Промышленный лизинг Промышленный лизинг  Методички 

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dedicated to building and managing the sales team, focuses on providing the insights and tools to recruit and staff the sales organization and to train and coach them to do their very best. It also provides insight into the nature of the sales professional to help you understand how to motivate your team and thus succeed in the marketplace.

Recruiting

Recruiting the best talent for your sales organization is one of the three pillars of your role: recruit, train, and coach. It is too common for managers to be drawn into desperation and time constraints when filling a sales role- they react to the fear of an open territory with the philosophy that any warm body will do. While this might offer a stopgap solution and at times might even result in a successful hire, it is not a good approach to recruiting. The Coming Out story at the beginning of the chapter depicted a firm that, in a desperate need for new revenue streams, selected current employees who were outgoing and friendly and assigned them to a sales role. Without professional sales management, those friendly folks were destined for failure because the sales profession is not solely personality driven; there are specific qualities and characteristics that are common to successful sales professionals.

To help establish your recruiting processes, this section reviews a standard sales job description and details the core skills and competencies that are common to successful sales professionals. This will help you to understand whom to hire. Next, this section details where you can look for these candidates and, finally, how to evaluate them through the interview process. Although there is a data-driven approach to recruiting a sales organization, dont get buried in mechanics and forget to use your gut. Even more important than evaluating your candidates along set competency lines, the most critical thing to ask when recruiting a sales professional is whether he or she is ready to bust a move. Try to find people who are at a point in their career where they have enough experience but are blocked by something, for example, an income cap or no prospects for advancement. Hire people who will take responsibility for their own success. If you follow this philosophy, you cant go wrong.

Job Description. The first step in recruiting professionals to join your team is the development of an employee job description. The job description documents a jobs major functions or duties, responsibilities, and/or other critical features, such as skills and attributes required, education requirement, and position classification. Based on your organizations needs, the job description may be specific and detailed or generic and general. The job description is an important recruiting tool, because it ensures that the candidate clearly understands the duties and expectations associated with the



Position Title Employee Status Employee Name Office Location

Department Supervisor

Effective Date

Primary duties:

Develop and implement sales plans for assigned accounts, create prospecting campaigns, maintain sales activity in CRM tool, negotiate and close deals

Additional duties:

Act as client advocate, communicate client needs effectively to staff, perform client satisfaction audits, other duties as assigned

Skills required:

Proven consultative selling skills, excellent verbal and written communication skills,superior organizational skills,deep computer proficiency

Attributes required:

Flexibility and ability to work under tight deadlines; ability to multitask; comfortable with change; able to command

respect;high degree of integrity;creative,innovative,and brave

Education/experience:

College degree or commensurate work experience

Position classification:

Exempt or nonexempt

Exhibit 4.2 Standard Categories for Sales Job Description

specific sales job. This helps you to achieve a win-win hire, in which the new hire understands his or her role clearly, and you have a clear road map as to how this sales professional will fit into your organization.

Standard categories to include in your job description, with sample detail included in the duties, skills, and attributes categories, are shown in Exhibit 4.2.

While the job description provides you with great insight into the skills and attributes you are looking for, it is important that you stay connected to the recruitment philosophy of looking for sales professionals. Do not try too hard to make somebody into a sales professional. Key skills and attributes to look for include:

Discipline Competitiveness




Proven sales success High activity in past roles Fearless on the phone Hungry to learn

Willing to be responsible for their own success Sturdy and relentless-not deterred by no

Sourcing Candidates. Now that you know what you are looking for in candidates, where do you find them? Depending on the size of your firm, you might have a human resources or staffing team available to help you locate sales professionals, and help from these internal partners can be extremely valuable. In addition, ways to source candidates for your sales organization include:

Partner with recruiters. Dont hesitate to employ corporate recruiters and outside recruiting firms; they form long-term relationships with leading sales professionals and have the lead on when certain high-performing individuals might be ready for a career move.

Answer the phone. Sales professionals who are at the point in their career at which they know what they want and where they want to go will often target you. Respond to those who cold call you-a new superstar might be on the other end of the line.

Institute a referral system. Referral programs teach employees to be internal headhunters and result in prescreened candidates for you. Cash is the most popular award given to employees who refer individuals, with awards varying based on the role being filled. For example, FTI offers a bonus of $5,000 for any sales referral hire. In addition to being an excellent recruiting tool, the referral system also results in improved retention rates.

Remember who has called on you in the past and impressed you. Go through your Rolodex and call those sales professionals you have met in the course of doing business. Seek out those who have sold you, those whom you wanted to buy from. Call them.

Ask your clients. Reach out to your clients for names of sales professionals with whom they have been impressed over the years.

Interviewing Tactics. The next step in hiring sales professionals is the actual interview process. Possible interviewing questions include:

Tell me about a time you identified a problem and came up with the solution? What did you do? Why did you follow that course of action? Were there other alternatives you could have pursued?



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