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Table Of Contents

PREFACE TO THE SECOND EDITION
IS SALES ART OR SCIENCE?
CULTURE SHIFT
SUBJECTIVE VS. OBJECTIVE
QUANTITATIVE SELLING
CONCLUSION
OBSERVE, MEASURE, AND REPEAT
STEP 1: OBSERVE
STEP 2: MEASURE
STEP 3: REPEAT
RECRUITING IS SELLING
RECRUITMENT RELUCTANCE
RECRUITING PERFORMANCE CHECKLIST
HOW TO SCORE YOUR CHECKLIST
FOUR CAUSES OF RECRUITMENT RELUCTANCE
THE THREE WORST MISTAKES RECRUITERS MAKE
RECRUITER MISTAKE #1—RUSHING TO RECRUIT
RECRUITER MISTAKE #2—CLONING
RECRUITER MISTAKE #3—IGNORING THE COST OF FAILURE
YOUR RECRUITING STRATEGY STATEMENT
THE HIRE PERFORMANCE PHILOSOPHY OF RECRUITING
THE FOUR LEVELS OF SALES
LEVEL 1: EFFORT AND CAPACITY
LEVEL 2: EFFICIENCY
LEVEL 3: EFFECTIVENESS
DIFFERENT TYPES OF SELLING
SIX BEHAVIORS OF LEVEL 1
1. ENERGY
2. GOAL MOTIVATION
3. SALES IDENTITY
4. BALANCED RISK SENSITIVITY
5. INITIATIVE
1. PROBLEM SOLVING
2. FOCUS
LEVEL 3: A MODEL FOR EFFECTIVE COMMUNICATION
PERSONALITY MODELS
BEHAVIORIST MODEL
THIRD-FORCE MODEL
BARNETT’S INTEGRATED MODEL
FOUR EMOTIONAL NEEDS OF LEVEL 3
EMOTIONAL NEEDS HAVE THREE STATES
THE NEED FOR APPROVAL
THE NEED FOR INFORMATION
THE NEED FOR CONTROL
THE BALANCED SALESPERSON
TEAMWORK ISN’T ACCIDENTAL
TEAMWORK IN THE SALES ENVIRONMENT
USING EMOTIONAL NEEDS TO PREDICT TEAMWORK
COMPATIBLE STYLES BUILD WINNING TEAMS
CONTRADICTORY STYLES UNDERMINE TEAMWORK
DOUBLE TROUBLE
CONFLICTED REPS
THE DOUBLE-DOWNS
PREDICTING FIT
LEVEL 4: EXCEEDING EXPECTATIONS
PHONE PRESENCE
ASKING FOR REFERRALS
LEVERAGING COMPANY-SPECIFIC REQUIREMENTS
QUESTIONS FOR DETERMINING A PAY PLAN
SALARY, COMMISSION, OR DRAW?
THREE COMMISSION OPTIONS
INCENTIVES AND PERQUISITES
FREE RECRUITMENT SOURCES
WHAT ABOUT RECRUITING YOUR COMPETITORS’ REPS?
ELEMENTS OF SIZZLING ADS
SIZE MATTERS
LEVERAGE THE BRAIN’S INTUITIVE RESPONSES
MATCH VALUES TO NEEDS
HOW RECRUITMENT ADS APPEAL TO THE FOUR STYLES
CONTROLLERS
PERFORMERS
ANALYZERS
EMPATHIZERS
EEOC GUIDELINES
ACTION LINE
FIRST READ: THE SCAN SORT
IS IT NEAT?
IS IT CONCISE AND COMPLETE?
DO SKILLS AND BACKGROUND MEET YOUR CRITERIA?
WORK AND EDUCATION HISTORY
HOBBIES
TRACK RECORD
VERBS
HOW TO CONTACT REFERENCES
IDENTIFY YOURSELF AND THE PURPOSE OF YOUR CALL
BEGIN BY PUTTING THE REFERENCE AT EASE
ASK OPEN-ENDED QUESTIONS
PREPARE FOR YOUR INITIAL INTERVIEW
BACKGROUND CHECKS
SOCIAL MEDIA
HOW EFFECTIVE ARE INTERVIEWS REALLY?
HOW TO HAVE A GREAT FIRST INTERVIEW
FIVE OBJECTIONS TO USING HIRING TESTS
TWO KINDS OF TESTS
WHAT SALES-HIRING TEST SHOULD I USE?
IS IT STREET LEGAL?
IS IT PREDICTIVE?
ESTABLISH A BENCHMARK
SHARING ASSESSMENT RESULTS
KEEP IT GENERAL
DON’T CALL IT A TEST
USE YOUR OWN PROFILE
MIRROR THE APPLICANT’S RESPONSE
CQ
LET THE CANDIDATE TALK ABOUT THE RESULTS
TAKE A BREAK
THE THREE MOST DANGEROUS CATEGORIES OF INTERVIEW QUESTIONS
Illegal questions
1. ILLEGAL QUESTIONS
2. HYPOTHETICAL QUESTIONS
3. FEELING-ORIENTED QUESTIONS
HIRE PERFORMANCE BEHAVIORAL-INTERVIEWING GUIDE
ENERGY
GOAL ORIENTATION
SALES IDENTITY
OUT-OF-BALANCE RISK SENSITIVITY
SALES INITIATIVE
OUT-OF-BALANCE APPROVAL NEED
OUT-OF-BALANCE CONTROL NEED
FOCUS
TELEPHONE SELLING
OUT-OF-BALANCE ATTENTION NEED
OUT-OF-BALANCE INFORMATION NEED
UP-MARKET SELLING
REFERRAL SELLING
NETWORKING
PRESENTATION SKILLS
CANVASSING SKILLS
CONCLUDING THE SECOND INTERVIEW
THIRD INTERVIEW (NINETY MINUTES TO TWO HOURS)
ENDING THE INTERVIEW
NEGOTIATING THE PACKAGE
EMOTIONAL NEEDS AND NEGOTIATION STYLE
TEN TIPS FOR NEGOTIATING A PAY PLAN
DOCUMENTS
NONCOMPETE AGREEMENTS
WORK-FOR-HIRE AGREEMENTS
FOUR LEVELS OF SALES
RECRUITER’S LEVEL 4 SKILLS
P. 1
Hire Performance: Recruiting a Winning Sales Team New and Revised

