Sales Hiring Blog

Do your sales people listen?

Mike McCandlish — Thu, 20 Oct 2011 19:33:07 +0000

Whenever I shop for anything including clothes, services, or technology, I mentally evaluate the sales person’s presentation and selling skills. I guess I’m always prospecting for talent for our clients.
While buying some jeans last week, I was approached by a very young, energetic sales guy at Nordstrom’s. He was new to the job. How did I know? It was evident that he was trying to MAKE A SALE instead of gaining a new, repeat client.
After I told the NEWBIE I was shopping for jeans, while I was in the dressing room trying them on, he kept bringing me jackets and shirts to try on. I wasn’t there to buy a jacket or shirt and I told him so. I did buy jeans that I thought were just ok and as I was leaving, I noticed other jeans that I would have purchased had he presented them to me. I could have gone back and exchanged them but I was out of time.
Now, that salesperson could have gained a client if he had just listened to me. Instead, I’ll be looking for a different salesperson on my next visit to Nordstrom’s.
Too often salespeople aren’t listening as you tell them how to sell you. It’s why they call it consultative. If they listened and had a solution, or could customize one, they would earn a sale.
Do your sales people listen? If not, call us. We provide listeners who can close.
Seriously, companies don’t normally want salespeople who drive business to their competitors. If your sales team member isn’t making goal, they are also driving business to someone else.
Most hiring managers aren’t happy when they dismiss a salesperson. I was taught that when you cut from the bottom, the rest of the team takes notice and the office atmosphere gains motivation. Normally that comes from fear of being NEXT, or confidence that they’re working for a company that respects their own work ethic and goal achievement.
It doesn’t make any salesperson hitting their goal proud to work for a company that accepts underachievement in the sales ranks.
Achievers don’t enjoy working with underachievers. When I ask someone to leave my company I feel I am partially helping them find their next opportunity. The idea is they find work they enjoy so they will be more productive. If you consider they probably aren’t happy if they are not making goal anyway, the task gets easier.
Also, the remaining team seems to get re-energized when someone leaves the sales team for not making their sales numbers.
Cutting from the bottom is a strategy that assertive sales managers utilize at large, sales-driven companies for improved performance.
Good selling!

Who says cold calling is dead?

Mike McCandlish — Thu, 20 Oct 2011 19:29:29 +0000

And…who says that COLD CALLING is DEAD?
It is Frank Rambauskas, www.frankrumbauskas.com and yes, I bought his book. I was incredibly concerned from the title of his book that an activity I’ve done for 35 years is out of date and no longer viable to obtain new business.
Since he shares his opinion openly, I am offering a little different perspective.
Frank implies that unless you’re on all the social networks, sending out email newsletters, writing blogs, paying per click and “tweeting” …that your business is doomed.
At The McCandlish Group we’re still here cold calling and it works for us. (With the support from email newsletters and job postings on LinkedIn).
In over a couple years of updating Twitter and Facebook, we have yet to gain a new client from anywhere but our Newsletter, Google Adwords and cold calling. We’ve spent hundreds of hours online as sales or marketing consultants keep sending us notices to learn the new social media (by paying them of course) and become knowledgeable in updated and modern techniques that will generate cash flow.
There seems to be a plethora of “services to buy” that will generate more and better candidates that will perform to higher expectations than your present or past candidates. How did we ever get by in the past?
Let me ask the new breed of social media sales people what their sales presentation is based on? FACTS? I’d enjoy seeing them.
The book states “Cold calling destroys your status as a business equal”. My thinking is I appreciate a professional sales person making me aware of new or improved services by calling me to earn my business. Sometimes when I’m heads down and working in my business, I don’t take time to work ON my business. Thus, a fresh reminder from someone who reminds me of new ideas is appreciated.
Frank also says, “Persistence” is not the answer! Sorry, I disagree. Sometimes I remind prospects we’re out here 3-4 times before they ask us to assist in their search. Talking with prospective clients also let me know if our services stay competitive or not.
He teaches How to maintain power and control in sales appointments. Yes, I feel it’s a better dynamic if prospects call us, the power of attraction works IF the phone is ringing. When it isn’t, we cold-call, and it has always worked for us to some degree when advertising or other methods fail.
He also says, “There’s a major difference between sales failures and sales superstars.” I say it’s working longer hours and prospecting with a variety of methodologies including cold calling as a supplement. And yes, talent is the variable.
I was surprised reading, “Sales is not a numbers game.” The author states “sales people get tired of cold calling”…I haven’t tired of it in 35 years because I need to pay bills. I may be tired of politics in the US and paying taxes, but cold calling keeps my selling skills sharp and I still open new business each month by introducing our service to 200 new prospects. It is an ADDITIONAL prospecting approach to some social media choices if you wish.
Frank gives us Strategies to quickly increase your sales and get undecided prospects to buy right now. Again, our main success has been from email newsletters.
He communicates “Dozens of strategies you can use to generate hot leads without cold calling!” Most include large budgets to make happen. Cold calling remains low cost.
In summary, cold calling has always worked for us; it actually has been the ONLY method that has worked when all else failed.
Google Adwords brings occasional business but I keep feeding the meter and it’s spotty. Then there’s LinkedIn and although time-consuming to work, a major benefit are the contact names to start our search. I feel BOTH are a necessity at this point.
As a result, I want to stand up for all the sales pros that still make a living by cold calling. We know them as HUNTERS.
COLD CALLING IS NOT DEAD. IT’S STILL THERE FOR THE BOLD ONES.
Show me a sales person who doesn’t cold call and most often, I’ll show you an ACCOUNT MANAGER!
Thanks for the book and your perspective, Mr. Rambauskas, and good selling as well.

