Slides for San Jose State Farm Recruit the Best Team Training. These sli

1. 1

2. Recruiting The
Best Team
Members
A Best-Practice
Recruiting
System
2

3. Hour 1
WHAT do I look for to choose the best from the rest?
Selling in a high-activity, high-rejection environment
3

4. Hour 1
HOW do I look for the best traits and skills?
A best practice recruiting Process
4

5. Hour 2
CTS Sales Profile Workshop
Using Science to Measure Hard-wired Personality Traits
5

6. Hour 3
WHERE do I find enough of the best candidates?
Building a Recruiting Referral Network
6

7. Hour 3
Interview Skills Workshop
Attract the Best, Reject the Rest
7

8. 550+ Agents
Coach 1-3 agents daily
Managers at 30+
Financial Services Companies
Info available at my resource table
8

9. 9

10. Would you invest $80,000
Current Winnings:
$5,318,000
Brandt
Snedeker
No. 5 PGA Money List
10

11. Would you invest $80,000
Clint Suggs
PGA Golf Teacher
11

12. Difference
2 strokes
$5,218,000
12

13. Which one
can sell?
13

14. cost of 1 bad
hire?
lost
renewals
licensing
$70,000
(Curtis Gilbert)
low
morale
training
lost
sales
14

15. 15

16. Mike Powell 29’, 51/2”
16

17. There is a “best practice” form and
workout for jumping maximum
distance.
17

18. Unless we know what perfection
looks like, we’ll measure everyone
against mediocrity.
18

19. Recruiting Mindset ...
Olympic
High School
CHAMPIONS
19

20. Recruit the Best Team
Who Can Sell ... there is
A recruiting system with
•Processes
•Tools
•Skills
Searching Methods
Screening
Profiling
Interviewing
"Making Offer"
The Best
Recruits!
20

21. WHAT ARE THE TRAITS OF THE BEST
TEAM MEMBERS WHO CAN SELL IN
TODAY’S ENVIRONMENT?
21

22. Best Salesperson Profile
5 Dimensions
attitudes
1/5 motivations
1/5 character
1/5 personality
1/5 sales skills
1/5
22

23. 1/5
Attitudes
positive self image as a
salesperson
passion for solving problems
using your products
23

24. Attitudes
positive self image as a
salesperson
1/5
The products they own and the process
they used to purchase them reveal
their image of salespeople and their
attitude toward your products/
industry.
24

25. Attitudes
positive self image as a
salesperson
1/5
A person’s buying habits tell you the
image they have of salespeople. Do
they appreciate the expertise that other
salespeople provide them during the
buying process?
25

26. 1/5
Attitudes
What has been your experience with
purchasing or selling products like we
sell, or your experience with dealing
with salespeople from our industry?
26

27. 1/5
Motivations
2 motivating factors of top salespeople
Income and the things it provides
Competition / Recognition
27

28. 1/5
Motivations
Character, Skills &
Personality
to Move Forward
28

29. 1/5
Motivations
What are some current and
long-term needs that will be
satisfied if you do this job well?
29

30. 1/5
Motivations
In order of priority, what are the 3
most important things in your life
right now?
30

31. 1/5
Character
learned from environment
parents
culture
relationships
employment
education
31

32. 1/5
Character
learned from environment
top character traits
honesty
work ethic
concern for others
personal responsibility
32

33. The Path to Character Development
Honesty
Concern for Others
Teaching
Work Ethic
Responsibility
eco the patterns of character
we become the teacher
Maturity
(relationships work)
(society works)
Praise &
Approval
Disapproval &
Discipline
Gratification
Bonded to
Trait
33

34. Attitudes, Motivation, Character
Measure Attitudes, Motivation, and Character using
questions that get candidates to tell stories.
The strength of the story helps measure the level of
each trait.
34

35. Attitudes, Motivation, Character
“Who had the greatest influence on you when
growing up?”
“What he/she they teach you about Honesty / Work
Ethic / Personal Responsibility / Concern for
others?”
35

