You can always find much discussion on how to hire top sales people and how to recognise and find people who can be top producers.  However, when is it time to give up, admit your mistake and let a sales person go?  Other than unacceptable performance, dishonesty or blatant unprofessional behaviour, is there a time when you need to fire a sales person?

Sometimes you may need to rid your organisation of a weak link-in-the-chain, not only for the benefit of the team, but for that sales person as well. Below are three tips on those situations when you need to consider “cutting bait.”   

Note: Before ever considering any of the following situations, you first need to make sure that you have done your job—completely.

• Has this sales person received all of the necessary training?
• Does the sales person have access to all of the needed sales support tools?
• Have you done all you can do to properly motivate and lead the sales person? 
• Have you talked to, and more importantly, listened to the sales person?

If you can answer yes to all of the above, then consider watching for the following scenarios.

#1. The Walking Personal Problem
We all have our share of personal problems, and a shortage of money often magnifies them.  However, some people not only appear to have a disproportionate share of problems, but have major difficulty keeping their problems from disrupting their work.  I am not talking about the sales person who has that unfortunate incident here and there. 

I am referring to that individual who seems to have some major catastrophe every single week! Every other day, some personal situation has the sales person completely distracted or out of the field entirely.  Understand that it is not a matter of having empathy (or the lack thereof) for the sales person.  If the person is unable to perform and earn a respectable sales person’s wage; then to dismiss the individual is in their best interest as well as yours.

#2: I Did It My Way
In every sales process, there is plenty of room for sales people to be themselves and integrate their own personality and style.  However, there are also areas that your company has decided are standard practice.   For some systems, processes or logistics you have an established S.O.P. (Standard Operating Procedure).   That is, of course until that sales person comes along who is determined to change everything.

I am not referring to that sales professional who thinks out of the box, or that enterprising old pro who likes to try new things.  I am talking about that one that, with little or no experience and knowledge, feels he or she knows better than everyone in the industry knows, and is going to do everything the exact opposite of what the book says.   If they want your position…let them find it at another company.

#3: The Sower of Negative Seed
Occasionally you will have the pleasure to employ that sales person who is a walking pile of negative energy.  That person is pessimistic about being a pessimist.  It may not be too bad if these people could keep their depressing thoughts to themselves.  Invariably though, these naysayers spread their doom and gloom like a religion. 

That unconstructive attitude is contagious and can grow in your organisation like a cancer.  It doesn’t matter if this person is a top producer (which is unlikely); you need to jettison this individual straight away.   

If you have a sales person who is not performing at least to minimum standards, you are not doing them any justice to keep them on.   Do everyone a favour and allow him or her to seek other employment.

Happy Selling!

Sean

Sean McPheat
Bestselling Author, Sales Authority & Speaker On Modern Day Selling Methods 

MTD Sales Training

Have you downloaded my latest report “The Sales Person’s Crisis”? Over 10,000 sales pros have.

Click on the image below to find out why you’re very existence as a sales person is in doubt…

With the advent of the Internet and numerous sites like CareerBuilder and LinkedIn, job searching has become largely electronic.  Yet finding top sales people, especially those who will become long-term loyal assets to your firm, remains a difficult task. 

However, with all of our advanced technology, word-of-mouth is still a powerful and effective tool, not only in selling, but in recruiting sales people as well.   When sales people are doing well, making good money and happy in their position, it seems natural that they would tell their friends.   Nevertheless, it does not happen automatically. 

Below are a few thoughts to help you focus more on personal recruiting to build your sales team.

Winners Associate with Other Winners
Top sales producers usually have friends who possess like qualities.  As the old adage says, “Birds of a feather flock together.” Chances are your best sales person knows people who are as enthusiastic, hard working and determined as he or she is, and in this economy, the odds that one of those people is looking for a new opportunity are good.  

