Hiring and Developing a World Class B-to-B Sales Force Seminar

Dave Kurlan
Founder
Objective Management Group, Inc.

(This seminar is available as a custom, in-house program for member companies.)

When you have a world-class process for recruiting top salespeople you will consistently hire sales talent that will succeed at executing your strategies…

Yet, most companies hire salespeople the same way they hire non-sales employees, using strategies that yield inconsistent results, making hiring decisions subjectively, rather than objectively, and relying on people that don’t understand sales to filter candidates. If one of your company’s strategies is organic growth and new salespeople must find and close new business while growing existing accounts, then attracting, identifying, selecting, on boarding and retaining the right salespeople is the foundation of that strategy. Attendees will build a world-class process for consistently recruiting top sales talent at their company, without having to rely on outside recruiters for a pool of candidates.

Objectives

This seminar will help attendees identify the flaws of their existing recruiting process and master the 12 proprietary, time-tested and proven steps that must be implemented to achieve consistent results when hiring salespeople. Attendees will learn the secrets of top sales development experts and will save a tremendous amount of time and money by applying these best practices.

Who Should Attend

Everyone that gets involved in the process of recruiting, hiring, managing and developing salespeople:

• Human Resources

• Internal Recruiters

• Sales Managers

• Sales Directors and VP’s

• Regional and Group Presidents

Seminar Content

Day 1 – Getting Ready

• Identifying the Flaws in the Existing Process: You’re doing a lot more wrong than you think; including knowing where the process actually begins and ends. What are you doing wrong in your company and what impact does it have on your new salespeople, their managers, the company and the anticipated revenue?

• Identifying the Requirements for the Position and Who You Should be Hiring: This is not the job description. This exercise probes deep into the challenges of succeeding at your company to identify the experiences in which your new salespeople must have already had success.

• Writing the Killer Ad: This is not the ad you’re running today. This exercise helps you craft an ad that attracts the salespeople you identified in the previous step with surgical precision.

• Sourcing Candidates: Newspapers are so yesterday and Monster.com generates so many of the wrong resumes. Where should you source your candidates and how do you attract the ones you want?

• Using Automation to Save Time and Money: You shouldn’t have to do anything until you already have a pool of hirable (vs. interested) candidates.  You’ll learn how to use Microsoft Outlook ™ to completely automate the first half of the process!

• Resumes: Most of the information on a resume is useless. You’ll learn to identify the most important information on the resume and as for the rest of what’s contained in that resume, you’ll learn to rip it apart in the interview.

• Using an Assessment: The most predictive assessment in the world is only as good as where you use it in the process. You’ll learn how to use a predictive sales assessment as a crystal ball, to identify the candidates who will succeed in your business.

Day 2

• The Phone Interview: An effective phone interview takes only 3 minutes. You’ll learn exactly what you must learn and what you must ask to identify the candidate's worth of an interview.

• The First Interview: Selling the position/opportunity/company is not an effective way to see your candidate in action. You’ll learn how to make the first interview so challenging for your candidate that you’ll actually get him/her auditioning for the part.

• The Final Interview: With a shortage of candidates it’s not enough to present your company and the opportunity in a positive light. You’ll learn how to make the opportunity so compelling that your candidate can’t refuse.

• The Job Offer: What do you mean you don’t use non-compete, non-disclosure, non-solicitation and commission agreements? Everything you always wanted to know about job offers but were afraid to ask.

• The First 90 Days: Product training isn’t enough. It’s not enough to hand your talented new hires over to the sales manager. There must be a comprehensive, structured, on boarding program in place. Together, we will identify the required components and help you create an ideal program.

• Who Must Do What: What do you mean you didn’t post the ad? A checklist to make sure that every required component of this process has a deadline for completion and is owned by someone on the team

Format

The two-day seminar meets from 9:00am-4:00pm each day. It is a highly interactive, discussion based program that includes exercises, role-plays, case histories and scenes from a dozen Hit Hollywood Movies to illustrate each concept.

Instructor

Dave Kurlan is the founder of Objective Management Group, Inc., the industry leader in sales assessments and sales force evaluations, and the CEO of David Kurlan & Associates, Inc., a consulting firm specializing in sales force development. He possesses 30 plus years of experience in all facets of sales development, sales management and sales recruiting.

He has been featured on World Business Review with General Norman Schwarzkopf, Inc. Magazine, Selling Power Magazine, Sales & Marketing Management Magazine and Incentive Magazine. He is the author of Mindless Selling and his newest book, Baseline Selling – How to Become a Sales Superstar by Using What You Already Know about the Game of Baseball. Dave created and wrote STAR, a proprietary recruiting process for hiring great salespeople, writes Understanding the Sales Force, a popular Blog, and is featured on Inc. Magazine's video How to Increase Sales and Profits by 1000%.

For more information

Paula Dorminy or Gary Holler
Institute for the Study of Business Markets (ISBM)
Smeal College of Business
The Pennsylvania State University
484 Business Building
University Park, PA 16802-3603

Phone: 814-863-2782
Fax: 814-863-0413
E-mail: isbm@psu.edu