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RAB

Sales Management:. The Hiring Process:. Rolling the Dice or a Sure Bet. Member Response member_response@rab.com 800-232-3131. www.RAB.com. http://rab.com/crsmJuly2011.html. Choosing the right one isn’t easy…. Possibly the Most Important Thing We Do as a Manager.

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  1. Sales Management: The Hiring Process: Rolling the Dice or a Sure Bet • Member Response • member_response@rab.com • 800-232-3131 www.RAB.com

  2. http://rab.com/crsmJuly2011.html

  3. Choosing the right one isn’t easy…

  4. Possibly the Most Important Thing We Do as a Manager... • Great hires do a great job • Not so great hires, well...

  5. Best time to recruit?Where do you find salespeople? Possibly the Most Important Thing We Do as a Manager...

  6. Change...It’s Everywhere! • Workplace • Personalities • Generations

  7. Change...It’s Everywhere! • Single Parents • Workplace Diversity • Relationship Boundaries • Transportation and Proximity • Working From Home • Flex Hours • List Sharing/Job Sharing • More On The Way

  8. Where do you look for salespeople?

  9. Recruitment Card Side 1 Keep with you to hand out to interesting or interested people you meet Ready for a Better Career? WRAB, this city’s only radio station dedicated to listener, advertiser and employee satisfaction, is expanding the Advertising Sales Department. We’re looking for highly motivated, self-starters interested in a career in Radio Advertising Sales! A PASSION for Sales & Media experience are a plus, but if you are friendly, organized, and ambitious with good time management and interpersonal skills… Call Me! Sally Sells, Sales Manager 123-555-7890 Email your resume to sallysellsmore@rab.com

  10. Recruitment Card 2 Keep with you to hand out to interesting or interested people you meet • WRAB Marketing Consultants Receive: • * Base Salary PLUS High Commissions on • what they Sell • * Health, Medical, Dental and Vision Benefits • * Laptop Computer • * Training Program • Advancement Opportunities with our Corporation • Referred by_____________________

  11. Recruitment Pamphlet Keep with you to hand out to interesting or interested people you meet

  12. Pre-Hiring Assessment

  13. Do You Need Another Sales Person? Really? • Are you filling a vacancy? • Are you creating a new position? • Do you have the space? • Is there enough business to justify the new person? • What are you basing it on? • Is your staff behind the decision? • Is your staff prepared for the new person’s arrival?

  14. Will This Hire Generate ROI? Potential Revenue • 4 calls per day x 5 days = 20 calls • 20 calls x 50 weeks = 1000 calls • 1000 calls x 20% closing ratio = 200 sales • 200 sales x $1000 average order = 200,000 annual revenue But that’s gross...

  15. Will This Hire Generate ROI? Cost of Hire • Any recruitment costs • Initial salary • Benefits • Materials and equipment costs • Training • Missed sales due to inexperience • Commissions

  16. Will This Hire Generate ROI? • You may just break even in the first year of employment • Not all your hires will make it through the first year, but even the ones who don’t will be generating expenses • Think it through • Hiring better sales people will maximize ROI

  17. The Two Primary Considerations • Enough income for the salesperson? • Cost-of-sale (COS) fair for company?

  18. The Importance of Personality Style

  19. The Process Job description Job posting Expectations EEO Advertise Review applications Interview Check references Extend offer

  20. Job Description

  21. Job Posting

  22. On Air Announcements

  23. What Makes a Good Sales Person *Harvard Business School

  24. Attributes Of a Top Salesperson *Source: Harvard Business School Job commitment Strategic orientation Intellect Mental alertness Sociability Authoritative Dependability Persistence Courage Ability to improvise Inquisitiveness Forcefulness Tenacity Straightforwardness

  25. Don’t tell too much Set a positive tone Explain the interview Know the skills Take notes Call in finalists Third meeting Check references Extend offer in writing Hiring Process – The Interview

  26. When You Make an Offer... • Use a written formal employment agreement • All new employees must go through a probationary period • Make sure you have an agenda and schedule prepared for at least their first two weeks • Make an announcement to your staff before the new employee starts

  27. Hiring Process – The Interview

  28. Hiring Process – The Interview • Suggested insight questions • What has been your best job so far, and what made it so good? • What has been your worst job so far, and what made it so bad? • Is there anything you think you should tell me about now rather than me finding it out later?

  29. Legal Considerations • DO NOT ASK ABOUT... • Date of birth • Maiden name • Previous married name • Marital status • Name of spouse • Children • Arrest record • Ancestry • Religion • Race

  30. Termination – The Process • Document performance • Meet with employee • Put it in writing • Have witnesses

  31. Final Tips • Define the skill set you are looking for • Define the experience level you are looking for • Develop your interview architecture and use it for all candidates • Use the same criteria to analyze all applicants • Conduct multiple interviews, especially with finalists • Thoroughly vet each applicant and check all references

  32. Final Tips • Make sure you understand the legalities of interviewing job candidates • Follow your company’s EOE guidelines to the letter • Ask pertinent questions and listen to the answers • Have a form to use as you record the interviewee’s responses • Arrange for interviews with other staff members

  33. Final Tips • Recruiting is an on-going responsibility • Too much down time on key accounts will cost you money • Having candidates that have already been vetted allows you to move quickly. These hires tend to stick. • Trying to rush the vetting process causes you to make “desperation” hires. These hires tend to not work out. • An outside testing product can be very helpful

  34. Final Tips • When ever you talk to clients, ask the for the names of sales people they are impressed with • Seek referrals from top performers (reward referrals) • When you get great personal service from a non-radio sales person, discuss radio sales with them • Use recruitment advertising on your own station(s) broadcasts and websites

  35. Sales Management: The Hiring Process: Rolling the Dice or a Sure Bet • Member Response • member_response@rab.com • 800-232-3131 www.RAB.com

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