Offer Personal Recruiting Incentives
Offer some incentives for those who refer other sales people for a position with your firm.  Perhaps you give some small inducement for those who submit a qualified resume.  Then, more for those who interview, and even more for those who sign on.  Then you can offer an additional reward for those who refer sales people that you hire and that attain some basic level of performance. 

Monthly or Quarterly Recruitment Lunch
Have a regularly scheduled recruitment luncheon or outing, in where members of the sales team invite friends and relatives they feel may have the qualifications and interest to join your firm.   

Sales Help Wanted Advertising
In constructing your next ad to hire sales people, get some input from your sales team.  Ask your sales people what type of ad would attract them and people like them.  This will also help sales people to begin thinking about people they know who may be likely candidates for the job.

Help your sales people spread the word to grow their team.  You will build a stronger, more loyal sales force and save some advertising money as well.   

Happy Selling!

Sean

Sean McPheat
Bestselling Author, Sales Authority & Speaker On Modern Day Selling Methods 

MTD Sales Training

Have you downloaded my latest report “The Sales Person’s Crisis”? Over 10,000 sales pros have.

Click on the image below to find out why you’re very existence as a sales person is in doubt…

You probably know already that I often speak and write about the evolution of the modern-day buyer.  

However, simply adapting to some new and advanced techniques is not enough.  Today’s sales professional has to evolve along with the modern-day buyer in every aspect.  So, let’s take a moment and identify some of the qualities needed for today’s modern-day sales professional.  

#1:  Today’s Sales Professional is a True Believer
You have to believe wholeheartedly in what you do and sell.  However today, that requirement is more important than ever before.  Today’s consumer is so up to date on your industry and is willing to play you off with the competition, that you need an unwavering conviction in your product, service and company more so now than at any time in the past. 

Today’s buyer will test you, like never before.  Current clients threaten to leave; prospects demand more for less, and the economy bites at your profits. If you do not know in your heart that your product, service and pricing is the best value and benefit for the customer, you have a problem.  

#2: Today’s Sales Professional is an Expert
Today’s modern consumer is educated and has access to more information about you and what you sell, than ever before in history.   It’s not uncommon for the prospect to know as much or even more than the sales person about their product or service.   Having rudimentary information, experience and skill about what you do is no longer acceptable.  Today you must be a bona-fide expert in your field, which requires hundreds, perhaps thousands of hours of study and due diligence. 

#3: Today’s Sales Professional is Technologically Advanced
If you are not yet making the most use of current technology you are a dinosaur awaiting extinction.  Things like CRM maximisation, sales process management, time management, multi-media, e-marketing, e-prospecting, and social networking avenues and techniques are no longer a luxury—they are the foundation of your business. 

If you are still using sticky-notes to follow up on prospects, a hand-written time and appointment scheduling system and you have no idea of how to integrate your message into sites like LinkedIn; then you are operating in the past. 

#4: Today’s Sales Professional Has a Plan
Nothing that you do today as a modern-day sales person should be by sheer fluke.  Everything you do should be part of a sophisticated and well thought out plan, from your daily work schedule, to your sales interaction to your answers to objections.  Today’s professional has all of these things planned out in advance and is never caught by surprise.   If you do not already know exactly what objections you will get, precisely how many telephone calls you need to make next week; how many emails you need to send out or how many proposals you must write to reach your goals, then you have not arrived.

#5: Today’s Sales Professional is a Performance Analyst
In addition to knowing how to gather all of your sales performance data via sophisticated CRM software, you must know what to do with the information.  While today’s modern sales professionals works hard; they work smart. 

When sales are off, it is not always the result of not closing enough sales.  In fact, slow sales may not have anything to do with your closing average.  You must know how to analyse your performance to know exactly where you need to make changes or improvements.   Perhaps the problem is the length of response time to web inquirers, or maybe it is that you are having a problem with gatekeeper screens.   Yet still, maybe your lack of sales is due to prospects that stagnate in the sales process that you never get a chance to close. 