Sense of humor for sales people.

Mike McCandlish — Fri, 08 Jul 2011 18:37:04 +0000

June Sales Hiring Update…
THE MARKET
Candidates are finally calling us back after a few rough few weeks in June. Vacations take candidates out of the market as well as hiring managers. As a result, search processes are slowed. Submittals doubled this past week and it’s good to see. Other firms are sharing the same information.
ALSO, we see that roughly 25% of American homeowners are underwater with their mortgages due to the housing bubble. Because of this, many excellent candidates who are willing to move for a new job or relocate to a more active hiring market can’t make the move because they are unable to sell their homes.
Adding to this problem is the fact that with tight budgets, many companies can’t pay relocation costs or buy people out of their homes. We overcome the challenge of an immobile talent pool is to focus our efforts and resources on finding local candidates who don’t require relocation.
How important is having a sense of humor for a sales candidate?
We think this quality is often part of the “IT” factor clients keep asking for. That confident sales person who is always upbeat, motivated and ready to laugh is always marketable to us. Clients want to buy from that person.
Those who are always ready for a joke or a laugh to keep the air less stressful normally possess confidence and charisma. Most of us enjoy working with those who keep it light and upbeat rather than drama-filled and serious.
WHO doesn’t like someone who is funny?
Now there’s not much to laugh about when the sales team isn’t making goal, certainly if you’re their manager and they aren’t taking the job seriously. However, a good sense of humor sets someone apart from others.
When we interview candidates who visit our offices and they interject some humor, we almost always comment on their ease of communication.
Although it’s usually challenging for a candidate to show humor during the first interview, the ones that do stand out from the rest. Funny people seem well-liked and not intimidating. Those who smile and laugh easily are fun to be around.
The dead panned, product sales type who brings you new updates and technical updates is fine. The one who makes you laugh and is always keeping things light and creates some bonding as people want to communicate with that person.

What is a trusted advisor?

Mike McCandlish — Mon, 16 May 2011 19:02:36 +0000

What does a trusted advisor do?

This is an overused phrase that sales people believe is intended to bond them with their clients. The theory seems to be clients come to you for advice around services you sell although some of your ancillary services are not appropriate to charge for. For example, we source sales people for corporate America but when the client’s interview process is cumbersome, we often advise. This assists clients to streamline process and yes we benefit because an improved process will generate placements. But, we don’t charge consulting fees for the service.