36. 1/5
Personality
genetic
Determines
ways we react
to our
environment
and
circumstances
36

37. 1/5
Personality
genetic
Tasks that are
aligned with
our hard-wired
traits energize.
37

38. 1/5
Personality
genetic
Tasks that are not
aligned with our
hard-wired traits
drain our energy.
38

39. 1/5
Personality
genetic
Impacts ...
•
•
•
•
Resiliency to Rejection
High Sales Activity Focus
Conversion of personal and casual relationships into business relationships
Intensity of setting and reaching goals
39

40. 1/5
Personality
genetic
Top personality traits
Deadline Motivation
Assertiveness
Independent Spirit
Self-Promotion
Analytical
Recognition Drive
Compassion
Belief in Others
Optimism
40

41. Low levels of Character traits cause the negative side of our personality to emerge.
character
High levels of Character traits cause the positive side of our personality to emerge.
Personality Traits
-Negative
+Positive
41

42. 1/5
Sales Competencies
learned by training and experience
prospecting/networking
setting/holding appointments
fact finding
presenting solutions
handling objections
getting the sale
getting referrals
42

43. 1/5
Sales Competencies
learned by training and experience
What sales training have you had?
Describe the sales process you follow.
43

44. 3 Dimensions of Sales
Sales Skills - Training in developing
relationships, gaining trust, following a sales
process
Product Knowledge - Training on product’s
benefits and features
Sales Productivity - Training + Attitudes +
Motivations + Character + Personality Traits.
44

45. Attitudes, Motivations,Character & Personality Traits
The Degree to which a candidate possesses the Attitudes, Motivations, Character and
Personality Traits will determine the Level at which they will perform the sales
competencies.
High Sales
Productivity
Low Sales
Productivity
Sales Competencies
45

46. motivations
passion for product
+ image as salesperson
Income
awards / competition
personality
Concern for Others
Honesty
Strong Work Ethic
Responsible
Deadline Motivation
Independent Spirit
Analytical
Compassion
Assertiveness
Self-Promotion
Recognition Drive
Belief in Others
Optimism
sales skills
attitudes
character
Best Salesperson Profile
Prospecting
Appointments
Fact Finding
Presenting
Handling Objections
Closing Sales
46

47. Hour 1
HOW do I look for the best traits and skills?
A best practice recruiting Process
47

48. Henry Ford
used a system
$950 dropped to $280
19 years 15,500,000 were sold
Paid - $5 daily - 2 X higher
9 hr. day to 8 hr. day with 3 shifts
Mass Production System - Model
T every 24 seconds.
48

49. Searching Methods
Screening
Profiling
Interviewing
"Making Offer"
The Best
Recruits!
A system helps
us in 2 areas:
Who to hire
Who not to hire
49

50. Tools & Skills
Recruit the Best
System
Finding
Candidates
Searching Methods
resume
phone
email
Screening
CTS Sales
Profile
initial
references
in-depth
matching score
sheet
1
20%-30%
Profiling
2
20%-30%
Interviewing
"Making Offer"
3
20%-30%
The Best
Recruits!
50

51. 51

52. Gandalf
“We were walking
around blind, and
during our blindness,
our enemy returned.”
No one is forcing you to be blind. Blindness is your choice.
Choose to recruit with your eyes wide open.
Learn “What” to look for - the 5 Dimensions
Learn “How” to look for it - Use a Best Practice System
52

53. Speak to me or my team member at break
Ellen Williams - “Recruit the Best”
Expert in CA
53

54. Hour 2
CTS Sales Profile Workshop
Using Science to Measure Hard-wired Personality Traits
54

55. Hour 3
WHERE do I find enough of the best candidates?
Building a Recruiting Referral Network
55

56. Hour 3
Interview Skills Workshop
Attract the Best, Reject the Rest
56

57. Hour 2
CTS Sales Profile Workshop
Using Science to Measure Hard-wired Personality Traits
57

58. cts l salespro le
Dr. Larry Craft
58

59. one passion
discovery of factors ...
predicting peak performance
59

60. separate race horses from plow horses
60

61. 30 years
millions of assessments
measuring personality and motivation
61

62. 62

63. cts l salespro le
63

64. 9 Traits
64

65. validated for
high-activity
sales professionals
65

66. high-activity
sales professionals
Maintain high levels of sales activities?
Resiliency to rejection?
Network to find prospects?
66

