: Hello, I am Steve Suggs author of the book, Can They Sell.
This video gives you 20 minutes of free training, just like you’ll find in the book.
To buy the book now, click on the buy button on the right and watch this video later.
After you buy the book, come back to this page and enter your information and your purchase
code and in addition to this training video, I’ll give you another 30 minutes of free
recruiting training as a bonus for having bought the book.
It is recruiting training that will radically change the way you recruit salespeople.
It is training that my clients are paying thousands of dollars for.
It further answers the question, “What are the traits of the best salespeople.”
Congratulation on wanting to learn to recruit the best salespeople.
Get ready to learn how to select the best from the rest.
Everybody who is recruiting salespeople wants to know these 3 things: where do I find the
best salespeople to interview, what are the traits and skills of the best salespeople,
and what tools and questionnaires do I use to look for the traits and skills.
The information I am about to give you is a sample of what’s in the book which has
been endorsed by over 20 great sales trainers like Jeff Gitomer, Brian Tracy, Jay Conrad
Levinson, Tony Allessandra, Jill Konrath and Jim Cathcart and many more.
This is a sample of the training that helped one of my clients increase sales by 70% in
one year, just by using this system to recruit better salespeople.
You can view many testimonials below from managers in a wide range of industries or
go to my Linkedin profile to see over 30 endorsements of this training.
Today, I am going to begin to answer the question, “What do I look for in the best salespeople.”
I’ll show you why people make the mistake of hiring someone they like, and then finding
out later that they can’t sell.
Before I answer that question, I want to talk about Henry Ford.
He didn’t invent the car.
He invented a system of production that made the care affordable to the common working
person.
His contribution to mankind was efficient productivity.
He created a system with Knowledge, Tools and Skills That’s what this book is all
about.
It’s a recruiting system that gives you knowledge of human behavior, recruiting tools
and recruiting skills.
Master this system and you will begin to recruit superstars and become a great coach.
Here is the system.
After we find enough people to interview we move them into stage 1, Screening.
We screen their resume, then by phone, by email, in-person and check references.
We use structured interview questions in this stage to help us measure for the top traits
and skills.
Then, in stage 2, we use the science of a personality questionnaire, I use the Craft
Personality Questionnaire, the CPQ, to give me an accurate read on their hard-wired personality
traits.
In stage 3, we conduct a final in-depth interview to help us get a final measure on the candidates
strengths and weaknesses.
All along the way we use the Matching/Score Sheet to score all of their traits and skills.
Each stage gives us 20% of the information that we need to make a great hire.
As you can see, this system is a balanced approach.
We’re not just using interview questions, or just a personality assessment.
It’s all of these tools working in concert with each other that helps us measure each
candidate’s strengths and weaknesses.
After we hire someone, we know what to coach.
Having a system like this is useless unless we know exactly what are the top traits and
skills of the best performing salespeople.
This brings us to the question, “What do we look for in the best candidates?”
Over the past 11 years of working with sales mangers to recruit salespeople, my business
partner, Lance Cooper, and I have discovered the 5 Dimensions of the Best Salesperson Profile.
When you create a profile on Facebook or Linkedin, you put information about yourself on your
profile for the world to see.
You put your best foot forward.
You work to impress.
That is what candidates do when they interview to come to work for us.
Our job is to see through the spin and get to the real person.
If we don’t know what to look for, then we don’t really know the difference between
the all-talk-no-action salesperson and the great salesperson.
We are emotional beings.
When we’re faced with a decision, if we do not have the knowledge to make a decision,
our default way of making that decision is to use our emotions.
When we don’t have a recruiting system based on knowledge, tools and skills, we use our
gut to make hiring decisions.
We hire people we like.
We measure for all five dimensions in order.
If a person does not pass the test on the first one, we stop the selection process and
move on to the next person.
We look for Attitudes first, then Motivations, then Character Traits, then Personality Traits
and then Sales Skills.
I’m going to briefly cover these 5 dimensions in the rest of this video.
If you buy the book and come back to this page and enter your information along with
your purchase code, I will give you more free training that will go into these 5 traits
in greater detail.
Let’s first talk about Attitudes.
Top salespeople have 2 attitudes.
