RAB

www.RAB.com

Rolling the Dice or a Sure BetRolling the Dice or a Sure Bet

Member [email protected]

800-232-3131

Sales Management:

The Hiring Process:

http://rab.com/crsmJuly2011.html

Choosing the right one isn’t easy…

Possibly the Most Important Thing We Do as a Manager...

• Great hires do a great job

• Not so great hires, well...

Best time to recruit?

Where do you find salespeople?

Possibly the Most Important Thing We Do as a Manager...

Change...It’s Everywhere!

• Workplace

• Personalities

• Generations

Change...It’s Everywhere!

• Single Parents• Workplace Diversity• Relationship Boundaries• Transportation and

Proximity• Working From Home• Flex Hours• List Sharing/Job Sharing• More On The Way

Where do you look for salespeople?

Ready for a Better Career?WRAB, this city’s only radio station dedicated to listener, advertiser and

employee satisfaction, is expanding the Advertising Sales Department.

We’re looking for highly motivated, self-starters interested in a career in Radio Advertising Sales!

A PASSION for Sales & Media experience are a plus, but if you are friendly, organized, and ambitious with good time management and interpersonal skills…

Call Me! Sally Sells, Sales Manager 123-555-7890Email your resume to [email protected]

Recruitment Card Side 1

Keep with you to hand out to interesting or interested people you meet

WRAB Marketing Consultants Receive:* Base Salary PLUS High Commissions on

what they Sell* Health, Medical, Dental and Vision Benefits

* Laptop Computer* Training Program

• Advancement Opportunities with our Corporation

Referred by_____________________

Recruitment Card 2



Recruitment Pamphlet

Pre-Hiring Assessment

• Are you filling a vacancy?• Are you creating a new position?• Do you have the space?• Is there enough business to justify

the new person?– What are you basing it on?

• Is your staff behind the decision?• Is your staff prepared for the new

person’s arrival?

Do You Need Another Sales Person? Really?

Potential Revenue• 4 calls per day x 5 days = 20 calls• 20 calls x 50 weeks = 1000 calls• 1000 calls x 20% closing ratio = 200 sales• 200 sales x $1000 average order = 200,000

annual revenue

But that’s gross...

Will This Hire Generate ROI?

Cost of Hire• Any recruitment costs• Initial salary• Benefits• Materials and equipment

costs• Training• Missed sales due to

inexperience• Commissions


• You may just break even in the first year of employment

• Not all your hires will make it through the first year, but even the ones who don’t will be generating expenses

• Think it through• Hiring better sales people will

maximize ROI


The Two Primary Considerations

1. Enough income for the salesperson?2. Cost-of-sale (COS) fair for company?

The Importance of Personality Style

The Process

• Job description

• Job posting

• Expectations

• EEO

• Advertise

• Review applications• Interview• Check references• Extend offer

Job Description

Job Posting

On Air Announcements

What Makes a Good Sales Person

*Harvard Business School

Attributes Of a Top Salesperson

• Job commitment• Strategic orientation• Intellect• Mental alertness• Sociability• Authoritative• Dependability

• Persistence• Courage• Ability to improvise• Inquisitiveness• Forcefulness• Tenacity• Straightforwardness

*Source: Harvard Business School

Hiring Process – The Interview

Don’t tell too much

Set a positive tone

Explain the interview

Know the skills

Take notes

• Call in finalists• Third meeting• Check references• Extend offer in writing

• Use a written formal employment agreement• All new employees must go through a

probationary period• Make sure you have an agenda and schedule

prepared for at least their first two weeks• Make an announcement to your staff before

the new employee starts

When You Make an Offer...


Suggested insight questions

What has been your best job so far, and what made it so good?

What has been your worst job so far, and what made it so bad?

Is there anything you think you should tell me about now rather than me finding it out later?

Legal Considerations

DO NOT ASK ABOUT...

• Date of birth• Maiden name• Previous married name• Marital status• Name of spouse• Children• Arrest record• Ancestry• Religion• Race

Termination – The Process

• Document performance

• Meet with employee

• Put it in writing

• Have witnesses

Final Tips

• Define the skill set you are looking for

• Define the experience level you are looking for

• Develop your interview architecture and use it for all candidates

• Use the same criteria to analyze all applicants

• Conduct multiple interviews, especially with finalists

• Thoroughly vet each applicant and check all references

Final Tips

• Make sure you understand the legalities of interviewing job candidates

• Follow your company’s EOE guidelines to the letter

• Ask pertinent questions and listen to the answers

• Have a form to use as you record the interviewee’s responses

• Arrange for interviews with other staff members

Final Tips

• Recruiting is an on-going responsibility

• Too much down time on key accounts will cost you money

• Having candidates that have already been vetted allows you to move quickly. These hires tend to stick.

• Trying to rush the vetting process causes you to make “desperation” hires. These hires tend to not work out.

• An outside testing product can be very helpful

Final Tips

• When ever you talk to clients, ask the for the names of sales people they are impressed with

• Seek referrals from top performers (reward referrals)

• When you get great personal service from a non-radio sales person, discuss radio sales with them

• Use recruitment advertising on your own station(s) broadcasts and websites

www.RAB.com

Rolling the Dice or a Sure BetRolling the Dice or a Sure Bet

Member [email protected]

800-232-3131

Sales Management:

The Hiring Process:

RAB

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