Client Interview – Martin Beukhof on Sales Process

Martin Beukhof, President, Quality Business Solutions

Hiring Mistakes Eliminated with SGS Sales Recruiting Screening Process

The Challenge:

After some miss-hires, the company wanted to hire a salespeople who would succeed in its rapidly changing sales environment.

What did you need help with?

“When I was previously looking for a salespeople, I usually yielded to the temptation to hire someone who was recommended by a respected team member. The interviews usually went well and we hired. But, we ended up living with far too many mistakes. It was counterproductive to our growth effort.”

“This time around, I wanted to use a structured approach to stack the deck in our favor and avoid the same hiring mistakes.”

What stood out about SGS that made you want to work with them?

“What impressed me about SGS was their assessment scoring system that appealed to my strong analytical side. The results would give me a clearer, deeper understanding of candidates’ sales strengths and weaknesses in our sales environment, because SGS would tailor it for QBS.”

How did SGS help?

“We used SGS’ template for writing our recruiting ad, which attracted more qualified candidates than my previous process. They all took the Express Screen. Then we reviewed the dashboard report for each one, including the ‘confidence’ factor, or how trustworthy the findings are based on how consistent the answers are. After the telephone screening step, we interviewed the three who bubbled up to the top.”

“It was really surprising to learn that the two top finalists who had scored quite similarly actually had polar opposite personalities. That punctuated the exact reason why hiring a salesperson should not be based on personality testing alone.”

“In addition to walking us through a structured recruiting/hiring process, Danita helped me stay focused on and committed to the process. At one point, when no one had passed the Express Screen, I panicked. Without her coaching, I would have surely let my impatience get the best of me and hire one of them.”

“One of Danita’s best traits is that she’s not afraid to tell me something I may not agree with. In my book, that’s what makes her a trustworthy consultant. The development plan based on the assessment results is a great follow-up that provides coaching guidance for improving any weaknesses.”

How is the new hire performing?

“Way ahead of the predecessor, which indicates to me a good connection with prospects. Our new person closed on two clients right away and has another two or three brewing. And, although corporate deals take longer to nurture, one is already in the bag, which the predecessors didn’t do in an entire year.”

Company Background:

Quality Business Solutions provides Information Technology consultants and business solutions to companies in the Twin Cities area. They provide staff augmentation at all levels of IT and also develop IT solutions for businesses. Main practice areas include protecting and securing information related to: Payment Card information, Personally Identifiable Information and Personal Health information.

Sales Growth Question: What steps have you taken to avoid common hiring mistakes?

Sales Growth Lesson: Following a structured recruiting/hiring process will ensure that you attract the right caliber sales candidate.

To learn more download the sales hiring assessments ebook.

May 31, 2011 | Filed Under Sales Recruiting | Leave a Comment

Client Interview – Bruce Hanson on Recruiting Process

Bruce Hanson, CEO, Andrew Tool/Superior Tool CEO

Skeptical Client Converts to the SGS Sales Talent Screening Process

The Challenge:

Recognizing that the previous recruiting efforts for a new business development sales people had not been successful, Bruce wanted to recruit salespeople who could, and would, successfully sell in their environment. In addition, they wanted help developing a compensation plan that was not aligned with the business growth plan, but would also attractive top producers and retain successful salespeople.

What prompted you to contact Sales Growth Specialists?

“Our growth objectives, plain and simple. We wanted salespeople that could open doors for us. Once we get in front of a prospect, we’re generally quite successful in closing business. But we’re not good at that first essential step.”

Why did you ultimately choose to work with SGS?

“First, you need to know that I don’t like consultants, and I don’t trust salespeople. So I approached SGS very skeptically. However, I was intrigued with the assessment tool and their process.”

“Instead of rushing into recruiting mode, we started by assessing our three current salespeople to see if any of them might be a match. Although the results indicated none of them would likely be successful, the power of the tool became evident.”

Would you recommend SGS’ process?

“I would. The assessment is a remarkable tool that anchors their process. It’s the first of its kind that exposes weaknesses. Most just pat you on the back. Plus, it’s directly related to the candidate’s ability to sell as opposed to personality indexes.”

“In addition, you need the right folks to help relate assessment results to job requirements. You have to trust those people as much as you trust the tool. I have become a firm believer in both. SGS has won my respect by demonstrating they can tailor their process to the selling environment.”

