? (Vision of where you want to be) “ PERSON” ASSESSMENT HISTORY ASSESSMENT SITUATIONAL QUESTIONS

48. The Information Cycle Why are you here? (Reason for wanting to interview) Where have you been? (Career history) What have you done? (Career accomplishments) How did you do it? (What are your skill sets and capabilities?) Who are you? (What are your Values) Where are you going? (Vision of your future) Interviewing Rule #4 Never hire anyone after just one interview

52. Intelligent Interviewing Oh, no, my dear. I - I'm a very good man. I'm just a very bad Wizard The Wizard in “The Wizard of OZ” Thank You!

53. The Information Cycle Pre-interview Preparation – Vision, Values, Position Requirements, Resume Review. Why are you here? Where have you been? What have you accomplished? How did you do it? Who are you? Where are you going? Post Hire Assessment – Assess pre-hire conclusions and post hire performance

54. QUESTIONS YOU HOPE THEY ASK: The Information Cycle ”… put more simply: Never imagine yourself not to be otherwise than what it might appear to others that what you were or might have been was not otherwise than what you had been would have appeared to them to be otherwise. The Duchess speaking to Alice in “Alice in Wonderland”

55. EXERCISE: HISTORY INTERVIEWING The Information Cycle WRITE YOUR CURRENT POSITION AND PREVIOUS POSITION ON A 3x5 CARD GIVE THE CARD TO YOUR PARTNER (INTERVIEWER) INTERVIEWER: USE THE FUNNELING MODEL TO LEARN WHY THE INTERVIEWEE TOOK THEIR CURRENT POSITION. STAY ON THIS ONE POINT.

56. EXERCISE: HISTORY INTERVIEWING The Information Cycle Previous Position STERIS Corporation: Director of Corporate Accounts Current Position Smith & Nephew Endoscopy: Group Director of Sales, Digital OR

57. EXERCISE #1 INTERVIEWING: The Information Cycle “ Successfully negotiated the Kaiser Permanente sole source Integrated OR agreement, resulting in the largest Integrated OR sale in the United States. The commitment is for the purchase of 150 Operating rooms over three-years with a value of $15 million.”