Your relationship often positions you to sell professional services, or at least in a good position to cross sell additional services. Tread lightly. Building trust can only be done by demonstrating and proving trustworthiness over time. The client must come to believe that you understand them, you have their best interests at heart, and you will deal with them honestly about what you can and cannot do, and taking a long term perspective rather than seeing them as a short-term sales prospect.

First you must “earn your spurs” and earn the basic right to be listened to by your clients. Do this by demonstrating competence in the areas for which you have been hired. Until you have done this, attempts to advise on wider areas will fall on deaf ears – demonstrate your capabilities first.

Sometimes professionals stop at providing their technical expertise and moving on, truly missing the opportunity for a deeper relationship. Over time, this causes the perception of them as merely a technical specialist. Someone relied on to deal with specific topics but not a trusted advisor.
Each interaction with clients is an opportunity to continuously improve the relationship with candor and concern.

Couple questions:

Do you provide unbiased opinions even though it may cost you some commissions?
What if their situation directed them to someone in your own industry?
Also, do you share harsh news they will have to spend some money?
What I‘ve found is it’s better to “give it to them straight” and your value as an advisor rises. Otherwise, you‘re just selling for personal benefit.
We often pass on potential business for our firm to better serve clients, and I know it’s appreciated.

GOOD SELLING!

December Update…Winding It Down

Mike McCandlish — Fri, 28 Jan 2011 13:23:02 +0000

Winding it down for 2010…looking forward to 2011

Sending clients and candidates a Happy Holidays wish.

Before we discuss sales hiring I wanted to share a motivational video on a great website at www.ted.com . Steve Jobs video on “How to live before you die” is exceptional and motivating. It’s his speech at the Stanford University Commencement ceremonies and well worth the view.

We’re winding down the year while finalizing Sales Executive and VP of Sales searches in select markets. The McCandlish Group team appreciates our special clients who allow us to provide services in support of their sales efforts.

Big News… Biggest increase in Private Sector jobs Since November 2007! Click this link to read the story.

http://www.newsdaily.com/stories/eap102100-us-usa-economy-employment-adp/

Are you challenged managing sales stars?

We could devote a chapter to managing stars? First, forget the antiquated business concept of “We’re the boss and you must go sell, that’s your job.” That mentality doesn’t work well with stars. It will with “robots” that do everything you ask because it’s their job, but not the stars. The stars go elsewhere because they can. Developing Sales Stars would be a good book.

Look what Phil Jackson of the Los Angeles Lakers has done with his stars. He doesn’t seem to lose them to other teams because he creates challenges for them to do more than they thought possible. A good personal friend of mine from High School, Jim Cleamons, has been his assistant coach for many years and he says Phil is always teaching something new and continues to develop people both as a team and one on one.

If you consistently lose your stars you better have an endless supply of new talent or a great training program. Good luck. It’s hard to grow if you’re losing key talent to competitors or creating competitors by limiting the sales team’s growth because they don’t continue to fit your business model. Update it, be open to changing and improving it, and grow.

For all of you in need of improved sales numbers in 2011, it’s time to start that search TODAY!!!

THANKS AGAIN FOR YOUR BUSINESS IN 2010 AND HAVE A GREAT 2011!

Free eBook Sales Hiring Handbook

Mike McCandlish — Fri, 28 Jan 2011 13:20:29 +0000

Hello all,

Today I’m offering a complimentary eBook version of The Sales Hiring Handbook. It’s a 113 page guide to improved sales hiring.

While researching interview questions for the book, I drew from numerous resources for motivation based questions for first, second and sales manager interviews. There are many sales candidates who can sell your product or services, but the candidates that are motivated by your opportunity are most desirable.