How would you compare SGS’ process to a typical recruiter?

“There are several differences. SGS’ assessment tool is more statistically valid than a recruiter’s subjective approach of reviewing a resume and telephone screening. They did a nice job of looking over our job description and translating it into an effective recruiting ad that attracted the right kind of candidates. Plus, their insights helped us structure a compensation plan that would not only attract good candidates, but also retain a successful new business development professionals. For us, it was more cost-effective than working with a recruiter.”

Is your new salesperson meeting expectations?

“Early indications are quite positive. We’ve seen a lot of activity, and I would say we’re off to a good start.”

Andrew Tool & Machining is known for:

Extreme tight tolerance machining complemented by effective process development design/build custom engineering
On-time delivery and uncompromised precision
Latest manufacturing technology and highly skilled and creative manufacturing engineers and machinists

Sales Growth Question: What type of assessment tool and compensation plan do you use to attract the right sales candidate?

Sales Growth Lesson: Using an effective assessment tool and compensation plan will ensure the success of your sales team.

Get this free sales recruiting white paper now.

May 23, 2011 | Filed Under Sales Recruiting | Leave a Comment

The Future of Sales Leadership

In my Transformational Leadership class at Bethel University, we’ve been talking about the changing role of leadership in light of the unusual political, economic, and technology-disruptive climate that we operate in. We live in a time that is highly volatile, uncertain, complex and ambiguous. These times call for a different type of leader – and it definitely calls for a different approach for sales leaders. This summary, based on The New Normal, presents the challenge for us:

Leadership is less about promising results,
it’s more about delivering candor.

Leadership is less about solving problems,
it’s more about framing the problem to help the team own the problem.

Leadership is less and less about the charisma or competence of one or a few,
it’s more and more about the collaborative effort of many.

Leadership is less about controlling events,
it’s more about interpreting them.

Leadership is less about being learned (technical mastery),
it’s more and more about being a learner.

Leadership is less about the exercise of formal authority,
it’s more about the expression of moral authority.

Leadership is less about achieving short-term results
it’s and more about fostering a healthy culture.

Based on The New Normal by Roger McNamee

Sales Growth Question: What influence do you have as a great sales leader to ensure that every sales person reach their targets?

Sales Growth Lesson: Every single possible moment, a sales leader needs to look for ways to enhance their salespeople trust in them.

May 9, 2011 | Filed Under Sales Leadership | Leave a Comment

Top 10 for Accelerating Sales Efforts

Top 10 Tip for Accelerating Sales I recently attended Minnesota High Tech’s Spring Conference. They had a great lineup of presenters and speakers. One of the highlights for me was a session where Doug Ruth shared his Top 10 Recommendations for Start-Ups. Interestingly, many of these Top 10 even apply to established companies that are in need of accelerating their sales efforts. Here are Doug’s Top 10 from the “Art of the Start.” Each of Doug’s statements is followed by my short commentary about the application to growing sales.

Great ideas required even greater execution. – Great sales efforts require consistent execution on the core fundamentals of Process, People, Purpose and Plans.
Don’t underestimate the pitch. – Don’t underestimate the importance of a well-honed Elevator Speech and Key Pain Questions to facilitate the sales conversation. Work with your team to develop those until they are second nature.
Find Patient Capital. An overnight success will take 10 years. – Develop Your Plan and Work Your Plan – Again, sales is about consistent execution.
Create Velocity. Team working target. Get Operating Team fun. – Get momentum on your side. Celebrate and leverage successes.
Progress not Perfection. Big Discoveries come out of big mistakes. – Celebrate failures and learn the lessons. Then, keep moving forward.
Judo Strategy. Ask yourself, “How do I use a speed boat get around the barge?” – Nurture a Can-Do Attitude. Invite the entire team to focus what can be done to deal with obstacles; don’t allow any victim talk or blame gaming.
Let Markets Find Flow – Know your Target Market. Then point your sales staff in that direction.
Be Capital Influenced – Follow the money. Understand the client’s business situation and how your can help them reach their goals.
Passion Feeds Passion – Ensure that your sales team are passionate about they value they provide your clients. Build a culture where they like coming to work every day. Help them feel the passion.
Don’t Sell to Atheists – Help your sales team understand “Always. Sometimes. Never,” i.e. help them quickly qualify those who will purchase vs. won’t purchase. Then, provide insight on how they can get the “sometimes” off the fence.