The document provides guidance on developing a best practice recruiting system to find and hire the best sales team members. It discusses looking for specific attitudes, motivations, personality traits, and character qualities that indicate someone will be successful in sales. The recruiting process involves searching methods, screening candidates using tools like a sales profile assessment, interviewing, checking references, and using score sheets to identify the top candidates. It stresses the importance of always recruiting to have a pipeline of candidates for when positions open up due to turnover. The key to recruiting is building a referral network of current customers, team members, professional contacts, and community groups to generate a continuous flow of quality resumes.
Pursuing the Elusive High Performance TeamBen Thorp
We all remember being on "that team." The team that banded together through tight deadlines to deliver great products. The team that was a safe place for professional conflict. The team that went to lunch and happy hour together. The team that felt more like a family. Now, 20 years after Scrum was first introduced, why are these teams still so scarce? Can we intentionally reproduce those outcomes? This presentation will fill some of the (intentional) gaps left in Scrum by its creators by exploring the leading research on high performance teams.
Workplace Bullying & Harassment Ultimate Training ResourceCarole Spiers
Do you need to deliver a Workplace Bullying & Harassment training course but have no time to prepare?
Then look no further, as here is your 1-stop training resource, including workbook and powerpoint presentation.
Written by Carole Spiers, Leading Authority on Work Stress and Author of Show Stress Who’s Boss!, this ultimate workplace bullying and harassment training resource is for trainers, HR professional and Managers.
This authoritative training resource is for your adaption and use today!
Download immediately: http://bit.ly/TEP0UH
Learning experiences happen all around us. Are you directing them? Or are you allowing them to happen on their own? This guide explores six steps you can use to successfully create a transformative culture of learning at your organization.
Learn more: http://www.lynda.com/Education-Elearning-training-tutorials/1792-0.html
Pursuing the Elusive High Performance TeamBen Thorp
We all remember being on "that team." The team that banded together through tight deadlines to deliver great products. The team that was a safe place for professional conflict. The team that went to lunch and happy hour together. The team that felt more like a family. Now, 20 years after Scrum was first introduced, why are these teams still so scarce? Can we intentionally reproduce those outcomes? This presentation will fill some of the (intentional) gaps left in Scrum by its creators by exploring the leading research on high performance teams.
Workplace Bullying & Harassment Ultimate Training ResourceCarole Spiers
Do you need to deliver a Workplace Bullying & Harassment training course but have no time to prepare?
Then look no further, as here is your 1-stop training resource, including workbook and powerpoint presentation.
Written by Carole Spiers, Leading Authority on Work Stress and Author of Show Stress Who’s Boss!, this ultimate workplace bullying and harassment training resource is for trainers, HR professional and Managers.
This authoritative training resource is for your adaption and use today!
Download immediately: http://bit.ly/TEP0UH
Learning experiences happen all around us. Are you directing them? Or are you allowing them to happen on their own? This guide explores six steps you can use to successfully create a transformative culture of learning at your organization.
Learn more: http://www.lynda.com/Education-Elearning-training-tutorials/1792-0.html
Ethics expert Christopher Bauer shares practical tips for developing an effective ethics training program for your organization.
Watch the entire webinar session here: http://i-sight.com/webinar-5-keys-to-an-effective-ethics-training-program/
Tatva Leadership : Our Leadership development program in Pune are designed specifically to advance the leadership capabilities of senior executives and help them assume a broader role within their organizations. Leadership Training in Pune provides leadership development for Senior Management, Middle Management, and Women Leaders.
Leadership: How to Become a Trusted LeaderMike Armour
The twin goals of trust-centered leadership are to maximize the trust in you as a leader and to maximize trust throughout your organization.
It's no secret. Trust is at historic lows in American culture. And nowhere is the trust-deficit more pronounced than with government, corporate, and institutional leadership.
In a historic moment such as this, executives, managers, and leaders everywhere must become more purposeful in creating high-trust cultures within their organizations.
Dr. Mike Armour's book Leadership and the Power of Trust is a comprehensive guide to the practice of trust-centered leadership. This presentation summarizes nine of the guiding principles from his book.
Trust-centered leadership rests on the fundamental concept that, contrary to our common expression, we cannot truly earn trust. Trust is not something we earn, but something bestowed on us by others.
If those we lead withhold their trust, we are powerless to compel them to change their minds. The choice of whether to trust a leader or withhold that trust is the one place that employees and workers are 100% empowered.
Thus, astute leaders approach their role with an eye to removing any impediments to trust. They evaluate every decision, every action, and every decision in terms of its potential for enhancing or hindering trust.
Trust-centered leadership does not replace other styles of leadership. Rather, it works alongside them to enhance the leader's credibility, leverage, and impact.
Building Better Teams - Overcoming the 5 DysfunctionsJoel Wenger
Trust, Conflict, Commitment, Accountability, Results; these are the hallmarks of effective teams, as described by Patrick Lencioni in his book "The Five Dysfunctions of a Team". This presentation contains an overview of each one, as well as my take on the tools and actions leaders can take to address each one.
Never one to duck away from a controversial subject, world-class trainer and author of the highly successful Be the Ultimate Assistant, Bonnie returns to Executive Secretary LIVE to shine a light on a problem that affects over 65% of Assistants at least once in their careers.
If you have ever witnessed or experienced bullying, you know that it takes many forms -- from the “Devil Wears Prada” irrational diva to the co-worker who intentionally withholds important information to the manager who applies rules to certain people and not to others. All of it is bullying that is toxic to a healthy, happy and profitable workplace.
As someone who has first-hand experience with bullying, Bonnie has been researching this subject for years and has connected with some of the world’s experts on the subject. She will be focusing on the proactive and realistic solutions that Assistants are implementing that are slowing down the revolving door of staff who are resigning. Together, we will break the silence and eat the elephant…one bite at a time.
www.bonnielowkramen.com
Ethics expert Christopher Bauer shares practical tips for developing an effective ethics training program for your organization.
