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A Salesperson Sold Me in the Interview… Why Isn’t She Able To Sell Successfully Now?

Every hiring manager has encountered that one sales candidate who was confident, charming and surely a perfect fit for the position during the interview, only later to turn out to be a poor performer on the job. Predicting how a candidate will perform once hired, based only on a simple in-person interview is no easy task, even for the most experienced hiring managers. After all, as they say in the entertainment world, “Every actor can give one great performance.” The same is true for an interview. So how can we increase our chances of hiring a salesperson who will perform
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Can a Motivational Speech Increase Drive in Your Salespeople?

Companies often include motivational speakers in their training systems, and a good motivational speaker can spark some fresh thinking and bring energy into the program. However, these speeches will not be a cure-all for your sales team. Unfortunately, even the most inspiring motivational speakers cannot transform a low-Drive person into a high-Drive person. Since only 15% of the general population actually have the skills necessary to succeed in sales, it is imperative to manage your expectations ahead of time.
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“Drive” Comes in Many Forms

By now, you know that we would never recommend hiring anyone as a salesperson that did not have a high level of Drive, as verified by a sales aptitude test and a behavioral interview. These objective assessment tools that accurately assess the Drive within a candidate are necessary because unfortunately, it is easy to fake Drive over the short term. Evaluating a person’s attitude and personality can reveal what kind of salesperson someone might potentially be. However, stereotyping based on a first impression of someone can often produce inaccurate results.
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Will My Sales Candidate Be Comfortable With Cold Calling?

Sales managers looking for “hunter” salespeople, particularly among candidates who are inexperienced in sales or fresh out of school, often wonder how to determine whether their candidate will be comfortable with cold calling.  Most new account acquisition roles require this kind of outreach, either over the phone or in person.  However, not everyone is comfortable asserting themselves in this way.  So when hiring managers need someone who can hit the ground running, in addition to using a sales test, they need to ask their candidates a key question . . . 
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80/20 Rule? Think Again.

If you have been in and around sales for a long time you have probably heard reference to the “80/20 Rule.”  The 80/20 rule states that in any given sales group, 20% of the “stars” produce 80% of the revenues, so expecting a better distribution than that is probably impractical. But, actually the 80/20 rule is more of a convenient urban myth than a useful analytic tool, and it can actually be counterproductive when used to replace real metrics when hiring and managing salespeople. So here is some data  . . . some bad news first then followed by some
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You Can’t Judge a Book by Its Cover

We cannot tell you how many times we have spoken to business owners and managers who hire star athletes or other big men on campus who would seem to have everything it takes to sell, only to have them wilt under the pressure of professional sales.  The managers cannot understand why a star middle linebacker or the president of a fraternity cannot muster the same skill sets to deliver as a salesperson.  Here is the problem.
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