To listen to the audio for these slides, go to https://dl.dropboxusercontent.com/u/81021379/State%20Farm%20Webinar%20Sourcing%203-21-13.mp3. Finding enough candidates to interview is the greatest challenge for most sales managers. Use these recruiting tips to help you have a continuous source of resumes, so that you will not be in panic mode when someone leaves or gets fired.
4. How do we find enough people, then attract
them to the challenging job of insurance and
financial services sales.
“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.
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5. How do we find enough people, then attract
them to the challenging job of insurance and
financial services sales.
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.
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6. We must recruit people
who are not looking for
the easy, secure road,
but people who want
an opportunity to grow,
build, advance, believe
in something grand
while making a
difference in the lives
of others, while getting
paid for results, not
effort.
We want people who
are not looking for
where a path may
lead, but are looking
for where there is no
path so that they can
leave a trail.
These adventurous people are naturally wired for this type of entrepreneurial
journey. They have experiences in their past that have created attitudes and
motivations that can only be satisfied by challenges with a big payoff. They
view failing as part of the journey to success. They are willing to pay tuition to
the School of Life for the knowledge which will be used for their future
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7. A Tale of Two Team Members
Mediocre Mike
120
autos
per
year
6
life
policies
per
year
12
bank
loans
per
year
We
are
con)nually
frustrated
by
Mike,
but
he
services
well
enough
that
we
have
a
hard
)me
le;ng
him
go.
Mike
is
likewise
frustrated
because
he
doesn’t
make
enough
money,
but
it
is
hard
to
find
a
be?er
job
without
crea)ng
a
higher
level
of
performance.
With
this
type
of
team
member,
the
agent
is
worried
about
addi)onal
hiring
to
expand
because
another
Mediocre
Mike
would
probably
reduce
net
even
though
the
gross
revenue
would
grow.
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8. A Tale of Two Team Members
Superstar Sandy
360
autos
per
year
36
life
per
year
36
loans
per
year
Sandy
is
quite
a
superstar,
because
she
consistently
produces
at
a
high
level.
She
is
not
the
highest
producer
in
our
sales
territory
in
any
category
but
her
ac)vity
in
each
sales
areas
shows
her
strength.
Right
now
we
have
about
6
team
members
who
perform
at
this
level
in
the
Palm
Beach
Sales
territory
prior
to
using
the
Can
they
Sell
system.
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9. Cost of 1 bad hire?
lost renewals
lost sales
licensing
training
low
$70,000
morale
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10. Searching Methods 10 strong
The Recruiting Funnel
resumes
Screening
Profiling 3 final
interviews
Interviewing
"Making Offer"
The Best 1 salesperson
Recruits!
10
11. Average Annual Turnover - 40%
ALWAYS be RECRUITING
Team of 3-5 - need to recruit 1-2 per year
11
12. 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 a people when you need them.
12
13. 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
13
14. Source Action Date Completed
Current Customers - Email Create email list
Build a Recruiting Referral Network all customers and ask them Write email
to refer friends/family who Send email
can sell. If don't have an
email list, send a postcard to
customers asking for their
email address.
Current Team - write short Write short job description
job description and have Facebook
team members post on their Linkedin
personal Facebook and email
LinkedIn pages. Email job church/temple
description to their contacts. Team Member 1
Have them contact their Team Member 2
church/temple about the job Team Member 3
opening. Team Member 4
Team Member 5
Team Member 6
Sales Sandler
Trainers/Consultants- find Dale Carnegie
certified trainers at these Wilson Learning
companies in your city and Steven Covey
meet with them. Jeff Gitomer
Integrity Solutions
Directors of Networking BNI
Groups - These are the most e-Women
networked people in your
city. Meet with them. Email
them job posting and ask to
distribute to members.
Social Networking- spend LinkedIn
15 minutes daily building Facebook
your social media profiles.
Churches/Temples - Most 1
have job boards and a jobs 2
ministry. Contact and ask for 3
minister/volunteer who heads 4
up this ministry. List 5 target 5
organizations.
