What You'll Learn: - What the salesperson of the future look like - The best blueprint for managing talent in sales, and where should sales leaders focus - How you can reliably and repeatedly predict the success of a salesperson - How you can apply predictive analytics to improve both speed to performance and success in recruiting

1. How to Recruit, Assess and
Coach Jedi Sales Talent
SALES HACKER WEBINAR
@saleshacker

2. TROY KANTER
Miller Heiman Group
SCOTT BARKER
Sales Hacker
Hosted by:

3. Executive Adviser to Miller Heiman Group
Former President & COO, IBM Kenexa
Former CEO, Holding Company for Miller Heiman Group
Troy Kanter

4. Scott is the Head of Partnerships at Sales Hacker, the GM of Vancouver Enterprise
Sales Forum and sits on the board of directors at a non-profit called Interfit. He
has successful built sales and BD teams from the ground up with a strong focus in
SAAS.
Scott Barker

5. How to Recruit, Assess and
Coach Jedi Sales Talent
© 2018 MILLERHEIMAN GROUP. ALL RIGHTS RESERVED.

6. A Challenge
Are you leaving talent acquisition and development to someone else?
As a CSO or Sales Leader – people are your capital. Just as a CFO deploys financial capital against a
carefully thought through, funded and measured strategy – the most successful organizations are doing
so with HUMAN capital.
It is not an HR function or responsibility alone – it could make the difference between the success or
failure of your company, your team and you.
© 2018 MILLERHEIMAN GROUP. ALL RIGHTS RESERVED.

7. Agenda
Change is here –
for buyers and
salespeople
The state of talent –
3 BIG problems and
an even BIGGER
opportunity
What does a
Talent Strategy
look like?
Learn More
1 2 3 4
© 2018 MILLERHEIMAN GROUP. ALL RIGHTS RESERVED.

8. Change is here - BUYERS
Buyers’ preferred resources to solve
business problems:
1
There is a fundamental shift occurring for both BUYERS and SALESPEOPLE
1
2
3
4
5
6
7
8
9
Subject Matter Experts from industry or 3rd parties
Past experience with vendor
Vendor websites
Industry events / trade shows / conferences
Peers or colleagues
Online communities / social networks
Business or industry publications / trade media
Web searches
VENDOR SALESPEOPLE
Local or national trade associationsIt is unlikely that your CURRENT sales force will simply “adapt” to this magnitude of change
1
0 CSO Insights 2018 Sales Talent Optimization Study
© 2018 MILLERHEIMAN GROUP. ALL RIGHTS RESERVED.

9. Change is here - SALESPEOPLE1
Salespeople simply do not look very much like they used to
This change is a “once in a generation” shift – it is NOT an evolution but needs a whole new plan
The Past
The Present
The Change
The Future
Product Sales
Solution Sales
AI + Digital + Change in Buyers
Teaching and Providing Perspective
© 2018 MILLERHEIMAN GROUP. ALL RIGHTS RESERVED.

10. Change is here - CSOs and CHROs1
How are companies and importantly CSOs reacting to the change?
You have a TECHNOLOGY strategy and a MARKETING strategy and a
PRODUCT strategy….
How are you CHANGING
your hiring profile?
So we asked The Number 1 answer was
We are NOT making changes
…Why do you NOT have a TALENT STRATEGY?
CSO Insights 2018 Sales
Talent Optimization Study
© 2018 MILLERHEIMAN GROUP. ALL RIGHTS RESERVED.

11. 2 The State of Talent – what the data shows
Why do 10% of your salespeople
consistently outperform the rest by
up to 10 times?
20% of salespeople account for
54% of revenue
BUT 62% of organizations DO NOT assess why?
It takes 4 months to recruit and
9 months to onboard. With a
typical quota of $2m per annum
– the cost is huge
4
monthsRECR
UIT
9 months
ONBOARD
$2m
CSO Insights 2018 Sales Talent Optimization Study
© 2018 MILLERHEIMAN GROUP. ALL RIGHTS RESERVED.

