State farm san jose training slides final

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Recruiting The Best Team Members

A Best-Practice Recruiting System

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Hour 1

Selling in a high-activity, high-rejection environment

WHAT do I look for to choose the best from the rest?

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Hour 1

HOW do I look for the best traits and skills?

A best practice recruiting Process

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Hour 2

CTS Sales Profile Workshop

Using Science to Measure Hard-wired Personality Traits

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Hour 3

WHERE do I find enough of the best candidates?

Building a Recruiting Referral Network

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Hour 3

Interview Skills Workshop

Attract the Best, Reject the Rest

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550+ Agents

Managers at 30+

Financial Services Companies

Coach 1-3 agents daily

Info available at my resource table

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Would you invest $80,000

Brandt SnedekerNo. 5 PGA Money List

Current Winnings: $5,318,000

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Would you invest $80,000

Clint SuggsPGA Golf Teacher

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2 strokes

$5,218,000

Difference

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Which one can sell?

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$70,000

training lost sales

low morale

licensing

cost of 1 bad hire?

lost renewals

(Curtis Gilbert)

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Mike Powell 29’, 51/2”16

There is a “best practice” form and workout for jumping maximum distance.

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Unless we know what perfection looks like, we’ll measure everyone against mediocrity.

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Olympic

Recruiting Mindset ...

High School

CHAMPIONS

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Recruit the Best Team Who Can Sell ... there is

A recruiting system with •Processes •Tools •Skills

Screening

Profiling

Interviewing"Making Offer"

The BestRecruits!

Searching Methods

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WHAT ARE THE TRAITS OF THE BEST TEAM MEMBERS WHO CAN SELL IN TODAY’S ENVIRONMENT?

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1/5 motivations1/5 attitudes

Best Salesperson Profile

1/5 character1/5 personality1/5 sales skills

5 Dimensions

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positive self image as a salesperson

passion for solving problems using your products

1/5 Attitudes

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The products they own and the process

they used to purchase them reveal

their image of salespeople and their

attitude toward your products/

industry.

1/5 Attitudespositive self image as a

salesperson

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A person’s buying habits tell you the

image they have of salespeople. Do

they appreciate the expertise that other

salespeople provide them during the

buying process?

1/5 Attitudespositive self image as a

salesperson

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What has been your experience with

purchasing or selling products like we

sell, or your experience with dealing

with salespeople from our industry?

1/5 Attitudes

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Income and the things it provides

1/5 Motivations2 motivating factors of top salespeople

Competition / Recognition

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Character, Skills & Personality to Move Forward

1/5 Motivations

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1/5 Motivations

What are some current and

long-term needs that will be

satisfied if you do this job well?

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1/5 Motivations

In order of priority, what are the 3

most important things in your life

right now?

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learned from environment

parents

culture

relationships

employment

education

1/5 Character

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learned from environment

1/5 Character

top character traits

honesty

work ethic

concern for others

personal responsibility

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The Path to Character Development

Teaching

Disapproval &Discipline

Bonded to Trait

Maturity(relationships work)

Honesty Concern for Others Work Ethic Responsibility

Praise &Approval

Gratification

(society works)

eco the patterns of characterwe become the teacher

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Measure Attitudes, Motivation, and Character using

questions that get candidates to tell stories.

Attitudes, Motivation, Character

The strength of the story helps measure the level of

each trait.

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Attitudes, Motivation, Character

“Who had the greatest influence on you when

growing up?”

“What he/she they teach you about Honesty / Work

Ethic / Personal Responsibility / Concern for

others?”

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genetic

1/5 Personality

Determines

ways we react

to our

environment

and

circumstances

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genetic

1/5 Personality

Tasks that are

aligned with

our hard-wired

traits energize.

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genetic

1/5 Personality

Tasks that are not

aligned with our

hard-wired traits

drain our energy.

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genetic

1/5 Personality

Impacts ...

• Resiliency to Rejection

• High Sales Activity Focus

• Conversion of personal and casual relationships into business relationships

• Intensity of setting and reaching goals

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genetic

1/5 Personality

Top personality traitsDeadline Motivation

Independent Spirit

Analytical

Compassion

Assertiveness

Self-Promotion

Recognition Drive

Belief in Others

Optimism

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Personality Traits

char

acte

rLow levels of Character traits cause the negative side of our personality to emerge.

-Negative +Positive

High levels of Character traits cause the positive side of our personality to emerge.

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learned by training and experience

1/5 Sales Competencies

prospecting/networking

setting/holding appointments

fact finding

presenting solutions

handling objections

getting the sale

getting referrals

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learned by training and experience

1/5 Sales Competencies

What sales training have you had?

Describe the sales process you follow.

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3 Dimensions of Sales

Sales Skills - Training in developing relationships, gaining trust, following a sales process

Product Knowledge - Training on product’s benefits and features

Sales Productivity - Training + Attitudes + Motivations + Character + Personality Traits.

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Sales CompetenciesAtt

itude

s, M

otiv

atio

ns,C

hara

cter

& P

erso

nalit

y Tr

aits

The Degree to which a candidate possesses the Attitudes, Motivations, Character and Personality Traits will determine the Level at which they will perform the sales

competencies.

Low Sales Productivity

High Sales Productivity

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pers

onal

ity Deadline Motivation Independent SpiritAnalyticalCompassionAssertivenessSelf-PromotionRecognition DriveBelief in OthersOptimism

sale

s sk

ills

ProspectingAppointmentsFact FindingPresentingHandling ObjectionsClosing Sales

char

acte

r Concern for OthersHonestyStrong Work EthicResponsible

passion for product+ image as salesperson

Incomeawards / competition

motivationsattitudes

Best Salesperson Profile

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Hour 1

HOW do I look for the best traits and skills?