Watch the entire webinar session here: http://i-sight.com/webinar-5-keys-to-an-effective-ethics-training-program/
Tatva Leadership : Our Leadership development program in Pune are designed specifically to advance the leadership capabilities of senior executives and help them assume a broader role within their organizations. Leadership Training in Pune provides leadership development for Senior Management, Middle Management, and Women Leaders.
Leadership: How to Become a Trusted LeaderMike Armour
The twin goals of trust-centered leadership are to maximize the trust in you as a leader and to maximize trust throughout your organization.
It's no secret. Trust is at historic lows in American culture. And nowhere is the trust-deficit more pronounced than with government, corporate, and institutional leadership.
In a historic moment such as this, executives, managers, and leaders everywhere must become more purposeful in creating high-trust cultures within their organizations.
Dr. Mike Armour's book Leadership and the Power of Trust is a comprehensive guide to the practice of trust-centered leadership. This presentation summarizes nine of the guiding principles from his book.
Trust-centered leadership rests on the fundamental concept that, contrary to our common expression, we cannot truly earn trust. Trust is not something we earn, but something bestowed on us by others.
If those we lead withhold their trust, we are powerless to compel them to change their minds. The choice of whether to trust a leader or withhold that trust is the one place that employees and workers are 100% empowered.
Thus, astute leaders approach their role with an eye to removing any impediments to trust. They evaluate every decision, every action, and every decision in terms of its potential for enhancing or hindering trust.
Trust-centered leadership does not replace other styles of leadership. Rather, it works alongside them to enhance the leader's credibility, leverage, and impact.
Building Better Teams - Overcoming the 5 DysfunctionsJoel Wenger
Trust, Conflict, Commitment, Accountability, Results; these are the hallmarks of effective teams, as described by Patrick Lencioni in his book "The Five Dysfunctions of a Team". This presentation contains an overview of each one, as well as my take on the tools and actions leaders can take to address each one.
Never one to duck away from a controversial subject, world-class trainer and author of the highly successful Be the Ultimate Assistant, Bonnie returns to Executive Secretary LIVE to shine a light on a problem that affects over 65% of Assistants at least once in their careers.
If you have ever witnessed or experienced bullying, you know that it takes many forms -- from the “Devil Wears Prada” irrational diva to the co-worker who intentionally withholds important information to the manager who applies rules to certain people and not to others. All of it is bullying that is toxic to a healthy, happy and profitable workplace.
As someone who has first-hand experience with bullying, Bonnie has been researching this subject for years and has connected with some of the world’s experts on the subject. She will be focusing on the proactive and realistic solutions that Assistants are implementing that are slowing down the revolving door of staff who are resigning. Together, we will break the silence and eat the elephant…one bite at a time.
www.bonnielowkramen.com
Ten definative questions for people in career transition to ask tehemselves and answer BEFORE they start the job search process
By answering these questions honestly will lead to being able to construct
Your next Job Title and what you want to do next
The types of companies, managers, people you perform best with
Your LinkedIn Profile
Cover Letters
Your Resume
Your Elevator Speech
Career Goals
Creating stories to answer interview questions
Selecting Target Companies
Defining your key skills and overall skill set
Where geographically you want to work
Salary expectations
On October 3rd, 2013, 5th business premiered our marketing strategy speaker series, Inspiration Inc. The event, hosted at the Living Arts Centre in Mississauga, focused on strategies to develop employee brand champions. 5th business Vice President, Margo Hunnisett, discussed the need to brand from the inside out, creating employee brand champions who live and breathe your brand in everything they do.
OGSA - Attract, Select, Train and Retain, A Great Team - McKinley SolutionsMcKinley Solutions
Building the right team can really make or break your year. With only a core few on the team year round, staffing up each season provides both an opportunity and a challenge. We will walk through in detail the steps needed to form a great team. Starting from before they become an employee until they move on to the next stage of their career, each step is critical.
Attracting and selecting team members is no small job as you know. We will walk through the practical steps to make this easier for you. We show you how to not only confirm skills, but assess for culture fit with your team. From tips and templates to maximize today’s technology to attract great people to establishing a consistent selection process we will help start off the season on a great foot.
Engaging and training team members is your biggest challenge as it requires great planning in the off season and even greater day to day energy to connect with the 4 generations in the work force. Legislated training is a must, it does not mean it needs to be a bore. Ongoing mentoring and leadership is the focus you should have on training, it is a culture not and event.
Empowering and retaining is a tricky one, with such a season impact on your business. Now that you have a great team, how do you keep them, how do empower them to the next level, how do you get them to come back next season? Learn some techniques from exit interviews to off season communication and seasonal leadership roles that will increase empowerment and retain the best of the best.
University of Chicago: Master the Interview (Mind Your Career Webinar Series)...Anne Marie Segal
Master the Interview: Effective Strategy and Execution, a Mind Your Career webinar by Anne Marie Segal AM'96, given to alumni of the University of Chicago on May 24, 2017.
Webinar available at https://www.youtube.com/watch?v=8aAJ27GSz-g.
As a nonprofit, you have a unique challenge: finding qualified candidates who care about your mission. Job postings are an essential tool for finding those professionals at scale. Check out this deck to find out how you can easily get your jobs in front of the right candidates at the right time. It covers job posting basics, as well as tips and tricks on how to get the best results.
3 things that are covered:
LinkedIn’s mission-driven talent network
Optimize your job posts to get the best candidates
Save money with nonprofit discounts
Enlisting Recruiters in Your Job SearchKathy Bernard
Do you want recruiters / headhunters to help you in land a position, but haven't a clue about how to involve them in your job search?
By watching the presentation, you will
• Learn how to enlist recruiters/headhunters in your job search
• Find out specifically what recruiters seek in top candidates
• Discover what to expect when you meet with recruiters
• Learn how to get a recruiter to REALLY help you and much, much more.
Marketing Yourself for Your Next Career Opportunity ClearedJobs.Net
Finding your next job will involved determine your brand and how to communicate this to future employers.