First, they have a passion for solving the problems of their customers using the product
they are selling.
Secondly, they have a positive image of themselves as a salesperson.
If you sell insurance and financial services, you must recruit people who have a passion
for helping people make the hard decision to purchase a product that protects people
from an unexpected financial disaster and to make financial plans for the future.
If you sell wireless phones and devices, you recruit people who have a passion for helping
customers buy communication, convenience and entertainment.
If you sell products to businesses, you must recruit people who have a passion for helping
your customers use your product to increase your customers profits and gain more free
time.
Without a passion for solving these problems, it is impossible for your salespeople to reach
high levels of success in their field.
Secondly, we must have a positive image of ourselves as a salesperson.
Selling is one of the hardest jobs in the world.
We have to get up everyday and battle in a market place full of tough competition, and
in an atmosphere of high rejection and high activity.
If we don’t respect and admire the professional services that salespeople bring to us, we
will not respect ourselves as a person of value to our clients.
If the candidate you are interviewing buys most everything on the internet in order to
avoid interaction with salespeople, there’s no way they can have a positive attitude about
themselves as a salesperson.
So, the best salespeople have the two attitudes of a passion for the product they sell and
a positive image of themselves as a salesperson.
The second Dimension in the Best Salesperson Profile is Motivation.
The best salespeople have some IMMEDIATE needs and a DESIRE to make the future better.
They have things in their life they want to change, and by working hard for you, and earning
the money from sales, they can bring about these changes.
Changes like paying current bills, paying off debts, buying a house, saving for retirement,
education and many other things that require money.
The job of sales is just too hard to do it at a high level unless people have MONETARY
NEEDS that can be satisfied by doing well in sales.
The third dimension is Character.
The top character traits are Concern for Others, Honesty, Work Ethic and Responsibility.
Character is built in our past.
When parents and mentors teach us, from a young age, correct ways to behave, we become
bonded to these character traits.
We all have varying degrees of these traits.
It all depends on how much training we received, beginning at a young age.
It also depends on how willing we are to work on our own personal development as adults.
We measure Character Traits with interview questions which are specifically developed
to measure the level of each character trait during the interview.
The forth Dimension of the Best Salesperson Profile is Personality.
In the Recruit the Best System, we use the Craft Personality Questionnaire, the CPQ,
to measure 8 traits.
The 4 that have the greatest impact on mastering sales skills are Social Drive, Social Confidence,
Goal Orientation and Need for Control.
These 4 traits measure a person’s natural desire to be social to accumulate lots of
casual relationships for the purpose of doing business, how confident we are when asking
for appointments, asking tough fact-finding questions, asking people to buy, handling
objections, handling rejection, being disciplined to set and reach goals with a creative and
restless pace of work and the desire to control conversations and situations that lead to
getting the sales process completed.
Doesn’t that sound like the person you want to hire?
These four traits measure that entrepreneurial, fire in the belly personality of top salespeople.
We are born with these traits, and science proves, that most people who perform at high
levels of sales, have a certain, hard-wired combination of these traits.
The fifth Dimension of the Best Salesperson Profile is Sales Skills.
The best salespeople are great at Prospecting, Setting and Holding Appointments, turning
an appointment into a Fact Finding interview, making effective Presentations, and Handling
Objections in a way that closes the sale.
All of this sales activity must be done in a high activity, high rejection environment.
Managers often say, “The salesperson you have described in this profile is hard to
find and doesn’t exist in my market.”
And, they make a good point.
What I have described is the perfect salesperson.
We must know what perfection looks like so that we can measure everyone we’re interviewing
against perfection.
It’s sort of like the time that I tried out for the track team in high school.
The first year we had a track team, our coach was a football coach who recruited a bunch
of us football players to be on the track team.
It came time to choose the long jumper.
He pulled a few of us skinny guys over the sand pit.
The first guy jumped 15 feet.
The second 16, then I jumped a surprising 19 feet.
We all thought I was a sure thing to win the next meet.
When we get to the track meet.
I was up first.
I jumped my personal best of 20 feet.
I waited for the applause, but no one was impressed but me.