#6: Today’s Sales Professional Uses Updated Sales Techniques
It is clear that the sales techniques of the past are not as effective as they once were – take cold calling as an example. Today’s sales professional has continued to study and learn new modern sales approaches.  Gone are the days of the smile and dial rhetoric, and the old pitch mentality meant to slam the prospect with benefits.  Today’s professional understands how to uncover problems, expose needs and offer solutions.   The modern sales expert is an advisor. 

Today’s sales professional has evolved along with the modern-day buyer, make sure you upgrade your game!

Happy Modern Day Selling!

Sean

Sean McPheat
Bestselling Author, Sales Authority & Speaker On Modern Day Selling Methods 

MTD Sales Training

Have you downloaded my latest report “The Sales Person’s Crisis”? Over 10,000 sales pros have.

Click on the image below to find out why you’re very existence as a sales person is in doubt…

Hiring the right sales people is a difficult task and this little role playing scenario will help.  Keep in mind that this is not to be used as the only deciding factor in your hiring choice.  We also recommend that you test (with assessments and also during the interview) for competencies, skills, attitude and ability. This is just a useful exercise to test their current mindset and how they currently handle resistence - it’s just a tool that can help you gain a deeper insight into the sales person’s character.

In, “An Effective Way To Identify Top Sales People,” I proposed a role playing situation to use with the sales applicant.  The sales person plays the part of a fire equipment sales person and the interviewer is the prospect.

Sales Person:

“James, based upon your requirements I have determined that the only system that will adequately protect you and your family in the event of a fire is four of our heat detectors and two of the smoke models.  This is because you have so much electronic equipment, that a fire is likely to be one that produces little smoke.  So your fire protection system comes to £1,300.”

The prospect offers some resistance:

“Well, that looks good.  But it is much more than I had in mind.  I was planning on spending closer to £800, maybe £900 tops.  What can you do for me for that much?” 

Now, see how the sales person handles this resistance.

The Typical Response
The typical response you will get from the average sales person is the one who immediately begins to work the math and reduce the offer to meet the prospect’s price. As an example:

“Well, James, what if we went with just two of the heat detectors and two of the smoke detectors?  That would be a total of only £800.  Can we go with that?” 

Potential Integrity Problems: The sales person who quickly chooses the above option could be a problem.  First, you clearly said that the sales person’s proposed offer was the only system that would, “…adequately protect you and your family in the event of a fire…”  Therefore, how can the sales person immediately change the system? Anything other than what was first proposed is obviously inadequate.  If another, lesser system will work, then why did the sales person propose the first system?

Is this the type of sales person that is willing to do anything to make the sale?  Is this a sales person who will look at commissions above the needs of the client?

Listening Skills: Perhaps the sales person never really heard what you said when proposing the role play.  This too can be a problem.  It is likely that the problem is some combination of the two: poor listening skills and professional integrity.

The Second Response
Then, you will get the sales person who tries to get the prospect to raise his price a little in effort to strike a deal.  The sales person will ask you (as the interviewer) if he or she has some flexibility to offer a discount, and then close on a price drop.

“Well, James, we can’t go as low as £800 but let me see if I can get you a better deal.  Could you work with £1,100?”

Price Only Sales Person with Poor Listening Skills
This too can be a problem when it is the sales person’s first choice.  Is this the sales person who, as soon as a prospect says, “Boo…” is ready to drop the price? Also there is a real problem with listening skills here as well. The prospect never said that he could not afford to pay the original £1,300.  All he said was that it was more than he had in mind and asked for a lower price.

The Best Response
The best response you can get from the sales applicant is the one who continues to build the value on the original offer.   You want that sales person who comes up with value building statements and stands firm.

“James, as I said, the system I proposed for you is the only thing that will adequately protect you and your family.  Think of the value of your home and possessions, let alone the safety of your loved ones…”

You’ll see that these sales people will ask questions about the objection to qualify it and to find out more information about it.