But there are some key steps to remembers such as what is your brand? what has your brand done over your career? How has it been communicated to past and current employers?
All of these will have an impact on your job search.
PGA of Ontario - Human Resource Leadership for the Golf IndustryMark Thompson
In today’s rapidly changing world, golf professionals need to realize that their greatest asset is their employees, and that effective people management is a key factor in their
overall success. Strong Human Resource practices are vital to YOUR success A manager’s most important, and most difficult, job is to manage people. You must lead, motivate, inspire, and encourage them.
Sometimes you will have to hire, fire, and discipline or evaluate
employees. This session will highlight key best practices through the hiring process, from performing a skills inventory to conducting the interview; discuss orientation; and cover some issues that face operational leaders of team in the Canadian Golf Industry.
PMaps Case Study_Psychometric Visual Assessment_Visual test_Gamified AssessmentPMaps Assessments
PMaps Case Study_ A Leading Retailing Company....
We provide assessments for customer service assessment, sales assessment, managerial assessment, high potential assessment, channel sales assessment
To know more about psychometric assessments, visit our website!
PMaps Case Study_ A Leading Retailing CompanyPrajakta825300
Our team comprises a group of seasoned psychologists and OB practitioners with over two decades of experience in the field of industrial psychology. Additionally, we have statisticians and IT experts on board to ensure seamless execution for our clients.
We have the privilege of receiving guidance from a prestigious Asian Psychology Association in developing our visually-based competency framework.
What makes our platform truly unique is the utilization of pictures to measure personality traits. Compared to traditional assessments, our evaluations are three times faster, leading to reduced hiring time and enhanced hiring quality, particularly beneficial for customer service and sales-driven organizations. If you're looking to hire front liners, we offer a scientifically-designed assessment to expedite and improve your hiring process
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Understanding User Needs and Satisfying ThemAggregage
https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
• Introduce a taxonomy for user goals with real world examples
• Present the Onion Diagram, a tool for contextualizing task-level goals
• Illustrate how customer journey maps capture activity-level and task-level goals
• Demonstrate the best approach to selection and prioritization of user-goals to address
• Highlight the crucial benchmarks, observable changes, in ensuring fulfillment of customer needs
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Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challengesHolger Mueller
Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
In the Adani-Hindenburg case, what is SEBI investigating.pptxAdani case
Adani SEBI investigation revealed that the latter had sought information from five foreign jurisdictions concerning the holdings of the firm’s foreign portfolio investors (FPIs) in relation to the alleged violations of the MPS Regulations. Nevertheless, the economic interest of the twelve FPIs based in tax haven jurisdictions still needs to be determined. The Adani Group firms classed these FPIs as public shareholders. According to Hindenburg, FPIs were used to get around regulatory standards.
11. 1/5
Attitudes
positive self image as a
salesperson
The products they own and the process
they used to purchase them reveal
their image of salespeople and their
attitude toward your products/
industry.
11
12. 1/5
Attitudes
What has been your experience
with purchasing or selling products
like we sell, or your experience with
dealing with salespeople from our
industry?
12
13. 1/5
Attitudes
positive self image as a
salesperson
A person’s buying habits tell you the
image they have of salespeople. Do
they appreciate the expertise that
other salespeople provide them
during the buying process?
13
22. The Path to Character Development
Honesty
Concern for Others
Teaching
Work Ethic
Responsibility
eco the patterns of character
we become the teacher
Maturity
(relationships work)
(society works)
Bonded to
Trait
Praise &
Approval
Gratification
Disapproval &
Discipline
22
23. Attitudes, Motivation, Character
Measure Attitudes, Motivation, and Character
using questions that get candidates to tell stories.
The strength of the story helps measure the level
of each trait.
23
24. Attitudes, Motivation, Character
“Who had the greatest influence on you when
growing up?”
“What did they teach you about Honesty / Work
Ethic / Personal Responsibility / Concern for
others?”
24
25. The greater the degree to which we fight our selfish nature, the greater
tendency we have of exercising character traits
Selfishness
high selfishness = low character
low selfishness = high character
Character
Honesty, Concern for Others, Work Ethic, Accepts Personal Responsibility
25
31. Low levels of Character traits cause the negative side of our personality to emerge.
character
High levels of Character traits cause the positive side of our personality to emerge.
Personality Traits
-Negative
+Positive
31
32. 1/5
Sales Competencies
learned by training and experience
prospecting/networking
setting/holding appointments
fact finding
presenting solutions
handling objections
getting the sale
getting referrals
32
33. 1/5
Sales Competencies
learned by training and experience
What sales training have you had?
Describe the sales process you follow.
33
34. Attitudes, Motivations,Character & Personality Traits
The Degree to which a candidate possesses the Attitudes, Motivations, Character
and Personality Traits will determine the Level at which they will master sales skills
High Sales
Productivity
Low Sales
Productivity
Sales Competencies
34
cts l salespro le
35. 3 Dimensions of Sales
Sales Skills - Training in developing
relationships, gaining trust, following a sales
process
Product Knowledge - Training on
product’s benefits and features
Sales Productivity - Training + Attitudes +
Motivations + Character + Personality Traits.
35
36. HOW do I look for the best traits and skills?
A best practice recruiting Process.
Page 2 in Field Manual
36
38. Tools & Skills
Recruit the Best
System
Finding
Candidates
Searching Methods
resume
phone
email
Screening
CTS Sales Profile
Profiling
2
initial interview
Interviewing
"Making Offer"
3
check references
final interview
matching score
sheet
The Best
Recruits!
38
1
Page 2
in Field
Manual
39. ? canltheylsell?.com
Can They Sell Field Manual
Recruit the Best Checklist
Candidate Name:____________________________
Page 8 in Field Manual
1. Review resume.
pp 9-10
Date:____________
2. Screen by Phone – Use Phone Screen Questionnaire. If successful, go to next step.
3. Screen by Email – send “Thank you” email with these questions:
What do you think this job involves?
What do you think it will take to be successful here?
Tell me why I should consider you for this position?
What specifically in your life do you want to change?