My competition jumps and flies through the air with this spectacular form of swinging
arms and legs that I had never seen before and landed at 22 feet.
He gets a huge applause and wins the event.
I thought this guy was incredible until the next day when I went to the library and discovered
the world record at the time for the long jump was around 26 feet.
You see, until I did my research, I didn’t have a point of reference as to how good or
bad I really was.
It’s the same with recruiting.
Unless we know what perfection is, we’ll compare each candidate against the best candidate
in our small pool of current candidates.
If we have a pool off all mediocre candidates, we pick the best of the worst salespeople,
and don’t realize we made a bad choice until our new salesperson is out in the field getting
slaughtered by the competition.
What I am about to tell you next changed my world as a sales manager.
This simple piece of knowledge of human behavior will help move you to the next level of selecting
salespeople and coaching those on your current team.
Are you ready, here goes.
The degree to which a person has the first 4 dimensions will determine the level at which
they will master the sales skills.
If you want to become a great recruiter and great coach, it is critical that you learn
how to measure the level at which each person you’re recruiting and coaching has of the
right Attitudes, Motivations, Character Traits and Personality Traits.
As you can see from this picture, the fewer amounts of the first four dimensions, the
lower the capacity to master sales skills.
The higher the amount of these four dimensions, the greater the capacity to master sales skills.
That is what the book, Can They Sell, is all about.
It’s about a recruiting system that gives you the knowledge and tools you need to measure
these 5 dimensions in the people you are considering to hire.
A manager in one of my training classes told me that he’s convinced that the quality
of the salespeople he recruits will determine the kind of coach he becomes.
He’s right.
There’s one thing that sets the great coaches apart from the good coaches.
If you look at all the great coaches throughout history, they all have a system they use to
recruit great players and a system to coach them by.
Let’s review.
To answer the question, “What do I look for in the best salespeople?”
We use a system with 3 stages – Screening, Profiling and Interviewing.
We use the 5 Dimensions of the Best Salesperson Profile.
We look for these in order.
First – Attitudes – We want to hire candidates who have a passion for solving the problems
of your customers using your product.
We want them to have a positive image of themselves as a salesperson.
Second – We want to hire candidates who have immediate and long-term financial needs
that can be met if they are successful selling your product.
Thirdly – We want candidates with the Character Traits of Concern for Others, Honesty, Strong
Work Ethic and Responsibility.
We want candidates with high scores in the personality traits of Social Drive, Social
Confidence, Goal Orientation and Need for Control.
All 4 of these dimensions will determine the level at which they will master the 5th dimension,
the sales skills of Prospecting, Holding Appointments, Fact Finding, Presenting, Handling Objections
and Closing Sales.
We use tools, interview questionnaires and personality assessments to measure these traits.
With this system we make a logical decision rather than hiring someone because we like
them, and we don’t really know why we like them.
As you begin to learn more of this human-behavior knowledge, your recruiting and coaching skills
will grow.
What you’ve heard here is obviously just a small sample of the training in the book.
If you like what you’ve heard here, if you haven’t already, what I’d like for you
to do is click on the “Buy” button on the right side of the screen and buy the book.
Then what I would like for your to do is to come back to this page, enter your name, email
and purchase code and I will give you a free bonus.
While you are waiting on your book to arrive, I am going to begin to give you some more
great training.
It’s a real bonus.
It is not some dinky white paper.
It’s recruiting training that will radically change the way you recruit salespeople.
It’s 30 minutes of more free recruiting training in greater detail than this video
you are watching right now.
I’ll show you how character is built, how personality traits impact character, and I’ll
talk about some tools you can use to measure and score these traits in salespeople.
After you watch that training video you’ll know why salespeople you hired in the past
didn’t make it.
This knowledge will help you to know what to
look for during the interview process.
It’s more training on human behavior.
You’re going to get great at recruiting and coaching your sales team.
Also, what I’d like you to do is please leave some comments below, because I personally
respond to every comment.
You probably know some other people who are struggling with recruiting salespeople, and
they would benefit from this training, so please email your friends this website so
they will get the same benefit as you.
Click on the “Mail this to a friend” button underneath this video.
They’ll thank you for it.
Thank you for being here.
Now go recruit the best.