The Ultimate Test
When you get that sales person that remains firm and continues to build value and ask further questions…do not give in!  As the prospect, remain solid on your £800 or £900 and do not budge. Test to see if they are an order taker or if they have currently got a good level of negotiation nouse.

Remember, this is only one of the methods used to test the sales person’s CURRENT mindset and approach to selling. You’ll also want to get them to complete assessments and personality tests to get a rounded view but this quick scenario can give you some insight into how they are currently approaching their selling and will give you some more information to work on.

Happy Selling,

Sean

Sean McPheat
Bestselling Author, Sales Authority & Speaker On Modern Day Selling Methods 

MTD Sales Training

Have you downloaded my latest report “The Sales Person’s Crisis”? Over 10,000 sales pros have.

Click on the image below to find out why you’re very existence as a sales person is in doubt…

Finding and hiring good people is a challenge in any industry.  However, identifying and hiring people who can become top sales producers is a monumental feat few have been able to achieve with any level of consistency.

However, I have found that this one test, this short role-playing scenario, can help you identify people who have all of the necessary traits that make top producers.  Use this during the interview process and it will give you a deeper insight into the candidate’s personality and help you uncover some diamonds in the rough. 

The Concept
This idea is far more sophisticated and modern than the old sales interview role play of, “If you are such a good sales person, then sell me something.”  This role play will help you learn more about the applicant’s disposition in key areas such as integrity and listening skills.  It accomplishes this by posing a challenge to the sales person that is not exactly what it seems. 

Below is a generic example of this role play.  Of course you can alter it significantly to fit your industry and selling situation. However, you can use this example as it is with small changes to the wording.  

The Role Play
Towards the end of the interview, propose this scenario:

Interviewer:   
Suppose you sell home fire protection equipment: fire alarms, heat and smoke detectors.  You sell two types:

Type A: Heat detectors that sell for £250 each
Type B: Smoke detectors that sell for £150 each

I am the prospect and during the sales interaction you tell me…

“Mr Prospect, I have done a complete and thorough analysis of your needs.  And I have determined that the only system that will adequately protect you and your family in the event of a fire is four of our heat detectors and two of the smoke models.  This is because you have so much electronic equipment, that a fire is likely to be one that produces little smoke.  So your fire protection system comes to £1,300.”

As the prospect I answer with this objection:

“Well, that looks good.  But it is much more than I had in mind.  I was planning on spending closer to £800, maybe £900 tops.  What can you do for me for that much?” 

How would you handle that objection?

The Answer
Now you have the sales person role play his or her answer to the objection with you.  The key is that the sales person will do whatever he or she can to “sell” you and close the sale (since this is an interview for a sales position).  However, how the sales person goes about answering this objection, speaks volumes about his or her personality, honesty, professionalism and true potential. 

Three Responses
You will usually get one of three types of responses to the above role playing objection:

1. The sales person who immediately begins to work the math and discount or change the offer to meet the prospect’s price.

2. The sales person who attempts to get the prospect to come up a little, as he or she slightly lowers the pricing or the offer to find some middle ground.

3. The sales person who refuses to drop the price or alter the offer in any way, and continues to build value and close on the original offer at the original quoted price.

What does each response say about the salesperson?

Check out the next posting on: Nov 11, 2011:
 - The Ultimate Test For Hiring Top Sales People

Happy Selling,

Sean

Sean McPheat
Bestselling Author, Sales Authority & Speaker On Modern Day Selling Methods 

MTD Sales Training

Have you downloaded my latest report “The Sales Person’s Crisis”? Over 10,000 sales pros have.

Click on the image below to find out why you’re very existence as a sales person is in doubt…

I’ve been receiving a lot of CV’s lately from sales professionals who have either been made redundant who like what we do and want to work for MTD!

A lot of them talk a good game and have very impressive CV’s but who do you choose?

