Sourcing, Hiring & Retaining Sales Talent for Results Presented By: Tera Gordon, Sales Director
Sourcing, Hiring & Retaining Sales Talent for Results
Presented By:
Tera Gordon, Sales Director
The 6 Step Sales Approach
1. Create & Implement a Talent Data Base
2. Source Leads
3. Qualify Leads
4. Interview Leads
5. Hire Leads/Pull it All Together
6. Retain Sales Talent
Step 1: Create and Implement a Database
Model Database after a Sales Database
Leads by priorityFollow up scheduled by priority (call-outs, interviews)
Professionals by prioritySales calls by priority (call-outs, sales calls)
Create the Recruitment Activity/Conversion StandardsHow many call-outs, sales calls, interviews to hire
Measure the ResultsTrack results and set goals
Step 2: Source Leads
The Best Sources in Order of Results
1. Associate Referrals
2. Professional Referrals (not necessarily other recruiters)
3. Advertising (best for quantity development)
Step 3: Qualifying Leads
1. The Qualifiers
2. The Tools
3. The Predictive Index as a Behavior Based Tool
1. The Qualifiers
Sales Talent Qualifiers Candidates skill, experience and desire as
aligned with those of the business Candidates Salary Requirement Candidates Time Frame/Urgency Candidates Decision Making Process Candidates Fit within the Team/Company
2. Tools to Use
Résumés References (formal and informal) Pre-interview Questionnaire Sales Action Plan Quiz Predictive Index Interview
Sales Talent Measuring Tool
3. Predictive Index
Purpose: Identify factual sales behavior
directly linked to results in order to: Hire Right Train and Coach talent based on style Create balance within teams Manage growth by identifying future
leaders
Predictive Index Basic Behavior Trends
Basic Factor (Hi or Low)A=Dominance or DriveB=Extroversion/Social NatureC=PatienceD=Conformity to detailM=Stamina, decision-making, moralE=Subjective or objective thinker
Typical Sales PI Patterns
Typical Executive Director PI Patterns
Typical Resident Care Director PI Patterns
Pre-interview Questionnaire
Purpose: Prepares interviewer by matching
written words to verbal presentation, qualifying
the lead up front, and matching skill and
knowledge to the résumés. Measures what the
PI does not. Skills & Knowledge Interests Literacy/Language Skill
Sample Pre-interview Questionnaire
Sales Action Plan Quiz
Purpose: identifies that the candidateunderstands what and how to sell, level ofprofessionalism, and presentation,computer and written skills.
Intelligence Application of Skill & Knowledge Reinforces experience and professionalism
or not!
Sample Sales Action Plan Quiz-Situation
Sample Sales Action Plan Quiz-SMART Goal Template
Interview, interview, interview…
Purpose: A three tier interview process to help
identify a persons consistency and reliability
and sincerity in presenting their value add to the
business. ( The Blue File) Pre-screening interview with Recruiter Initial interview with the Executive Director & Sales
Director Final interview with the Vice President of Sales
and/or a Vice President of Operations
Step 5: Hiring and Pulling it all Together
Purpose; bring closure to the process for
the candidate and all parties involved Hire-send to Human Resources for the
offer letter etc… Thank but no thanks verbal or written Add to the Wait List by Region Forward to another job or community fit
Step 6: Retaining Sales Talent (Sales Management)
Sales Management
1. Set Clear Expectations
2. Consistent Candid Feedback
3. Hold Sales Professionals Accountable