How will being successful in this job help you with this change?
Schedule face-to-face initial screening interview.
4. Email Initial Interview homework - Prior to the interview, email the candidate
instructing them to go to the following Web sites and review the information:
____________
SENT DATE
____________
RESPOND DATE
____________
INTERVIEW DATE
____________
EMAILED DATE
To learn about our products, go to: (Web URL that links to your products)
To learn about what a salesperson does with this company go to:
(Web URL that tells about the career as a salesperson)
Prior to Initial Interview, email the candidate to confirm the
interview and make sure they have reviewed the Web pages.
5. Administer the CTS Sales Profile www.ctssalesprofile.com
pp 11-22
6. Conduct Initial Face-to-Face Interview – Use Initial Interview Questionnaire
____________
CONFIRM DATE
____________
CTS ORDERED
7. Ask for 6 references – 2 previous bosses, 2 coworkers, 2 business people/former
customers.
Book p. 65. Blog www.salesmanage.com/blog/archives/the_reference_check
pp 23-27
8. Call References using Reference Check Questionnaire
pp 28-37
9. Conduct Final Interview – Use Final Interview Questionnaire
p 38
pp 5-7
10. Interview By Current Team – Use Team Interview Questionnaire
11. Fill out Matching/Score Sheet
39
____________
INTERVIEW DATE
40. WHERE do I find enough of the best candidates?
pp. 4-6 in Handout
40
41. The Recruiting Funnel
Searching Methods
Screening
Profiling
10 strong
resumes
3 final
interviews
Interviewing
"Making Offer"
The Best
Recruits!
41
1 salesperson
42. Average Annual Turnover - 40%
ALWAYS be RECRUITING
Team of 3-5 - need to recruit 1-2 per year
42
43. ALWAYS be RECRUITING
Newton’s Law - people leave/get fired at
the most inconvenient times.
Take action to find great people when you don’t need team
members, so you’ll have candidates when you need them.
43
44. ALWAYS be RECRUITING
A good sales team is the enemy of a
great sales team.
When our team is full, we have a tendency to stop focusing on
recruiting. Don’t fill your team with good players. Keep looking
for the great players.
44
45. To avoid the “I need somebody NOW” syndrome...
Please come
to work for
me!
...build your Recruiting Referral Network for a
continuous flow of GREAT RESUMES
45
46. Build a Recruiting Referral Network
Source
Action
Date Completed
Current Customers - Email Create email list
all customers and ask them Write email
to refer friends/family who
Send email
can sell. If you don't have an
email list, send a postcard to
customers asking for their
email address.
Current Team - Write short
job description and have
team members post on their
personal Facebook and
LinkedIn Pages. Email job
description to their contacts.
Have them contact their
church/temple about the job
opening.
Write short job description
Facebook
Linkedin
email
church/temple
Team Member 1
Team Member 2
Team Member 3
Team Member 4
Team Member 5
Team Member 6
Sales
Trainers/Consultants- Find
certified trainers at these
companies in your city and
meet with them.
Sandler
Dale Carnegie
Wilson Learning
Steven Covey
Jeff Gitomer
Integrity Solutions
Directors of Networking
BNI
Groups - These are the most e-Women
networked people in your
city. Meet with them. Email
them job posting and ask to
distribute to members.
Social Networking- Spend
15 minutes daily building
your social media profiles.
LinkedIn
Facebook
Churches/Temples - Most
have job boards and a jobs
ministry. Contact and ask for
minister/volunteer who
heads up this ministry. List 5
target organizations.
1
2
3
4
5
Small Business CPA 1
Contact and ask them to
2
direct people to you who are 3
closing businesses or
changing careers.
46
pp. 4-6
47. Build a Recruiting Referral Network
Small Business Attorneys - 1
contact and ask them to
2
direct people to you who are 3
closing businesses or
changing careers.
Chamber of Commerce
Contact sales manager and
salespeople. Ask them to
direct people to you who are
looking for jobs.
Sales Manager
Salesperson 1
Salesperson 2
Salesperson 3
Chamber of Commerce
Business After-hours Events
Attend all of these events.
Many salespeople who are
changing careers attend these
events.
President Community
Service OrganizationThese people are leaders and
well connected. Meet with
these.
Rotary
Lions Club
Kiwanus
United Way
Boy Scouts
Girl Scouts
Jr. League
Recruiters with other
Insurance companies
Develop recipricol
relationship; trade resumes.
Northwestern Mutual
Mass Mutual
Prudential
National Life
Universities/colleges career services dept.- Set
up interview day. Most will
market the position to
students.
1
2
3
4
5
Social Networking Job
Boards - post job here.
Salesgravy.com
Salesblogcast.com
LinkedIn
LinkedIn Groups
Traditional Job Boards post job here.
Monster
Career Builder
Snagajob.com
Findtherightjob.com
Newspapers
Sales reps
Meet every sales rep that calls
on your office, and recruit
and/or network with them.
47
48. Build a Recruiting Referral Network
Job Fairs – If you recruit in
large numbers, this is a way
toget many people interested
in your position. Attend the
job fairs in your city, or hold
your own. Go to
jobfairtips.com for a number
of useful tips.
1
2
3
4
5
Sample email to send to your current customers or list of contacts:
“Please assist me in helping someone you know. I have an open position on my sales
team. If you know the right candidates for this job, please help them find a great
career by sending them to see me. The right candidates will have the following traits:
Honesty, Hard Work Ethic, a Concern for Others and Personal Responsibility. Strong
candidates will have personalities which cause them to network to find prospects,
pursue goals, and handle themselves with confidence. Sales experience* ... Please
have them forward their resume to me at ... Thank you for helping me find the right
individuals and for helping them to find a great career.” *Sales experience - fill in your
desired level of sales experience based on your training resources.
