HIRING TRIANGLE: Three Key Items To Consider When In Search For A New Sales Hire

PREPARATION, RECOMMENDATION, COMPENSATION
How do you prepare in investing to a new sales hire? Where do you find the best salespeople? How much do you have to compensate for your employees’ referrals? These are 3 key items that Nigel Green covers today, and you will find out his insights by tuning in to this latest episode of Sales Transformation.


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TRANSFORMING MOMENTS
NIGEL: What to think about when investing in a sales hire“What we need to do is pause and say, if this rep that I'm about to invest all this time and energy into recruiting and training and onboarding, if they're going to be successful in a year from now, what do I need to see in the first 30 days, first 90 days? What do I need to see from them at six months, it may be it's, it probably is a combination of a set of behaviors, a set of attitudes, and then assert a quality quantifiable objectives at certain periods of time.”
NIGEL: The best salespeople are not out there looking for jobs“The best salespeople don't apply to jobs. And the reason they don't apply for jobs is because they're busy being successful at their current job. They don't need a job. And so if I made you mad, I'm sorry, but it's probably true.”
NIGEL: Compensate your employees fairly for their referrals“The reason why the employee referral program, why most of them suck is because the bonus isn't worth your employees’ time. If you're gonna go pay a recruiter 20% to 25% of that employee's first-year salary, why in the hell wouldn't you pay one of your existing sales reps or any employee in the company the same amount? It's all at risk. It's meaning that your agreement with the recruiter is contingent, it's contingent on that recruiter delivering a candidate that you deem worthy of hiring.”
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