Additional chapters cover ideas for the following topics:

1. Introduction

2. About Motivation

3. Are you a sales company?

4. The phone interview

5. First Interview questions

6. The second interview

7. Interview questions for sales managers

8. References

9. Issues of age

10. Miscellaneous issues- lie on the resume? Too many moves?

11. Define thy opening

12. Internet postings

13. Sales positions-definitions

14. Negotiating comp plans

15. Working with recruiters

16. Independent reps or sales employee

17. Accepting candidates from other industries-does it work?

18. Candidates from outplacement firms

19. Why consulting as part of recruiting?

20. Our value add for clients

21. Making an offer

22. Sales directors as consultants

23. Successful search stories and solutions

24. Compensation

25. Gold Nuggets

Just respond to my email offer and I’ll send over 2 attachments including the cover/directory and all chapters. Best of luck!

October Market Update

Mike McCandlish — Fri, 28 Jan 2011 13:19:11 +0000

We just received an “attaboy” type feedback from a client we’d like to share.

Paul Gardner, HR manager at Transonic Systems, is a long standing client we’ve worked with at two different companies. In the last 5 years, we’ve placed over 30 employees together.

In one environment, Paul asked us to literally change the cultural hiring from engineering minded sales people to hunters. We then hired over 20 new sales executives over a 2 year period and during that time we lost none to attrition or non-performance.

Currently the HR Manager at Transonic Systems in Ithaca, NY, Paul said this.

“Thanks for your diligence in providing appropriate sales talent for our organization. Process is critical as we often relocate candidates from all over the country. You’ve consistently found the talent match and cultural fit as well and I appreciate your work.”

We feel one of our strengths is long term relationships. We have recruited for many top firms for years because we stay motivated to complete each search given to us with urgency. Our recruiting team works on straight commission and stays focused to finalize.

MARKET UPDATE

SO, is anyone else figuring out that the market isn’t full of awesome quota busters just waiting to join your company and hit home runs?

Although expectations are that AWESOME sales candidates are available everywhere, we’re still getting 97% non-matches for our postings and many nervous potential candidates that are leery of leaving what they have. They would easily change jobs in a “normal” economy.

More offer rejections have also hit the board.

Also companies are taking longer to make decisions than ever because they just can’t believe a better candidate isn’t available if they wait to pull the trigger and hire …

On a positive note, job postings are up.

AND, we’re doing more HEADHUNTING. One can make themselves dizzy over all the online opportunities out there to source candidates. Oh sure, we utilize them all as we want every technological advantage although, for the really challenging searches, we are adding recruiters who enjoy making those calls the old fashioned way…it still works.

It seems companies are training less and want someone to hit the ground running, as that’s our consistent top requirement for all searches.

Please check out our updated website for my blog on sales hiring issues at www.saleshiringblog.com.

Here’s to a great and productive last quarter!

5 Reasons why sales hiring is trickier than other roles in the enterprise

Mike McCandlish — Wed, 11 Aug 2010 15:49:12 +0000

5 Reasons…

why sales hiring is trickier than other roles in the enterprise.

1. Candidate MOTIVATION must be evaluated and reviewed.

Since sales people hear NO all day long we’re always concerned they’ll lose motivation to sell our product or services. Since there are many individuals that CAN normally sell your service and product, WILL THEY?… is the first question. How do you know they’ll be motivated? Can you be sure?

2. Proving Historic achievement is challenging for past goal attainment.

If the prospective new sales person is from your industry, you can often guess if the results they claim to have achieved are real or not. Does your interviewing team have the right questions to ask? Are they asking them?

3. Good Sales people are prospectors and often have many choices.

Are your hiring manager’s effectively selling your opportunity? Are you hand holding to ensure they’re around for an offer? Are your company’s hiring mangers adept at sales management?

4. Can the sales person adapt to your system?

Is your infrastructure and support system for sales teams developed? What was their previous support system like? Can the sales person thrive and grow in your environment?

5. Does your compensation plan motivate the rep to achieve?

Was the previous employer a sales motivator? Does the candidate need one? Is Yours? Is there a competitive environment within the ranks? Are your commissions capped? Do you know what the competitor companies offer? Is your company competitive with your competition’s income earning potential?

For answers to all these questions…

CALL ME!

GOOD LUCK WITH YOUR SALES HIRING.