Small Business CPA - 1
contact and ask them to 2
direct people to you who are 3
closing businesses or
changing careers.
14
15. Small Business Attorneys - 1
contact and ask them to 2
direct people to you who are 3
Build a Recruiting Referral Network closing businesses or
changing careers.
Chamber of Commerce Sales Manager
Contact sales manager and Salesperson 1
salespeople. Ask them to Salesperson 2
direct people to you who are Salesperson 3
looking for jobs.
Chamber of Commerce Attend all of these events.
Business After-hours Events Many salespeople who are
changing careers attend these
events.
President Community Rotary
Service Organization- Lions Club
These people are leaders and Kiwanus
well connected. Meet with United Way
these. Boy Scouts
Girl Scouts
Jr. League
Recruiters with other Northwestern Mutual
Insurance companies Mass Mutual
Develop recipricol Prudential
relationship; trade resumes. National Life
Universities/colleges - 1
career services dept.- Set 2
up interview day. Most will 3
market the position to 4
students. 5
Social Networking Job Salesgravy.com
Boards - post job here. Salesblogcast.com
LinkedIn
LinkedIn Groups
Traditional Job Boards - Monster
post job here. Career Builder
Snagajob.com
Findtherightjob.com
Newspapers
Sales reps Meet every sales rep that calls
on your office, and recruit
and/or network with them.
15
16. Build a Recruiting Referral Network
Job Fairs – If you recruit in 1
large numbers, this is a way 2
toget many people interested 3
in your position. Attend the 4
job fairs in your city, or hold 5
your own. Go to
jobfairtips.com for a number
of useful tips.
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 find 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 network to find prospects,
pursue goals, and handle themselves with confidence. Sales experience* ... Please
have them forward their resume to me at ... Thank you for helping me find the right
individuals and for helping them to find a great career.” *Sales experience - fill in your
desired level of sales experience based on your training resources.
Sample Wording for Job Posting:
“Salespeople wanted. Michelle Winters State Farm is looking for
salespeople to work in the city of Nashville calling on customers to sell insurance and
financial services. Requirements: Must have the following traits: Honesty, Hard Work
Ethic, a Concern for Others and Personal Responsibility. Strong candidates will have
personalities which cause them to network to find prospects, pursue goals, and handle
themselves with confidence. Sales experience ... Please forward resume to...” Add
additional information and requirements about the position as necessary.
16
17. Create a Source of Accountability
Before we get off the phone
today, pick one of these
categories that you can execute
in the next 7 days. Email your
commitment to Curtis.
17
23. Resources:
Book and Field Manual www.CanTheySell.com
CPQ purchase www.CraftProfiles.com
Video Blog www.SalesManage.com/Recruiting
23
24. cts l salespro le
Next Generation CPQ
Here’s how you will benefit:
• You will get a free assessment on each of your team members that can be used
for coaching them; The equivalent of a free CPQ on each team member.
• You will have a customized personality assessment specifically tailored for a
selling and servicing team member.
• The price for the assessment will be greatly reduced by offering a subscription
for unlimited use.
• You will get the same/better information as the CPQ.
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25. cts l salespro le
Next Generation CPQ
Participating is simple. Following are the steps:
1. Email me ssuggs@salesmanage.com and tell me you want to
participate in the customization for your team.
2. I will send you an email with the following instructions:
(1) Email/tell your team explaining why you are asking for
their participation. The email will relieve any
apprehension they may have, or you can just tell them
personally.
(2) Email me the names and addresses of your current team
members. They will receive an automatic email from me
with the instructions on taking the new CTS
questionnaire (20 minutes). After your team completes
the questionnaire, you will receive a report with the
results that can be used for coaching.
(3) Fill in the blanks on a short spreadsheet that I will email
you with individual sales performance that will help us
with our customization of the questionnaire (15 minutes).
(4) Complete the CTS questionnaire yourself (You will
receive an email from me with instructions.)
(5) Complete “Management Feedback Form” (online) that
will help in the customization process (15 minutes). I will
email you the instructions.
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