Sample Wording for Job Posting:
“Salespeople wanted. Michelle Winters State Farm is looking for
salespeople to work in the city of Nashville calling on customers to sell insurance and
financial services. Requirements: Must have the following traits: Honesty, Hard Work
Ethic, a Concern for Others and Personal Responsibility. Strong candidates will have
personalities which cause them to network to find prospects, pursue goals, and handle
themselves with confidence. Sales experience ... Please forward resume to...” Add
additional information and requirements about the position as necessary.
48
49. History of CTS
•
•
•
•
Dr. Larry Craft and his team and SMS’s 30+ years
sales and sales management experience
800+ high activity salespeople
125 were agents, selling/servicing team members
Collected - production data, performance ratings,
manager input
49
51. For: kelly hagar
Low
Moderate
High
Deadline Motivation (91 %)
This is the salesperson's Deadline Motivation to achieve quick results. High Scorers (61% or above) are more like "Racehorses" with
an unquenchable "fire in the belly" and a desire to achieve immediate or near-term sales goals (as in a high-activity sales process).
Low Scorers (40% or below) have an easy-going, even-paced temperament and enjoy a longer sales process with well-defined and
planned-out steps and strategies. Low Scorers spend more time educating/servicing the buyer and thinking about next steps
without a sense of urgency.
Independent Spirit (95 %)
This scale measures the salesperson's entrepreneurial spirit to work without supervision. High Scorers prefer independence and
working alone and enjoy situations where they are in control of the outcome of their efforts. Low Scorers are team players who
enjoy working with others and like to do their part within assigned projects. They behave in a compliant manner and have very little
need to direct or control others.
Analytical (5 %)
This scale measures the salesperson's desire to dwell on the facts, figures, and details when preparing and making a sales
presentation. Rather than focusing on the benefits, High Scorers within short sales cycle industries can have "analysis paralysis,"
use too much time and provide the buyer with too much information. Low Scorers, on the other hand, can rely too much on their
intuition and informal "yellow tablet" presentations that lack the information the buyer needs (esp. with high-dollar, complex, or
technical solutions.)
Compassion (49 %)
This scale measures the salesperson's concern and compassion for others.
whenever possible and gravitate toward market segments that are more
when it comes to sharing their feelings and emotions. Low Scorers, on
because they can stay "on task" without being distracted by personal
expressing emotions.
As a result, High Scorers thoroughly enjoy helping others
personal and relationship-centered. They are expressive
the other hand, are better able to prioritize their time
problems. They are more controlled when it comes to
Assertiveness (70 %)
This scale measures the salesperson's confidence to control the sale from the initial contact to asking for the sale. High Scorers can
assert themselves to control the sales presentation with their strong phrasing and direct eye contact. Low Scorers too often yield
control of the face-to-face interaction to the buyer, are too accommodating, and find it difficult to ask closing questions without
proper training that emphasizes how to ask people to make a decision.
Self-Promotion (77 %)
This scale measures the salesperson's tendency to exaggerate strengths and downplay weaknesses in order to leave a most
favorable impression. High Scorers are resilient to criticism and find it difficult to recognize their weaknesses. They may deny their
fears, faults, and failures. Low Scorers take criticism to heart. It's personal to them. They are open to recognizing their weaknesses
and working on self-improvement.
Recognition Drive (49 %)
This scale measures the salesperson's motivation to join organizations and attend functions that provide new sales opportunities
(leads and prospects). High Scorers are socially outgoing and thoroughly enjoy being the center of attention (public recognition).
They are motivated by their need for status and prestige. Low Scorers prefer one-on-one relationships, private recognition, and are
not motivated to attend social functions. They prefer networking with a select few and are more motivated by "respect" than
"popularity."
Belief in Others (69 %)
This scale measures the salesperson's belief in "self and others." High Scorers are optimistic as a result of their trust in others and
their belief that they are solely responsible for their success and failure. As a result, "everyone is a prospect," and they seldom have
a problem asking for referrals. Low Scorers can turn negative if things are not going in the right direction and may stop pursuing a
prospect and sale. They can be rigid, formal, and skeptical of the intentions of others.
Optimism (95 %)
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7/24/13 10:18 AM
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52. CTS Sales Profile Report
State Farm Selling Team Member
Important Note: the following information by itself should never be used to hire, promote, or terminate an employee. Success in any
given position is a combination of factors, including skills, knowledge, intelligence, and work ethic, none of which are being measured in
the "CTS Sales Profile Score."
Date: March 7, 2013
Name: kelly hagar
Position: State Farm Selling Team Member
kelly hagar 's CTS Sales Profile Score: High (85)
Coaching Hours Per Month Recommended: Less than 2 coaching hours per month.
The Coaching Hours Per Month Recommended refers only to the estimated amount of time a manager should consider spending to help
this candidate compensate for the incompatibilities relating solely to the personality traits graphically displayed below. It is recommended
that managers spend the most time coaching individuals who score in the "red" range. For specific coaching recommendations, refer to
this candidate's CTS sales manager's coaching report.
Primary Trait
0
10
20
30
40
50
60
70
80
90
100
Deadline Motivation (91 %)
Independent Spirit (95 %)
Analytical (5 %)
Compassion (49 %)
Assertiveness (70 %)
Top
Agent
Self-Promotion (77 %)
Recognition Drive (49 %)
Belief in Others (69 %)
Optimism (95 %)
Reliability Index: High
This candidate's Reliability Index rating relates to the way the candidate responded to the CTS.
Low Reliability indicates inaccuracies that make the results invalid. Do not use these results.
Moderate Reliability suggests these results be cross-validated with the personal interview and reference checks.
High Reliability indicates that the candidate understood the questions and responded to them in a way that has
been shown to be predictive.
Response Distortion Index: Moderate
This candidate's Response Distortion Index rating relates to the candidate's tendency to intentionally or unintentionally exaggerate
strengths and downplay weaknesses in order to leave a more favorable impression.
Low Response Distortion indicates a minimal tendency to exaggerate strengths and downplay weaknesses and
an open and vulnerable personality that easily recognizes personal faults and easily accepts blame.
Moderate Response Distortion indicates an average tendency to exaggerate strengths and downplay
weaknesses.