67. 1
deadline motivation
67

68. 1
deadline motivation
0
50
100
89
68

69. 2
independent spirit
69

70. 2
independent spirit
0
50
100
80
70

71. 3
analytical
0
50
100
21
71

72. 4
compassion
72

73. 4
compassion
0
50
100
39
73

74. 5
assertiveness
74

75. 5
assertiveness
0
50
100
52
75

76. 6
self-promotion
76

77. 6
self-promotion
0
50
100
36
77

78. 7
recognition drive
78

79. 7
recognition drive
0
50
100
57
79

80. 8
belief in others
80

81. 8
belief in others
0
50
100
77
81

82. 9
optimism
82

83. 9
optimism
0
50
100
81
83

84. sales reports
recruiting
coaching
84

85. CTS Sales Profile Report
Reliability Index
High
Moderate
Low
I don’t understand
I don’t care
85

86. CTS Sales Profile Report
Response Distortion Index
Low
Moderate
High
NO FAKING ALLOWED
86

87. CTS Sales Profile Report
Name:
Pat Smith
Position:
SF Selling Team Member
CTS Sales Profile Score:
High (85)
Recommended Coaching Hours
Approximately 2-4
87

88. CTS Sales Profile Report
Name:
Pat Smith
Position:
SF Servicing Team
Member
CTS Sales Profile Score:
High (75)
Recommended Coaching Hours
Approximately 2-4
88

89. CTS Sales Profile Report
The Most Important Trait
Related to Sales Productivity
Ideal
Ranges for
Sales
Top
Agent
Candidates
Score
89

90. CTS Sales Profile Report
Combination
Traits
Maintains
High- Activity
Work Pace
Time Management
90

91. CTS Sales Profile Report
Combination
Traits
Handles
Rejection
91

92. CTS Sales Profile Report
Combination
Traits
Network to
Find Prospects
92

93. cts l salespro le
Caution - Time Management Issues
Spends too much time analyzing
Deadline Motivation
Analytical
93

94. cts l salespro le
Caution - Time Management Issues
Spends too much time nurturing
Deadline Motivation
Compassion
94

95. cts l salespro le
Caution
Caution - Intimidating/cold
Assertiveness
Compassion
Character Trait - Concern for Others
95

96. cts l salespro le
Caution
Caution - Intimidating/cold/pesimist
Assertiveness
Compassion
Belief in Others
Optimism
96

97. cts l salespro le
Caution
Likable, but methodical without a sense of urgency
Deadline Motivation
Compassion
Recognition Drive
97

98. cts l salespro le
Caution
Struggles with Rejection
Compassion
Assertiveness
Self-Promotion
98

99. cts l salespro le
Caution
Struggles with Pivoting
Deadline Motivation
Compassion
Assertiveness
Self Promotion
99

100. CTS Sales Coaching Report
100

101. CTS Sales Coaching Report
101

102. CTS Sales Style Report
102

103. CTSSalesProfile.com
ssuggs@salesmanage.com
Special Code for
“Unlimited” Use
103

104. Hour 3
WHERE do I find enough of the best candidates?
Building a Recruiting Referral Network
104

105. Hour 3
Interview Skills Workshop
Attract the Best, Reject the Rest
105

106. Find and Attract
“Men wanted for hazardous journey.
Small wages, bitter cold, long months of
complete darkness.”
This ad was placed in the early 1900’s by explorer Ernest Shackleton
as he was looking for men to help him discover the South Pole. The
ad drew more than 5000 brave candidates.
106

