Browse Tag

ideal candidate

Why You’re Missing Out on Hiring “A” Player Salespeople

Hire the Best - Use for Web applications, emails, etcEveryone tells me they want to hire “A” Players and at the same time they are ill-equipped to do so.

First let me define “A” Players .They are typically only the top 6% of the sales population.* Below are some defining characteristics of “A” Players:

  • Head down focused on driving results
  • Not looking for a job or, at best, passively looking
  • Has a track record of success and not just during good times
  • Committed to success in their sales career
  • Have the desire to be successful in their sales career

This list would also include attributes like; they do whatever it takes, keep score themselves, hate to lose, etc.—but that is for another article. read more

Do You Want to Hire Entrepreneurs or Employees?

Hire the Best - Use for Web applications, emails, etc“I want someone with an entrepreneurial mind-set in this position,” a client recently stated.  I’ve heard this comment many times before, and it triggers my cautionary response, “Are you sure?”

Too often we believe we want attributes like self-starting, proactive, and organized in a person. In other words, we are looking for someone who fits the “entrepreneurial” mold without really defining the desired behavior exhibited by a person who could have these attributes. read more

Why You Are Missing Your Revenue Targets

Hire the Best - Use for Web applications, emails, etcThe short answer is, you are not staffed right.

The sooner you accept this reality, the sooner you start your journey of never missing another revenue target.

This is the “why” behind the short answer…

It has been my experience that we typically fill a sales role based on the experience we feel the person needs in order to hit expectations. While I agree this is part of the equation, it is not the full equation. read more

Find Me the Ideal Boy Scout

Hire the Best - Use for Web applications, emails, etcHere’s my hiring process, my client said, “I collect all the resumes that come in and I put them in a stack on my desk.  Then I sort through that pile and separate them into two stacks, the good resumes and the bad resumes.  Next, I throw the bad resumes away and then I turn to my credenza, take out a bottle of Jack Daniels, take two shots and sort through the “good” resumes in hopes of finding the one or two I want to interview.  The problem with my process, Jim, is that I am comparing the best of the worst.” read more