High Response Distortion indicates a tendency to deny weaknesses and emphasize only their strengths. Though
this can be an asset when facing rejection, it can be a challenge to managers who offer constructive criticism and
seek change in their behaviors.
52
59. CTS Sales Profile Report
State Farm Selling Team Member
Important Note: the following information by itself should never be used to hire, promote, or terminate an employee. Success in any
given position is a combination of factors, including skills, knowledge, intelligence, and work ethic, none of which are being measured in
the "CTS Sales Profile Score."
Date: April 2, 2013
Name: Tabatha Whaley
Position: State Farm Selling Team Member
Tabatha Whaley 's CTS Sales Profile Score: Moderate-High (74)
Coaching Hours Per Month Recommended: Approximately 2-4 coaching hours per month.
The Coaching Hours Per Month Recommended refers only to the estimated amount of time a manager should consider spending to help
this candidate compensate for the incompatibilities relating solely to the personality traits graphically displayed below. It is recommended
that managers spend the most time coaching individuals who score in the "red" range. For specific coaching recommendations, refer to
this candidate's CTS sales manager's coaching report.
Primary Trait
0
10
20
30
40
50
60
70
80
90
100
Deadline Motivation (91 %)
Agent
Aspirant
Now an
Agent
Independent Spirit (87 %)
Analytical (17 %)
Compassion (34 %)
Assertiveness (28 %)
Self-Promotion (22 %)
Recognition Drive (95 %)
Belief in Others (84 %)
Optimism (95 %)
Reliability Index: High
This candidate's Reliability Index rating relates to the way the candidate responded to the CTS.
Low Reliability indicates inaccuracies that make the results invalid. Do not use these results.
Moderate Reliability suggests these results be cross-validated with the personal interview and reference checks.
High Reliability indicates that the candidate understood the questions and responded to them in a way that has
been shown to be predictive.
Response Distortion Index: Moderate
This candidate's Response Distortion Index rating relates to the candidate's tendency to intentionally or unintentionally exaggerate
strengths and downplay weaknesses in order to leave a more favorable impression.
Low Response Distortion indicates a minimal tendency to exaggerate strengths and downplay weaknesses and
an open and vulnerable personality that easily recognizes personal faults and easily accepts blame.
Moderate Response Distortion indicates an average tendency to exaggerate strengths and downplay
weaknesses.
High Response Distortion indicates a tendency to deny weaknesses and emphasize only their strengths. Though
this can be an asset when facing rejection, it can be a challenge to managers who offer constructive criticism and
seek change in their behaviors.
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61. CTS Sales Profile Report
State Farm Selling Team Member
Important Note: the following information by itself should never be used to hire, promote, or terminate an employee. Success in any
given position is a combination of factors, including skills, knowledge, intelligence, and work ethic, none of which are being measured in
the "CTS Sales Profile Score."
Date: April 2, 2013
Name: Justin Robinson
Position: State Farm Selling Team Member
Justin Robinson 's CTS Sales Profile Score: Moderate-High (70)
Coaching Hours Per Month Recommended: Approximately 2-4 coaching hours per month.
The Coaching Hours Per Month Recommended refers only to the estimated amount of time a manager should consider spending to help
this candidate compensate for the incompatibilities relating solely to the personality traits graphically displayed below. It is recommended
that managers spend the most time coaching individuals who score in the "red" range. For specific coaching recommendations, refer to
this candidate's CTS sales manager's coaching report.
Primary Trait
0
10
20
30
40
50
60
70
80
90
100
Deadline Motivation (83 %)
Independent Spirit (95 %)
Highly Rated
Selling Team
Member
Analytical (29 %)
Compassion (5 %)
Assertiveness (86 %)
Self-Promotion (77 %)
Recognition Drive (95 %)
Belief in Others (54 %)
Optimism (95 %)
Reliability Index: High
This candidate's Reliability Index rating relates to the way the candidate responded to the CTS.
Low Reliability indicates inaccuracies that make the results invalid. Do not use these results.
Moderate Reliability suggests these results be cross-validated with the personal interview and reference checks.
High Reliability indicates that the candidate understood the questions and responded to them in a way that has
been shown to be predictive.
Response Distortion Index: Moderate
This candidate's Response Distortion Index rating relates to the candidate's tendency to intentionally or unintentionally exaggerate
strengths and downplay weaknesses in order to leave a more favorable impression.
Low Response Distortion indicates a minimal tendency to exaggerate strengths and downplay weaknesses and
an open and vulnerable personality that easily recognizes personal faults and easily accepts blame.
Moderate Response Distortion indicates an average tendency to exaggerate strengths and downplay
weaknesses.
High Response Distortion indicates a tendency to deny weaknesses and emphasize only their strengths. Though
this can be an asset when facing rejection, it can be a challenge to managers who offer constructive criticism and
seek change in their behaviors.
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63. CTS Sales Profile Report
State Farm Selling Team Member
Important Note: the following information by itself should never be used to hire, promote, or terminate an employee. Success in any
given position is a combination of factors, including skills, knowledge, intelligence, and work ethic, none of which are being measured in
the "CTS Sales Profile Score."
Date: April 2, 2013
Name: Cindy Doyle
Position: State Farm Selling Team Member
Cindy Doyle 's CTS Sales Profile Score: High (85)
Coaching Hours Per Month Recommended: Less than 2 coaching hours per month.
The Coaching Hours Per Month Recommended refers only to the estimated amount of time a manager should consider spending to help
this candidate compensate for the incompatibilities relating solely to the personality traits graphically displayed below. It is recommended
that managers spend the most time coaching individuals who score in the "red" range. For specific coaching recommendations, refer to
this candidate's CTS sales manager's coaching report.
Primary Trait
0
10
20
30
40
50
60
70
80
90
100
Deadline Motivation (95 %)
Independent Spirit (57 %)
Analytical (17 %)
Top
Agent
Compassion (34 %)
Assertiveness (70 %)
Self-Promotion (43 %)
Recognition Drive (95 %)
Belief in Others (84 %)
Optimism (73 %)
Reliability Index: Moderate
This candidate's Reliability Index rating relates to the way the candidate responded to the CTS.