12. 2 The State of Talent –
what are you looking for?
Business degree –
undergraduate minimum
2 – 5 years sales experience
2 years industry experience
WHEN ASKED
What is your HIRING CRITERIA?
Grit
Determination
Energy
Persuasiveness
Relationship capability
Highly consultative
Great teachers and advisers
WHEN ASKED
Tell me about your
VERY BEST salespeople
How do you recruit and develop people who have the attributes and skills of “The very best that you have seen?”
Business Leaders keep getting it wrong!
© 2018 MILLERHEIMAN GROUP. ALL RIGHTS RESERVED.

13. 2 The State of Talent –
attributes needed TODAY
© 2018 MILLERHEIMAN GROUP. ALL RIGHTS RESERVED.

14. 2 The State of Talent – A Case Study
Non Traditional Talent Sourcing
Strategy
Background of the top 10 sellers:
1
2
3
4
5
6
7
8
9
Big box retail store manager
Periodical display salesperson
Dental insurance salesperson
Recruiter
Wine distributor
Human resources enterprise technology salesperson
Communications equipment salesperson
Advertising agency account executive
Human resources enterprise technology salesperson
Gradate school student10
What it was:
Kenexa – A SAAS human resource technology company
What happened:
As a public company, it grew revenues
from $40m to a run rate of $400m
in a seven year period
© 2018 MILLERHEIMAN GROUP. ALL RIGHTS RESERVED.

15. 3 What does a Talent Strategy look like?
The New Science of Sales Performance
High Performance Sales Attributes
Talents Skills Experience Knowledge
Sales
Methodology
Path to Sales Performance
% of Quota
Upsell/
Cross Sell
Average
Margin Size
Renewal
Rates
Customer
Satisfaction
Coaching & management
DAT
A
Sales Style & Method
Corporate Culture Fit
Life-Experience Profile
Traits, Talents, Strengths
Business/Sales Training Profile
Demographic Profile
Sales Experience
Formal Education Profile
% of Quota
% average margin
Up-Sell/Cross sell incidence
Sales-closure times
Customer satisfaction
Funnel management
Renewal incidence
% win rate
© 2018 MILLERHEIMAN GROUP. ALL RIGHTS RESERVED.

16. 3 What does a Talent Strategy look like?
A TALENT STRATEGY is so much more than a collection of practices that a
CSO lets someone else manage and administer
Validated Model of Excellence
Attributes – Skills – Knowledge - Experience
Source
Assess
HireOn Board
Coach
Train
© 2018 MILLERHEIMAN GROUP. ALL RIGHTS RESERVED.

17. 3 What does a Talent Strategy look like?
Wherever and with whoever’s help you generate your Talent Strategy –
here are some important elements
Checklist:
Validated Success Profile
A measurement based
approach to understand the
attributes that predict
success
Coaching Process
Individualized weekly
feedback and coaching of
KSA’s and activities
Comprehensive Sourcing
Strategy
Fish in more ponds.
Selecting the best from 1 in
25
Insight Based Skills
Development
Data driven approach to
skills and methodology
development
Measurement Based
Selection Approach
Objective tools to select
candidates (tests, structured
interviews)
Succession Planning
Not up or out – career path
for each top seller
Systematic Onboarding
Process
Performance contract
approach
Off-Boarding
Deliberate measurement
and feedback based
approach
© 2018 MILLERHEIMAN GROUP. ALL RIGHTS RESERVED.

18. 4 Learn more
If this is you:
Then contact us at info@millerheimangroup.com
I am looking to develop a
Talent Strategy
I would love someone to
look at my Strategy and
give a view
I am intrigued by what I
have seen and would like
to know more
© 2018 MILLERHEIMAN GROUP. ALL RIGHTS RESERVED.

19. Q&A
TROY KANTER
troy@velocity.win
Scott Barker
scott@saleshacker.com
© 2018 MILLERHEIMAN GROUP. ALL RIGHTS RESERVED.

20. What is Sales Hacker?
Thought Leadership
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marketing@saleshacker.com @saleshacker© 2018 MILLERHEIMAN GROUP. ALL RIGHTS RESERVED.

21. marketing@saleshacker.com @saleshacker
© 2018 MILLERHEIMAN GROUP. ALL RIGHTS RESERVED.