The Secret Weapon for Sales Recruiting

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    30-Nov-2014
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    Business

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Brad Wilkins, named the #1 Recruiter in the U.S. by TheLadders.com, is a sought after speaker in the talent and human resources world, and an expert at finding and building high performing sales teams. In the last decade, Brad has reviewed tens of thousands of job applicants and successfully placed hundreds of high performers in a broad range of roles. To put it bluntly, if you’re looking to build a high performance sales team, Brad’s the guy who can find the right talent.How does he do it? Brad has a secret weapon - RoundPegg. Join Brad Wilkins and RoundPegg’s VP of Sales, David Lyon for “The Secret Weapon for Sales Recruiting” where you’ll learn firsthand how to: - Quickly identify promising candidates when your inbox is slammed with resumes - Cut through candidates’ sales pitches and uncover top sales talent - Use a candidate’s values profile to ask the right interview questions - Onboard new sales hires so they can ramp-up and produce revenue faster All this and other tips and tricks that Brad uses to hire and retain top sales talent.

Transcript of The Secret Weapon for Sales Recruiting

  • 1. The Secret Weapon for Sales Recruiting: How the #1 Recruiter in the U.S. Builds High Performing Sales Teams
  • 2. David Lyon VP Sales & Customer Success, RoundPegg
  • 3. Brad Wilkins Director, Talent Management and HR Services Adcap Network Systems
  • 4. Brad Wilkins Ranked #1 Corporate Recruiter in USA for 2013 by TheLadders.com Featured speaker for LinkedIn, TheLadders.com, Workforce Live, TLNT, ALI, The Conference Board, GSMI and The Talent Management Alliance
  • 5. Brad Wilkins Director, Talent Management and HR Services Adcap Network Systems
  • 6. Takeaways How culture fit = better sales teams How to cut through applicant overload Making the right hires using culture data Onboarding & managing with culture data
  • 7. Why is hiring salespeople so hard? ?
  • 8. Hiring Salespeople isnt Easy Good sales people are hard to find and only 6% are considered elite Little formal education for those who aspire to a career in professional sales Sales is complex and evolves rapidly Best interviewers arent always the best candidates What makes a salesperson successful in one environment rarely translates over Challenges
  • 9. Failure is Expensive Hard costs = 50% of annual comp Soft costs = 25% of annual comp Opportunity cost = X% Turnover & Bad Fits
  • 10. Is there a secret weapon for hiring? ?
  • 11. Culture Fit & Values 89% of reason individuals fail in a position is culture based, not skills 70% of sales reps leave because of poor fit with their managers Better culture fit in sales positions increases revenue by 35% Good fits are 27% less likely to turn over The Secret Weapon
  • 12. Adcap & RoundPegg How Adcap Network Systems started using RoundPegg
  • 13. It Started with Culture 10-year-old organization Culture was important but undefined Needed to define & quantify culture Once defined it could be improved and maintained Adcap Network Systems
  • 14. RoundPegg Culture Baseline Shows most important values vs least Highlights conflict values Broken down into teams, departments, entire company
  • 15. Ah-Hah Hiring Moment Adcaps annual entry level sales position
  • 16. The Sales Hiring Challenge Top company to work for in Atlanta No experience required Can come from any background Anyone can find and apply Entry Level Sales
  • 17. The Sales Hiring Challenge 750 1,500 resumes received Most applicants have similar skills (none) Most industry background irrelevant Now what? Result
  • 18. Key Questions for Hiring Entry Level Do they have the right personality? Do they fit in with the sales culture? Do they fit with the hiring manager? How can you efficiently screen applicants? Key Questions
  • 19. RoundPegg Culture Survey Quick 5 10 min survey 9 most & least important Applicant sees their culture data as well
  • 20. RoundPeggs HirePegg Tools Shows a list applicants & culture fit scores Easy to understand archetypes
  • 21. RoundPeggs HirePegg Tools Sort by culture fit Concentrate on best-fit candidates
  • 22. Making Culture Fit Tangible Easily identify areas of fit & friction Fit with company, team and manager Fit at micro level is more important than global culture fit
  • 23. Candidates Own Their Profile Instant feedback Candidate gets login and culture type info Printable Cube Guides
  • 24. RoundPegg for Interviewing Culture guide with insight into values & communication Behavioral interview questions Cheat sheet for less skilled for hiring managers
  • 25. Hiring with Culture Data 15% more profitable over the first 12- months, 24% more profitable over 18- months 27% less likely to voluntarily leave within 12-months 20% more likely to be top performers Business Outcomes
  • 26. Culture in Onboarding Using RoundPegg to onboard new sales hires
  • 27. Traditional Onboarding Paperwork Brief introductions to teammates Mildly awkward lunch 3 - 6 months of learning how management & employees operate The Average Experience
  • 28. Onboarding With Culture Data Give the keys to working with teammates early Highlight how team can work best with new hire Discuss areas of possible frustration
  • 29. Onboarding with Culture Data 15% faster to onboarding time (defined as having a positive profit/cost ratio; measured within sales departments) Higher rate of inclusion for new reps Reps better equipped to work together Reduced turnover costs Business Outcomes
  • 30. Culture in Management Using RoundPegg to manager strong sales teams
  • 31. Creating Desired Interactions Politics arise from assuming others will behave as we would Behaviors driven by value systems Managers not comfortable talking about feelings/ values
  • 32. TeamPegg for Managing Reps Guides and comparisons available to managers See the dynamic, potential challenges and compliments Easily understood supportive actions
  • 33. Managing with Culture Data Less employee conflict Conflicts resolved faster Conflicts turned to compliments More time working, less time politicking Business Outcomes