And if you’ve been recruiting for sales positions then you probably know what I mean.

So how do you make your hiring decision?

What do you base your decision on?

Well, I’ve written a lot about what criteria you should use for making your sales recruitment decisions here but when all is said and done you need to ask yourself one question:

“Would you mind if this person worked for your biggest competitor?”

Answering that question will enlighten you as to whether you want to take this sales person on.

Try it!

It works like a treat!

Happy Selling!

Sean

Sean McPheat
The UK’s #1 Authority On Modern Day Selling
MTD Sales Training
MTD Sales Blog

Have you downloaded my latest report yet? “The Sales Person’s Crisis” has been downloaded by over 10,000 sales pros and entrepreneurs. Don’t miss this unique report that lifts the lid on modern day selling!

Click on the image below to find out why you’re very existence as a sales person is in doubt…

Finding and hiring good people is difficult in any industry.

However, recruiting top sales people presents a plethora of unique challenges for the sales manager not found when hiring any other employee demographic. The main reason is that it is extremely difficult to predict who will be a top sales person. History tells us that the best sales people do not always come in the form of job candidates who have the most experience or the people who have the best looking resumes.

The sales profession, like no other occupation, requires distinct yet often un-identifiable characteristics from those who are to succeed at the highest levels. Selling rewards hard work and perseverance in ways that no other job can and therefore success depends largely on the individual’s personal effort. In addition, because personal effort relies on how much the sales person believes in the product or service for which they sell, a sales person can fail at selling one product, yet be very successful at selling another and visa versa.

Ultimately, sales success depends as much on the individual’s personality and character as it does on experience and knowledge. Good sales people come in all different packages and recognising them is much like digging for diamonds in a coal mine. Therefore, when hiring good sales people, you must be able to assess the individual’s character traits and personality assets in addition to work history and experience.

You may have found that traditional hiring concepts and conventional assessment and evaluation strategies are not as effective when it comes to hiring sales people. The successful sales person possesses a unique set of personality characteristics and life experiences and therefore, to find, recognise and hire good sales people requires an equally unorthodox hiring process.

This template will give you some tips on how to better recognise people who may possess the variables needed to succeed in your business and a check list to help you make better hiring decisions on a consistent bases.

The information and advice contained in this document is compiled from more than 30 years of practical, real-world hiring experiences and not from scientific assessment testing or psychological theories. This information represents a study of hundreds of successful sales people and presents traits that are common in the majority of them.

This strategy is not foolproof, but it will help you find more of those people with the potential to become sales superstars in your field. Remember that a “diamond in the rough” first appears as a lump of coal.

How to Recognise Sales Potential
As mentioned, because a sales person has shown success with one company or product, does not mean that he or she will achieve equal results with your firm, which is why we use the term, “potential.”

First, we will examine some tips on how to distinguish signs of “success potential” in resumes and job applications. Then we will explore interviewing techniques and finally, we will present a checklist for you to use as you build your sales organisation.

The Resume or Employment Application
Often when examining the resumes of good sales people, issues that appear to be “red flags” or areas of concern may actually be positive signs.

Conversely, items that first look like positive traits may be clues to potential problem areas. So let us look at some suggestions on how to better discern sales potential from a resume and the logic and reasoning behind each.

1. Unstable or Inconsistent Job History:
A person with an unstable work history is usually the first applicant to pass over when making a hiring decision. However, this apparent negative trait for most jobs may be a positive attribute for sales people. With the exception of actors and models, entry-level sales people are the most victimised by unethical companies by misleading recruiting techniques and fraud.

Sales people, especially early in their careers, are easy prey for firms that make outlandish promises and use deceptive hiring practices, and recognising such companies takes many years of industry experience. Also, many entry-level sales positions, requiring little or no experience, offer a dead-end career path with minimal training and no potential for long-term growth. The result is that many sales people “bounce around” in the beginning of their career trying to find a quality firm, with a legitimate opportunity that delivers what they say.

