Recruiting, Training, Coaching
I recruit, train and coach salespeople for high-technology equipment companies.
Hiring the wrong person is a waste of time and money for your company. The most obvious issue is turnover costs—but don’t forget about the costs associated with lost business, unprofitable business, missed opportunities, damaged customer relationships, poor morale among your remaining workforce, and even the sour taste left in the mouths of both you and the people who leave after a frustratingly short time at your company.
Oftentimes, hiring managers aren’t sure who they really want or need. And when you have a poorly defined target, you’re never quite sure if you’re hitting it. Unfortunately, when you’re hiring the wrong salespeople—who often earn upwards of $100,000 a year—that lack of clear focus becomes incredibly expensive, and fast.
But the good news is that this is a fixable problem. With the right recruiting process in place, you can consistently hire the right people the first time around. This means better careers for them and more revenue and profit for you.
My 6-step recruiting program is designed to ensure best-fit hires, every time. Each step of the process builds on the one before it:
1. Write a compelling job description: Too often, job descriptions are laundry lists of duties and tasks. These boring rundowns don’t do a thing to help you land the right people. I’ll help you polish and focus your job description to ensure it’s both accurate and enticing to the candidates you want to attract.
2. Become an employer of choice: In a hot job market like this, it’s not about you. It’s about them—specifically, why would a superstar sales person want to work for your company? You as the hiring employer need to sell yourself to the people you want to attract. I’ll help you build a compelling brand that attracts interest from the best of the best.
3. Look for candidates in the right places: Admit it: You’ve hired people who worked for your direct competitors, hoping and assuming they would hit the ground running and do a fantastic job at your (similar) company. But they didn’t, did they? The problem is that the things that make someone a superstar at your company might have little—if anything—to do with their previous work. I’ll help you identify who will truly shine for you, and where to find these people.
4. Interview effectively: Even marginal candidates know how to give impressive-sounding answers to the questions they’re asked over and over. But those answers don’t tell you anything worth knowing. My interview process enables to you get at the real heart of what makes candidates tick—and, even more importantly, ensures that you and your candidate of choice are a good fit for the long term.
5. Disclose your strengths (and weaknesses): The hiring process is a lot like dating: You want to put your best self forward, but you also don’t want to try to pretend you’re something you’re not. I’ll explain why (and how) to explain to promising candidates your company’s stance on the things that truly matter to them: career growth and promotional opportunities, management style, how much authority and autonomy they’ll have, their ability to make decisions, setting goals and objectives, and so forth. This process is essential to building trust and ensuring a good mutual fit. It’s also crucial to helping you winnow out the wrong people early on.
6. Make offers that get accepted: Once you have the right candidate, you need to make him or her the right offer so that accepting it is an easy decision accompanied by minimal (if any) negotiations.
I have over 25 years’ experience in high-tech marketing and sales. I know how to define a job, where to find the right candidates, how to screen and interview those candidates, and how to hire them. I’ve done this literally thousands of times as a senior marketing and sales executive, employment manager, and recruiter.
My services enable you to find the right people quickly—I guarantee it.