Hiring and Training the Strongest Originators

1. Hiring and Trainingthe Strongest Originators Presenters: Brad Harmon, CLP – First Star Capital Scott A. Wheeler, CLP – Wheeler Business Consulting

2. The Number #1 Challenge

3. How Do You Find Eagles … Eagles: strong originators that will take your organization to the next level When all applicants (and even some of the current staff) are Turkeys? Turkeys: originators that never fly, makes lots of noise, and are being prepared to be eaten (by the competition) Metaphor is compliment of: Mel Kleiman of Humetrics

4. Hiring Experience (with a book of business) Negative • Usually higher up-font cost (salary, • head hunter, commissions) • The % of book of business • transferred is usually smaller • than hoped. • May disturb internal culture • Company’s products don’t truly • align with originator’s marketing • Often hard to train old veterans • You may hire someone else’s TURKEY Positives • May bring a portion of their business to your company • Less ramp-up time • Less training required • Provide new expertise to the organization • Immediate returns

5. Hiring New Entries Negatives • Difficult to hire correctly • Requires up-front and cont. training • Significant investment of time, • money and internal resources • Typical high turnover rate (ongoing • process) • After you train, these employees • become attractive candidates for your • competitors • Companies with poor RHT • processes continue to develop • internal TURKEYS Positives • Usually less up-front cost (salary, head-hunter, commissions) • Can mold into the culture of organization • Train to the company’s capabilities • The ramp-up time is back to a manageable period (6-12 months) • Have potential to become long-term, great employees

6. Successful Hiring

7. Extreme Situation • Large lessor hires 16 seasoned sales reps. around the country. All have 10+ years of experience in the specific sectors and markets that the lessor hires them for. • 15 months later - only 3 of the 16 are fully meeting or exceeding company’s desired goals (not a good ROI). • 75% of the Company’s other sales professionals are meeting their goals. What is the Solution? Hiring process needs to be revamped. Great professionals may be mismatched. Additional up-front testing for alignment of employee/employer’s capabilities, products, value proposition and culture. Even experienced professionals need initial direction and training. Goals, expectations need to be detailed and a plan derived up-front.

8. A Few Hiring Tips

9. A Favorite Interviewing Question • Tell me what your primary responsibilities were in your last position when you started? And what are your responsibilities currently (or when you left)? • Successful professionals attract (create) additional responsibility over time. (Turkeys continue to do the same thing day in and day out.) • The ability to increase responsibilities reflects self-starter professional who delivers results.

10. Why Do Companies Provide Ongoing Training?

11. Five Attributes to be a Well Positioned Sales Professional 11 Rank each of your existing sales professionals on a scale of 1-5 The process will quickly indentify strengths and weaknesses Train in each category to improve individual and group performance

12. Training includes:

13. Training for New Hires to the Industry

14. Training for Industry Veterans

15. Example: Training for a small ticket co. - young sales staff

16. Example: Training for a large ticket co. - veteran sales staff

17. The potential in the commercial equipment leasing industry is growing for those companies that are well positioned in the industry. Industry leaders are constantly RECRUITING top talent. Industry leaders are HIRING the very best professionals with the “right” attributes. Industry leaders are “properly ” TRAINING all of their sales professionals.