How Technology Has Changed The Attitudes, Profile and Performance of Today’s Directory Sales Professional

1. How Technology Has Changed The Attitudes, Profile and Performance of Today’s Directory Sales Professional Robert Hawthorne President Hawthorne Executive Search Robert@HawthorneSearch.com

2. Who We AreThe Basis for My Comments • Recruiting From “C” Level to Entry Level Sales Managers • We do our homeworkResearch • We identify the right peopleStrategic Recruiting • We work interactively with our clients Custom Consultation • We bring results Absolute Results • The Industry Leader in Directory & Interactive Media Recruiting. • Experience: Total Years of Experience on Staff -- 50+ • Average Salary Range on Search Projects: Typically 75k- 250k • Geographic Scope: Completed searches in virtually every major and mid-sized United States and Canadian city • Expertise in several industry segments/core functions: • Publishing • Advertising – CMRs & Full Service Agencies • Media • Online/Interactive • Pharmaceutical

3. Recruitment of Sales Professionals Is Changing Due to Technology • Monster, Hotjobs, Yahoo Jobs allows companies to attract candidates 24/7 vs. waiting on Sunday classified ads • HR now maintains extensive databases allowing them to develop lists of potential hires as soon a position opens • Potential Candidates – greater awareness of positions in their market to a far greater extent • Many candidates “job hop” • Job they accept today is being used as a springboard to tomorrows job opportunity • Looking for career opportunities not just “job”

4. Recruitment of Sales Professionals Is Changing Due to Technology • Competition for top talent much greater with virtual sales opportunities, and chance to work for companies without physical presence in market more prevalent • 2 out of 3 sales professionals we contact say they are “open to making a change within the next six months if the right job comes along.” • Companies must “re-recruit” their existing sales force or they will have huge turnover issues

5. Today’s Sales Professional:What Do They WantWhat Role Does Technology Play? • Strong Base Salary/Guaranteed Compensation: • Horror stories of unpaid commissions, etc. they want up front money • Strong leadership, mentorship: • Selling in a virtual/online world they feel like an island • Want someone to get them excited about what they are doing & their performance is vital. • Sell state of the art product/service that will enable them to build their resume • Must sell something “technologically relevant” don’t want to be a dinosaur

6. Today’s Sales Professional:What Do They WantWhat Role Does Technology Play? • Younger generation: constant reassurance on job performance, intangibles beyond comp • Benefits: hot button issue with the rising costs of healthcare. Employees want more than just $$$ in a paycheck • Technology which enhances their sales performance, not serve as a barrier. • Money is NOT the only reason why people leave a company- Sales professionals want flexibility, i.e. work from home, etc, autonomy, need to believe in the product and service they are selling

7. Make Your Company Attractive to Potential and In-House Sales Professionals • Best talent never looks for a “job”; they are looking for career advancement opportunities. • No one home grows talent like the directory industry • Offer feedback and appreciation beyond strictly $$$ Rewards, Recognition, Flexibility for established producers • John Wooden: “I treat my best players differently than others because they have earned it.” • Sell Your IYP/Online Aspect to attract those who want a sales career in a technology driven marketplace

8. Make Your Company Attractive to Potential and In-House Sales Professionals • While stressing print roots, don’t let candidate marketplace view you as a print based product with limited online applications • Next generation of sales professionals often don’t do career search in traditional or mainstream arenas, use micro-sites, wireless, handheld- tomorrows sales people aren’t looking in the newspaper, or often either on monster board.

9. Other Factors: • 50% of all employees are “open to a job change” nearly 66% of sales representatives we asked said they would make a change • Average Turnover nationally—15%, Sales 50% plus • Average tenure in today’s workforce is now under 4 years • In Your Business -- #1 isn’t your Advertisers or Stockholders: It is Your Employees, and particularly your sales force. • If employees are happy, customers get the service expected, stockholders get return on their investment

10. Other Factors (Part 2) • Turnover costs money: recruiting costs, training, lost productivity, lost sales, etc. • Someone is trying to recruit your best sales representative, sales manager, director, etc. Are you sure they are loyal? • Sales representatives today don’t want to sign non-competes -- huge issue on the horizon • Today’s employee has limited company loyalty. They view companies in for themselves, causing them to think the same way

11. Contact Information: Robert Hawthorne Email:Robert@HawthorneSearch.com Website: www.HawthorneSearch.com Office:910-798-1800 Cell:910-297-8729