107. Find and Attract
“Men wanted for hazardous journey.
Small wages, bitter cold, long months of
complete darkness.”
The wording in our ads and emails should be worded in a way that
attracts the type of person we are looking for and repels the wrong.
107

108. Find and Attract
A missionary society wrote to
David Livingstone deep in the
heart of Africa and asked, “Have
you found a good road to where
you are? If so, we want to know
how to send other people to help
you.”
Livingstone wrote back, “If you
have people who will come only
if they know there is a good
road, I don’t want them. I want
people who will come if there is
no road at all.
108

109. Find and Attract
Sample
Wording
for
Job
Posting:
Salespeople
wanted.
Pat
Shelton
at
State
Farm
is
looking
for
salespeople
to
work
in
the
city
of
Nashville
calling
on
customers
to
sell
insurance
and
<inancial
services
products.
Requirements:
Must
have
the
following
traits:
Honesty,
hard
Work
Ethic,
a
Concern
for
Others
and
personal
Responsibility.
Strong
candidates
will
have
a
personality
which
causes
them
to
love
to
network
to
<ind
prospects,
are
goal
driven,
and
highly
con<ident.
Sales
experience:
No
sales
experience
necessary.
Please
forward
resume
to
PatShelton@PatSheltonAgency.com.
To
learn
more
about
this
position,
go
to
PatSheltonAgency.com.
•
Words attract and Repel - Attract Salespeople who see
themselves as a salesperson
•
•
Specific to Insurance Sales - Don’t sugar coat the job
Gives them an assignment - go to Website and learn more
109

110. The Recruiting Funnel
Searching Methods
10 strong
resumes
Screening
Profiling
3 final
interviews
Interviewing
"Making Offer"
The Best
Recruits!
1 salesperson
110

111. Average Annual Turnover - 40%
ALWAYS be RECRUITING
Team of 3-5 - need to recruit 1-2 per year
111

112. ALWAYS be RECRUITING
Newton’s Law - people leave/get fired at
the most inconvenient times.
Take action to find great people when you don’t need team
members, so you’ll have candidates when you need them.
112

113. ALWAYS be RECRUITING
A good sales team is the enemy of a
great sales team.
When our team is full, we have a tendency to stop focusing on
recruiting. Don’t fill your team with good players. Keep looking
for the great players.
113

114. To avoid the “I need somebody NOW” syndrome...
Please come
to work for
me!
...build your Recruiting Referral Network for a continuous
flow of GREAT RESUMES
114

115. Build a Recruiting Referral Network
Current Customers
Email all customers and ask them to refer friends/family
who can sell. If you don't have an email list, send a
postcard to customers asking for their email address.
Sample
email
to
send
to
your
current
customers
or
list
of
contacts:
“Please
assist
me
in
helping
someone
you
know.
I
have
an
open
position
on
my
sales
team.
If
you
know
the
right
candidates
for
this
job,
please
help
them
<ind
a
great
career
by
sending
them
to
see
me.
The
right
candidates
will
have
the
following
traits:
Honesty,
hard
Work
Ethic,
a
Concern
for
Others
and
personal
Responsibility.
Strong
candidates
will
have
personalities
which
cause
them
to
love
to
network
to
<ind
prospects,
are
deadline
motivated,
and
highly
con<ident.
Sales
experience*
...
Please
have
them
forward
their
resume
to
me
at
...
Thank
you
for
helping
me
<ind
the
right
individuals
and
for
helping
them
to
<ind
a
great
career.”
*Sales
experience
-­‐
<ill
in
your
desired
level
of
sales
experience
based
on
your
training
resources.
115

116. Build a Recruiting Referral Network
Current Customers
What if I have to say,
“NO” to a customer or a
family member/friend of
a customer?
116