Low Reliability indicates inaccuracies that make the results invalid. Do not use these results.
Moderate Reliability suggests these results be cross-validated with the personal interview and reference checks.
High Reliability indicates that the candidate understood the questions and responded to them in a way that has
been shown to be predictive.
Response Distortion Index: Moderate
This candidate's Response Distortion Index rating relates to the candidate's tendency to intentionally or unintentionally exaggerate
strengths and downplay weaknesses in order to leave a more favorable impression.
Low Response Distortion indicates a minimal tendency to exaggerate strengths and downplay weaknesses and
an open and vulnerable personality that easily recognizes personal faults and easily accepts blame.
Moderate Response Distortion indicates an average tendency to exaggerate strengths and downplay
weaknesses.
High Response Distortion indicates a tendency to deny weaknesses and emphasize only their strengths. Though
this can be an asset when facing rejection, it can be a challenge to managers who offer constructive criticism and
seek change in their behaviors.
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65. CTS Sales Profile Report
State Farm Selling Team Member
Important Note: the following information by itself should never be used to hire, promote, or terminate an employee. Success in any
given position is a combination of factors, including skills, knowledge, intelligence, and work ethic, none of which are being measured in
the "CTS Sales Profile Score."
Date: February 22, 2013
Name: James Brown
Position: State Farm Selling Team Member
James Brown 's CTS Sales Profile Score: Moderate-High (70)
Coaching Hours Per Month Recommended: Approximately 2-4 coaching hours per month.
The Coaching Hours Per Month Recommended refers only to the estimated amount of time a manager should consider spending to help
this candidate compensate for the incompatibilities relating solely to the personality traits graphically displayed below. It is recommended
that managers spend the most time coaching individuals who score in the "red" range. For specific coaching recommendations, refer to
this candidate's CTS sales manager's coaching report.
Primary Trait
0
10
20
30
40
50
60
70
80
90
100
Deadline Motivation (91 %)
Independent Spirit (95 %)
Analytical (5 %)
Top
Agent
Compassion (5 %)
Assertiveness (56 %)
Self-Promotion (87 %)
Recognition Drive (35 %)
Belief in Others (95 %)
Optimism (73 %)
Reliability Index: High
This candidate's Reliability Index rating relates to the way the candidate responded to the CTS.
Low Reliability indicates inaccuracies that make the results invalid. Do not use these results.
Moderate Reliability suggests these results be cross-validated with the personal interview and reference checks.
High Reliability indicates that the candidate understood the questions and responded to them in a way that has
been shown to be predictive.
Response Distortion Index: Moderate
This candidate's Response Distortion Index rating relates to the candidate's tendency to intentionally or unintentionally exaggerate
strengths and downplay weaknesses in order to leave a more favorable impression.
Low Response Distortion indicates a minimal tendency to exaggerate strengths and downplay weaknesses and
an open and vulnerable personality that easily recognizes personal faults and easily accepts blame.
Moderate Response Distortion indicates an average tendency to exaggerate strengths and downplay
weaknesses.
High Response Distortion indicates a tendency to deny weaknesses and emphasize only their strengths. Though
this can be an asset when facing rejection, it can be a challenge to managers who offer constructive criticism and
seek change in their behaviors.
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67. CTS Sales Profile Report
State Farm Selling Team Member
Important Note: the following information by itself should never be used to hire, promote, or terminate an employee. Success in any
given position is a combination of factors, including skills, knowledge, intelligence, and work ethic, none of which are being measured in
the "CTS Sales Profile Score."
Date: March 5, 2013
Name: Jon Laskin
Position: State Farm Selling Team Member
Jon Laskin 's CTS Sales Profile Score: Moderate-High (77)
Coaching Hours Per Month Recommended: Approximately 2-4 coaching hours per month.
The Coaching Hours Per Month Recommended refers only to the estimated amount of time a manager should consider spending to help
this candidate compensate for the incompatibilities relating solely to the personality traits graphically displayed below. It is recommended
that managers spend the most time coaching individuals who score in the "red" range. For specific coaching recommendations, refer to
this candidate's CTS sales manager's coaching report.
Primary Trait
0
10
20
30
40
50
60
70
80
90
100
Deadline Motivation (91 %)
Independent Spirit (95 %)
Analytical (17 %)
Top
Agent
Compassion (49 %)
Assertiveness (86 %)
Self-Promotion (62 %)
Recognition Drive (19 %)
Belief in Others (84 %)
Optimism (73 %)
Reliability Index: Moderate
This candidate's Reliability Index rating relates to the way the candidate responded to the CTS.
Low Reliability indicates inaccuracies that make the results invalid. Do not use these results.
Moderate Reliability suggests these results be cross-validated with the personal interview and reference checks.
High Reliability indicates that the candidate understood the questions and responded to them in a way that has
been shown to be predictive.
Response Distortion Index: Low
This candidate's Response Distortion Index rating relates to the candidate's tendency to intentionally or unintentionally exaggerate
strengths and downplay weaknesses in order to leave a more favorable impression.
Low Response Distortion indicates a minimal tendency to exaggerate strengths and downplay weaknesses and
an open and vulnerable personality that easily recognizes personal faults and easily accepts blame.
Moderate Response Distortion indicates an average tendency to exaggerate strengths and downplay
weaknesses.
High Response Distortion indicates a tendency to deny weaknesses and emphasize only their strengths. Though
this can be an asset when facing rejection, it can be a challenge to managers who offer constructive criticism and
seek change in their behaviors.
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69. CTS Sales Profile Report
State Farm Selling Team Member
Important Note: the following information by itself should never be used to hire, promote, or terminate an employee. Success in any
given position is a combination of factors, including skills, knowledge, intelligence, and work ethic, none of which are being measured in
the "CTS Sales Profile Score."