This often means that the sales person, in spite of constant disappointment and failed attempts, continued to persevere, which can be a very good sign.

Also, realise that the sales profession involves the selling of thousands of products and services and while a person may change the product, they are still in the same profession. Someone who spent six months as a bookkeeper, then invested six months training to be a nurse, then worked for eight months training to sell property, is someone who has changed career paths multiple times and has no consistency.

However, a sales person who sold water purifiers for six months then sold air filtration systems for a year, then worked for a home carpet cleaning company, is someone who continued on the same career path of sales and in the same area of selling home improvement products. Often this is the only way for sales people to grow their industry knowledge and income. However, such a past will reflect badly on a resume.

Of course, this does not mean that someone with a stable employment history is a poor sales person. It simply means that you should take a transparent view into the resume of a sales person and do not be too quick to dismiss the candidate that has the “shaky” resume. Look for a consistent “theme” in the job history.

2. Income History and Requirements
You should always ask applicants to report past salary and earnings history as well as their present income requirements on their resume. Earned income is the primary common denominator in the sales profession.

Since products and services vary widely, the only true measurement of past success is income. A true sales professional is also aware of this and will openly and routinely state income and needs on his or her resume. Be careful of applications that leave out salary history, even though it was requested. Give special attention to those who not only display past earnings openly, but also break the earnings down into the percentage of commission verses base salary.

Contrary to popular belief, most sales positions do not offer an unlimited income. As a sales manager, you should know what ‘is an average’, what ‘is expected’ and what ‘is exceptional’. If a sales person requires an income that is beyond the capabilities of the position, the manager should make this clear.

Therefore, in addition to past income, you should ask applicants to include their income requirements on their resume or application. Be careful of the applicants who leave this out, people who have trouble stating what they need often have trouble asking clients for an order.

3. No Experience needed If you’re hiring for an entry-level position where sales people need no experience, here are a few things to look out for:

1. A good aptitude for math’s and numbers
2. A military background
3. Participation in organised sports
4. A history of reaching goals or winning contests and awards of any nature

4. Other Resume Tips

GOOD
• Positive reports of past employers
• Moving up, reasons for leaving
• Neat and well organised
• Very small gaps between jobs

NOT SO GOOD• Too much usage of I, me or my
• Negative talk of old bosses
• Dissatisfaction, problems, reasons
• Careless errors
• Long gaps or NO gaps between

Now that you have some potential candidates in mind, it is time to meet them and make some decisions.

Interviewing Techniques
You should view honesty and integrity above all qualifications when it comes to hiring sale people. You have to find people who will NOT do anything for money. You have to find people who CAN NOT and WILL NOT sell anything to anybody. Find people who are honest and believe in your product, company and mission, and you will build a strong sales team. Here is a process:

1. Sell the Sales Person: You must first sell the candidate on your company and product just as strongly as if they were a prospective customer.
2. Verify the Sale: When you have made your case, ask the applicant questions as to their belief in the product and company and industry. Ask the applicant if they can understand why customers NEED the product.
3. Executive Summary: Ask the applicant to give you a general overview of their past experience and history.
4. Ask Specific Job Qualifying Questions: Verify whatever technical qualifications the successful candidate must posses.
5. Ask General Questions: Ask many simple personal and job related questions:

• What were your responsibilities at ABC Company?
• Why did you leave?
• What didn’t you like about the product, company/management?
• When do you want to retire?
• How do you set up your daily/weekly work schedule?
• What is your favorite sports team?
• How do you set sales goals? Give some examples of personal goals you’ve set yourself?
• What was your goal when you graduated high school?
• Do you feel you have failed/achieved that goal?
• What is the last book you read

6. Truth or Dare: After the above process, the sales person hopefully will be more relaxed and confident. This is essential for the next phase. You want to ask a question or questions of an ethical nature. Pose scenarios or role-playing examples.