Adding sales volume for manufacturing companies

Mike McCandlish — Fri, 09 Jul 2010 17:33:27 +0000

Since we all know that engineers aren’t known for “selling aptitude” generally at least, manufacturing companies wanting more sales volume have challenging questions to strategize.

1. How do we get our sales engineers to do more prospecting? (unlikely)

2. Can we teach them to at least up-sell? (also unlikely)

3. Must we change our engineering culture to hiring sales hunters and have an engineering support base so sales people can get technical questions answered and be available for new client introductions? (more likely)

4. Is there an inexpensive way to get our technical experts, our existing sales engineers, in front of more qualified prospects daily to garner more market share? (very likely)

A couple years ago we took on a project for the number two Global compliance testing company to change their sales culture. Their existing engineers were not up-selling or opening new doors and the company wanted to improve annual sales.

With the assistance of an assigned internal recruiter who hired engineers for support, we identified, interviewed and facilitated 22 hires for the company. They replaced their engineer sales model with hunters and their numbers sky rocketed. This project was completed in 18 months and all sales people hired were still there after a two year stint. I realize this retention is hard to duplicate.

The project also required a VP of Sales change as the previous one was of the engineer mindset. The whole project was expensive but ended up paying for itself.

A methodology that is less expensive is hiring an inside sales person to set interviews for your existing sales team. This can be a home run type of asset if the process is directed by a Sales Director with experience creating new business in this manner. At worst case, one high activity sales person given direction and support from the Director can really pop your sales effort.

This could also cost you since there are many technical sales engineer types who still may not get it and need to be trained on “how to”. Again, the right Director can adjust to selling styles of those types and set appointments accordingly.

The “right” Director will be responsible for targeting key accounts, identifying the most profitable ones for your services based on company history, training, managing follow up and driving new appointments. This will lead to more sales. Every sales person appreciates new potential business and your retention of sales people will be higher when you furnish a lead resulting in new business. Everyone wins.

Sales Story

Mike McCandlish — Wed, 16 Jun 2010 17:46:36 +0000

Sales Hiring Update motivating sales story today…
Hello hiring managers. For the monthly update, I’d like to share a sales story that happened in our office last week.
We’re located in a commercial area for easy access and each recruiter works with the ability to close the door and converse privately.
Last Wednesday, someone came in to the lobby and was making unfamiliar noises that resonated through our entire office, startling everyone. There wasn’t anyone in the lobby to greet them, so this person started yelling loudly, making sounds like someone was trying to speak and couldn’t.
We all ran out of our offices and encountered a sales person cold calling to sell a sign language booklet. The paper she abruptly put up to my face displayed the deaf alphabet.
I’ve seen this before but it didn’t have the impact of her approach. My first instinct was to say “no thank you” and when I did she nodded ok and without hesitation kept walking out the door to the business across the street. No car, just walking door to door.
This sales process was as pure as it gets; prospecting for a client, smiling and happy to make a presentation…then moving on after our refusal. She was on her way to a yes answer and definitely understood it’s a numbers game. There was no hesitation in her approach and she seemed driven to get to her next prospect.
By the time I came to my senses, she had walked across the street and was briskly working her way through a retail shopping area, when I caught up with her. She recognized me, smiled briefly and again when I handed her a ten dollar bill. She smiled a thank you, putting the money away and kept walking. I visualized winning the lottery and handing her more, but not so today.
Being an emotional, Irish sales person myself, the whole event made me appreciate our ability to communicate to friends, candidates and clients. This sales person, with her obvious handicap was not letting it stop her from earning a living.
In a world where attitudes of entitlement run rampant, here’s to all the sales people who do the best with what they have!
Hopefully, your sales staff appreciates their abilities and uses them as confidently as our cold caller did.
To review past Sales Hiring Updates, go to www.saleshiringblog.com.
Next month’s update will include the top 5 reasons why sales hiring can be trickier than other positions within the enterprise.
“The McCandlish Group is the only retained recruiting firm that specializes in sales management hiring and is compensated only when you hire our candidate…at substantially less than other leading retained firms.”