Date: March 1, 2013
Name: Brock Kothe
Position: State Farm Selling Team Member
Brock Kothe 's CTS Sales Profile Score: Moderate (48)
Coaching Hours Per Month Recommended: Approximately 4-6 coaching hours per month.
The Coaching Hours Per Month Recommended refers only to the estimated amount of time a manager should consider spending to help
this candidate compensate for the incompatibilities relating solely to the personality traits graphically displayed below. It is recommended
that managers spend the most time coaching individuals who score in the "red" range. For specific coaching recommendations, refer to
this candidate's CTS sales manager's coaching report.
Primary Trait
0
10
20
30
40
50
60
70
80
90
100
Deadline Motivation (11 %)
Independent Spirit (21 %)
Analytical (66 %)
Low Rated
Selling Team
Member
Compassion (95 %)
Assertiveness (56 %)
Self-Promotion (94 %)
Recognition Drive (76 %)
Belief in Others (69 %)
Optimism (73 %)
Reliability Index: High
This candidate's Reliability Index rating relates to the way the candidate responded to the CTS.
Low Reliability indicates inaccuracies that make the results invalid. Do not use these results.
Moderate Reliability suggests these results be cross-validated with the personal interview and reference checks.
High Reliability indicates that the candidate understood the questions and responded to them in a way that has
been shown to be predictive.
Response Distortion Index: High
This candidate's Response Distortion Index rating relates to the candidate's tendency to intentionally or unintentionally exaggerate
strengths and downplay weaknesses in order to leave a more favorable impression.
Low Response Distortion indicates a minimal tendency to exaggerate strengths and downplay weaknesses and
an open and vulnerable personality that easily recognizes personal faults and easily accepts blame.
Moderate Response Distortion indicates an average tendency to exaggerate strengths and downplay
weaknesses.
High Response Distortion indicates a tendency to deny weaknesses and emphasize only their strengths. Though
this can be an asset when facing rejection, it can be a challenge to managers who offer constructive criticism and
seek change in their behaviors.
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71. CTS Sales Profile Report
State Farm Selling Team Member
Important Note: the following information by itself should never be used to hire, promote, or terminate an employee. Success in any
given position is a combination of factors, including skills, knowledge, intelligence, and work ethic, none of which are being measured in
the "CTS Sales Profile Score."
Date: March 5, 2013
Name: yenny mianda
Position: State Farm Selling Team Member
yenny mianda 's CTS Sales Profile Score: Moderate (55)
Coaching Hours Per Month Recommended: Approximately 4-6 coaching hours per month.
The Coaching Hours Per Month Recommended refers only to the estimated amount of time a manager should consider spending to help
this candidate compensate for the incompatibilities relating solely to the personality traits graphically displayed below. It is recommended
that managers spend the most time coaching individuals who score in the "red" range. For specific coaching recommendations, refer to
this candidate's CTS sales manager's coaching report.
Primary Trait
0
10
20
30
40
50
60
70
80
90
100
Deadline Motivation (40 %)
Independent Spirit (8 %)
Analytical (17 %)
Low Rated
Selling Team
Member
Compassion (86 %)
Assertiveness (56 %)
Self-Promotion (77 %)
Recognition Drive (76 %)
Belief in Others (69 %)
Optimism (44 %)
Reliability Index: High
This candidate's Reliability Index rating relates to the way the candidate responded to the CTS.
Low Reliability indicates inaccuracies that make the results invalid. Do not use these results.
Moderate Reliability suggests these results be cross-validated with the personal interview and reference checks.
High Reliability indicates that the candidate understood the questions and responded to them in a way that has
been shown to be predictive.
Response Distortion Index: Moderate
This candidate's Response Distortion Index rating relates to the candidate's tendency to intentionally or unintentionally exaggerate
strengths and downplay weaknesses in order to leave a more favorable impression.
Low Response Distortion indicates a minimal tendency to exaggerate strengths and downplay weaknesses and
an open and vulnerable personality that easily recognizes personal faults and easily accepts blame.
Moderate Response Distortion indicates an average tendency to exaggerate strengths and downplay
weaknesses.
High Response Distortion indicates a tendency to deny weaknesses and emphasize only their strengths. Though
this can be an asset when facing rejection, it can be a challenge to managers who offer constructive criticism and
seek change in their behaviors.
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77. Page 15
Caution - Time Management Issues
Spends too much time analyzing
0
50
Deadline Motivation
Analytical
Spends too much time nurturing/overly compassionate
Deadline Motivation
Compassion
Caution - Intimidating/cold
Assertiveness
Compassion
77
100
84. Developing your Interviewing Skills
The solution - interviewing
skills using prepared
questions that measure
specific traits and skills.
84
85. Developing your Interviewing Skills
What causes us to
like other people?
Talking about ourselves causes us to like others
•
•
•
•
Listen 80%, talk 20%.
Keep you emotions in neutral - you’ll get the real candidate.
Don’t tell personal stories.
Don’t agree with the candidate.
85
86. Developing your Interviewing Skills
What causes us to
like other people?
Talking about ourselves causes us to like others
•
Step out of the “socializing” zone and into the “interviewing”
zone.
•
Take off your “Sales” hat and put on your “Selection” hat.
86
88. Developing your Interviewing Skills
A thorough interview process attracts strong
candidates and repels weak candidates.
•
•
•
Follow the system as written.
•
•
Ask the questions in order.
Ask for specific examples.
Ask the questions as written. If the candidate does not
understand the question, tell them to answer based on their
understanding.
If candidate rambles, interrupt and ask, “What was my
question.”
88
89. More interview tips
•
If a candidate asks, “How did I do?”, or if you do not wish to
hire the candidate, say ...
“We are looking at several candidates, and we will
consider your information as we make our
decision.”
89
91. More interview tips
•
During the final interview, spend the most time on the areas
of concern.
•
Remember - selling is more stressful than the interview. If
candidates can’t handle the interview, they will not perform
well under the stress of a sales job.
91
92. Interview Workshop
Turn to page 22 in workbook. Break up into pairs.
Focus on asking and listening.
8 minutes each person.
92