Hire Performance: Recruiting a Winning Sales Team New and Revised

Ratings: (0)|Views: 15|Likes:
Published by iUniverseBooks

Busy managers and bottom-line entrepreneurs are faced with one of the toughest challenges in all of business: hiring a sales team that can really sell. In Hire Performance, authors Dr. David K. Barnett and Matthew Robinson provide novice and professional recruiters with a turnkey selection system that replaces guesswork with science and gut-feel with confidence.

First published in 2003, this guide introduces the Hire Performance strategy, an approach to recruitment developed around Barnett’s Four Levels of Sales model that sequences the skills of sales development. Hire Performance provides a toolbox filled with helpful tips on writing employment ads, learning behavioral interviewing skills, and negotiating compensation packages. Relying on nearly five decades of combined sales and sales-management experience, Barnett and Robinson also help you assess your recruiter skills and deliver research-driven insights on the behaviors to look for in potential sales superstars.

A valuable resource for understanding fundamental, mission-critical tasks, Hire Performance introduces a different way of thinking about sales, offering a simple primer for anyone tasked with building a productive sales organization.

Busy managers and bottom-line entrepreneurs are faced with one of the toughest challenges in all of business: hiring a sales team that can really sell. In Hire Performance, authors Dr. David K. Barnett and Matthew Robinson provide novice and professional recruiters with a turnkey selection system that replaces guesswork with science and gut-feel with confidence.

First published in 2003, this guide introduces the Hire Performance strategy, an approach to recruitment developed around Barnett’s Four Levels of Sales model that sequences the skills of sales development. Hire Performance provides a toolbox filled with helpful tips on writing employment ads, learning behavioral interviewing skills, and negotiating compensation packages. Relying on nearly five decades of combined sales and sales-management experience, Barnett and Robinson also help you assess your recruiter skills and deliver research-driven insights on the behaviors to look for in potential sales superstars.

A valuable resource for understanding fundamental, mission-critical tasks, Hire Performance introduces a different way of thinking about sales, offering a simple primer for anyone tasked with building a productive sales organization.

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Publish date: Aug 21, 2013
Added to Scribd: Sep 05, 2013
Copyright:Traditional Copyright: All rights reservedISBN:9781475998207
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