For Business Owners who employ salespeople and are tired of hiring duds
Get results in only 3 days and it WILL NOT cost you 25% of annual salary to a headhunter.
You may not believe it, but I can prove it that you can even hire them on pure commission.
Learn the strategy in the video and then we'll speak with you on how to best implement it.
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Almost every advertisement for sales talent is aimed at a rep equal to the performance of the existing team. Aim for another 6 and you'll attract a 4 that you'll have to train like crazy because, "if you aim at the top of the mountain, you'll hit the side." So aim for a 10 and you'll be happy if you get only an 8.
If I read your advertisement on Indeed right now, how much of it is about your company, how long you have been in business or about the experience required? Marketing 101 says it is not about you, it is about them. Look around and you'll see that most advertisements for top sales talent fail on this alone.
Base plus commission. How ambiguous is that? If your ad says $50k base and $50k commission, the person replying did not make $100k. They made $75k last year and want to make $100k this year. If you advertise for average, you'll get exactly that.
Don't get me wrong, your intuition is right, those who care more do sell more. But if they don't have confidence, they can't close a barn door let alone a sale. Absence of confidence will at best produce a rep who is loved by everyone but closes no one.
Honestly, do you not think that rep can feel your dissatisfaction? They feel as if they are always falling short, which hurts their confidence further. Why? You know you cannot change a leopard's spots. "Stop asking pigs to fly."
"Recruiting those who are after only their own personal gain, I call that Commission Breath. You can smell it a mile away. But you cannot hire someone who is one sided either, a tree hugging hippie who loves everyone and cannot close a sale."Ted Miller III ~ Training Mastery 3
There are two characteristics that predict a top producer, and you can determine whether a candidate has them inside of a few minutes. Everything else, work ethic, discipline, integrity, optimism, follows from these.
It should not surprise you that the first C is Compassion, because those who care more will sell more. If they do not care enough, you hire the quintessential greedy salesperson who comes across like the Wolf of Wall Street and ruins the brand you built over the last decade.
The real life Wolf of Wall Street is infamously a convicted felon.
If they do not have the confidence to sell you on themselves, which is the one subject they know more about than anything else, they will never have the confidence to sell your products or services that you have to train them on.
Instead of trying to get a pig to fly, find out upfront if they are Eagles that will soar.
"This is a strategy I first learned from my late partner, Chet Holmes, back when I was his client. It cost me $40,000 to learn it. I'm about to give it to you for free."Ted Miller III · On the 2-Minute Prescreen
Intelligent skepticism is to be accepted
I may not have followed the seeds to this strategy myself if I had not paid $40,000 to learn it. This requires an open mind and heart in order to seek to understand sales stars, versus judging them.
Consumers judge sales professionals within seven seconds, and that determines whether they buy from that person. You can uncover the same thing about a candidate in two minutes, long before you waste thirty minutes to an hour on a full interview.
Shortly after you state the benefits of working for you, balance it with a small rejection.
Placing rejection upfront weeds out the weak, who crumble under the least amount of pressure. This thins the herd before it ever reaches your calendar.
When a prospect calls in off your advertisement, set a timer on your phone and say this.
Immediately you discover how they will typically sound on a sales call. Nothing else in your process reveals that as fast.
When the timer goes off, tell them what you like most about them. Then, no matter what, follow it with a test.
In this moment you uncover whether their confidence rises in the face of adversity, or whether they fold like a chair.
"...I'm just not hearing Top Producer."
"Oh, okay. Oh, okay. Alright. Alright. Bye. Bye."
How many of your current reps who cannot sell would have said exactly the same thing?
"...I'm just not hearing Top Producer."
"Hmm, not hearing it? You're kidding, right? Well, you may be making the biggest mistake you have ever made, yet I'd be remiss if I failed to ask: what part of overachiever are you not hearing?"
You want to uncover if they become more effective in the face of adversity. This is the type of response you are looking for.
Raise your standards, start recruiting nothing but stars, and the universe will be at your fingertips. Here is how the strategy breaks into three parts.
Think of the absolute best salesperson you have ever met. That person is a 10. Now rank your team against them. Most likely they sit at a 4, 5, or 6. Do not aim for a 6. Aim at a 10, and you may actually get one.
If your average rep generates $1MM and makes $100k, but a star could feasibly do $2MM, put that in the ad. Then ask what you could afford to pay someone who brings in $2MM. Put that in the ad too. Now that is compelling.
Match your culture to the process so your best reps step up and your weaker reps step out. Compassionately let go of people who are not a good fit before they suck you dry of your time and your money.
The two most powerful forces available to you. They must see themselves flourish inside your company as themselves, and they must see their future looking brighter with you than anywhere else. Do this well and you get 100 applicants per position.
So you do not have to remember all of this, and so you do not slide back into old patterns, I put the entire hiring process into one toolkit. Other clients paid a $36,000 per month consulting fee to learn this, yet I'll reward your desire to learn by gifting you the toolkit, before we even speak.
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