117. Build a Recruiting Referral Network
Current Team
Use the job description mentioned earlier, and have your
team members post on their personal Facebook and
LinkedIn pages. Email job description to their contacts.
Have them contact their church/temple about the job
opening.
Sales Trainers/Consultants
Find certified trainers at these companies in your city and
meet with them. Sandler, Dale Carnegie, Wilson Learning,
Steven Covey, Jeff Gitomer, Integrity Solutions
117

118. Build a Recruiting Referral Network
Directors of Networking Groups
These are the most networked people in your city. Email
them job posting and ask to distribute to members. Meet
with them. BNI, e-Women
Social Networking
Spend 15 minutes daily building your social media profiles.
Churches/Temples
Most have job boards and jobs ministries. Contact and ask for
minister/volunteer who heads up this ministry.
Small Business CPA & Attorneys
Contact and ask them to direct people to you who are closing
businesses or changing careers.
118

119. Build a Recruiting Referral Network
Chamber of Commerce
Business After-hours Events
President Community Service Organization
These people are leaders and well connected. Rotary, Lions
Club, Kiwanis, United Way, Boy Scouts, Girl Scouts, Jr.
League
Recruiters with other Insurance companies
Develop reciprocal relationship; trade resumes Northwestern Mutual, Mass Mutual, Prudential, National
Life.
Universities/colleges career services dept.
Set up interview day. Most will market the position to
students.
Social Networking Job Boards
Post job here. Salesgravy.com, LinkedIn, LinkedIn Groups
119

120. Build a Recruiting Referral Network
Traditional Job Boards
Post job here. Career Plug, Monster, Career Builder,
SnagAjob.com, FindTheRightJob.com, Newspapers
Sales reps
Tell receptionist to set a time to meet every sales rep
that calls on your office, and recruit and/or network
with them.
Job Fairs
If you recruit in large numbers, this is a way to get many
people interested in your position. Attend the job fairs in
your city, or hold your own. Go to jobfairtips.com for a
number of useful tips.
120

121. Create a Source of Accountability
Pick one of these categories that you can
execute in the next 7 days. Email your
commitment to your Sales Leader.
121

122. Hour 3
Interview Skills Workshop
Attract the Best, Reject the Rest
122

123. Developing your Interviewing Skills
Dr. Antonio Damasio Emotion is critical to
the decision process.
123

124. Developing your Interviewing Skills
Too much emotion
clouds logic.
124

125. Developing your Interviewing Skills
Critical balance
between
logic and
emotion
125

126. Developing your Interviewing Skills
The solution interviewing skills
using prepared
questions that
measure specific
traits and skills.
126

127. Developing your Interviewing Skills
What causes us to
like other people?
Talking about ourselves causes us to like others
• Listen 80%, talk 20%.
• Keep your emotions in neutral - you’ll get
the real candidate.
• Don’t tell personal stories.
• Don’t agree with the candidate.
127

128. Developing your Interviewing Skills
• Step out of the “socializing” zone and
into the “interviewing” zone.
• Take off your “Sales” hat and put on
your “Selection” hat.
128

129. The best shine, the worst sweat.
Don’t Rescue
129

130. Developing your Interviewing Skills
A thorough interview process attracts strong
candidates and repels weak candidates.
• Follow the system as written.
• Ask for specific examples.
• Ask the questions as written. If the candidate
does not understand the question, tell them to
answer based on their understanding.
• Ask the questions in order.
• If candidate rambles, interrupt and ask, “What
was my question.”
130

131. If a candidate asks, “How
did I do?”
Or if you do not wish to
hire the candidate, say ...
“We are looking at several candidates, and we will
consider your information as we make our
decision.”
131

132. More interview tips
Do not paint an unrealistic
picture of the job and the
challenges.
132

133. More interview tips
Remember - selling is more stressful
than the interview. If candidates can’t
handle the interview, they will not
perform well under the stress of a
sales job.
133

134. How I help you from here:
Training Resources
134

135. How I help you from here: CTS
On phone coaching
135

136. YOU have what it takes
Knowledge
Tools
Skills
RECRUIT the BEST
DON’t SETTLE for LESS
CHAMPIONS
136