You do want a question that is “black and white” such as; ‘to steal or not to steal’. Rather than pose situations with more of a “gray area, like; ‘your customer believes that his three-year warranty has expired and is ready to buy a new three-year warranty. The fact is, the customer is mistaken and actually has one year remaining on his old policy.

Do you inform the customer that he still has one year on his current warranty and does not HAVE to buy a new one today, or do you make the sale anyway, knowing that you extended the customer’s coverage by an additional two years?

The Deciding Factor
In making your final decision for hiring a sales person, ask yourself this question: Would you take total responsibility for this person’s success or failure?

As a sales manager, you must take the success of your sales team, personally. If the sales person fails—YOU failed. Would you take personal and financial responsibility if the person you hire does not obtain at least average success with your company? Would you pay the sales person’s rent, food, and bills out of your own pocket if he or she cannot?

Of course, such things are not required of you. However, this is the attitude you should have when hiring sales people. You should only hire those whom you believe in your heart will be successful in your firm and take their success personally. If you follow this thinking, you will make very few hiring mistakes. Let’s put it all together.

Hiring Top Sales People – Your Personal Check List

Resumes and Job Applications

• Do not dismiss an unstable job history.
• Look for themes and links in past jobs.
• Ask for “Salary History and Requirements” on resumes
• Watch for those who omit salary history and requirements
• Look for those who break down history in terms of base and commissions
• For Entry-Level Sales Positions look for:
• A good aptitude for math’s and numbers
• A military background
• Participation in organised sports
• A history of reaching goals or winning contests and awards of any nature

Check resumes for:
• Team work, unity
• Positive reports on past employers
• Positive reasons for leaving last job position
• Neat, organised document
• Watch out for those who have long gaps no gaps between jobs: it is only natural for there to be small gaps between jobs. People who say they left job A one day and started at job B the next, could be dishonest or someone who takes any job that comes along without thought.

The Interview
• Sell the sales person
• Ask questions to ensure the sales person believes in the product & company
• Ask for personal history
• Verify technical qualifications
• Ask general questions, mixing personal and job related topics
• Ask ethical based questions or role play

The Hiring Decision
• Assume complete and sole responsibly for the new hires success or failure
• Only hire sales people that you believe in so strongly that you would bet your own personal income on them succeeding.

Happy Sales Hiring!

Sean

Sean McPheat
Managing Director
MTD Sales Training

Telephone:
0800 849 6732

Have you downloaded my latest report yet? “The Sales Person’s Crisis” has been downloaded by over 10,000 sales pros and entrepreneurs. Don’t miss this unique report that lifts the lid on modern day selling!

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Whilst we specialise in sales training, coaching and consultancy we are very frequently asked, and especially myself for some reason, to help with either the recruitment of or the selection of sales people for organisations. And to tell you the truth I love it because I have seen it all with this!

The best and most effective interview question that I ask really seperates the "Consumate Sales Professional" from the wannbe.

Want to know what it is?

Well, after I have asked a series of well planned out questions I start getting in to "What would you do if…." mode and then I reach for any item within touching distance, place it on the table and say…

"Please sell this object to me" 

Now, what should you look for in the answer?

Well, all I want to know is whether they open with a question or whether they open with "Well, this item does this this and this and…."

If they ask a question to begin with then they have "passed" this little test and I’ll allow them to carry on to "sell" the item to me.

If they start puking up all over me with benefits and features, I’ll stop them in mid sentance and say "I don’t even want this product, so why are you telling me all this?" This proves a useful point.

Use it next time you interview someone and see what you get back!

Happy Selling

Sean Mc

Have you downloaded my latest report yet? “The Sales Person’s Crisis” has been downloaded by over 10,000 sales pros and entrepreneurs. Don’t miss this unique report that lifts the lid on modern day selling!

Click on the image below to find out why you’re very existence as a sales person is in doubt…