A best practice recruiting Process

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Henry Ford

$950 dropped to $280

19 years 15,500,000 were sold

Paid - $5 daily - 2 X higher

9 hr. day to 8 hr. day with 3 shifts

Mass Production System - Model T every 24 seconds.

used a system

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A system helps us in 2 areas:

Who not to hire

Who to hire

Screening

Profiling


The BestRecruits!

Searching Methods

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Screening

Profiling


The BestRecruits!

Searching Methods

Recruit the Best System

1

2

3

phoneemail

initial

CTS Sales Profile

matching score sheet

Tools & Skills

resume

references

Finding Candidates

in-depth

20%-30%

20%-30%

20%-30%

50

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Gandalf “We were walking around blind, and during our blindness, our enemy returned.”

No one is forcing you to be blind. Blindness is your choice.

Choose to recruit with your eyes wide open.

Learn “What” to look for - the 5 Dimensions

Learn “How” to look for it - Use a Best Practice System

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Speak to me or my team member at break

Ellen Williams - “Recruit the Best” Expert in CA

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Hour 2



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Hour 3



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Hour 3

Interview Skills WorkshopAttract the Best, Reject the Rest

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Hour 2



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Dr. Larry Craft

cts salesproÄlel

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discovery of factors ...predicting peak performance

one passion

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separate race horses from plow horses

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millions of assessmentsmeasuring personality and motivation

30 years

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cts salesproÄlel

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9 Traits

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high-activity sales professionals

validated for

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high-activity sales professionals

Maintain high levels of sales activities?

Resiliency to rejection?

Network to find prospects?

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deadline motivation

1

67

deadline motivation

1

0 50 100

89

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independent spirit

2

69

independent spirit

2

0 50 100

80

70

analytical

3

0 50 100

21

71

compassion

4

72

compassion

4

0 50 100

39

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assertiveness

5

74

assertiveness

5

0 50 100

52

75

self-promotion

6

76

self-promotion

6

0 50 100

36

77

recognition drive

7

78

recognition drive

7

0 50 10057

79

belief in others

8

80

belief in others

8

0 50 100

77

81

optimism

9

82

optimism

9

0 50 100

81

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sales reports

coachingrecruiting

84

CTS Sales Profile Report

I don’t understand

Low

Moderate

High

I don’t care

Reliability Index

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NO FAKING ALLOWED

Low

Moderate

High

Response Distortion Index

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Pat Smith

High (85)

Name:

SF Selling Team MemberPosition:

Approximately 2-4

CTS Sales Profile Score:

Recommended Coaching Hours

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Pat Smith

High (75)

Name:

SF Servicing Team Member

Position:

Approximately 2-4

CTS Sales Profile Score:

Recommended Coaching Hours

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The Most Important Trait Related to Sales Productivity

Ideal Ranges for

Sales

Candidates Score

Top Agent

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Work PaceTime Management

Combination Traits

Maintains High- Activity

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CTS Sales Profile ReportCombination

Traits

Handles Rejection

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CTS Sales Profile ReportCombination

Traits

Network to Find Prospects

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Deadline Motivation

Analytical

Spends too much time analyzing

cts salesproÄlel

Caution - Time Management Issues

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Deadline Motivation

Compassion

Spends too much time nurturing

cts salesproÄlel

Caution - Time Management Issues

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Assertiveness

Compassion

Caution - Intimidating/cold

cts salesproÄlel

Caution

Character Trait - Concern for Others

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Assertiveness

Compassion

Caution - Intimidating/cold/pesimist

cts salesproÄlel

Caution

Belief in Others

Optimism

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Recognition Drive

Deadline Motivation

Likable, but methodical without a sense of urgency

Compassion

cts salesproÄlel

Caution

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Assertiveness

Self-Promotion

Struggles with Rejection

Compassion

cts salesproÄlel

Caution

98

Struggles with Pivoting

Deadline Motivation

Assertiveness

Self Promotion

Compassion

cts salesproÄlel

Caution

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CTS Sales Coaching Report

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CTS Sales Coaching Report

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CTS Sales Style Report

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CTSSalesProfile.com

[email protected]

Special Code for

“Unlimited” Use

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Hour 3



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Hour 3


105

Find and Attract

“Men wanted for hazardous journey.

Small wages, bitter cold, long months of

complete darkness.”

This ad was placed in the early 1900’s by explorer Ernest Shackleton as he was looking for men to help him discover the South Pole. The

ad drew more than 5000 brave candidates.

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Find and Attract

“Men wanted for hazardous journey.

Small wages, bitter cold, long months of

complete darkness.”

The wording in our ads and emails should be worded in a way that attracts the type of person we are looking for and repels the wrong.

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Find and AttractA missionary society wrote to

David Livingstone deep in the

heart of Africa and asked, “Have

you found a good road to where

you are? If so, we want to know

how to send other people to help

you.” Livingstone wrote back, “If you

have people who will come only

if they know there is a good

road, I don’t want them. I want

people who will come if there is

no road at all.

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Find and AttractSample Wording for Job Posting:

Salespeople wanted. Pat Shelton at State Farm is looking for salespeople to work

in the city of Nashville calling on customers to sell insurance and <inancial

services products. Requirements: Must have the following traits: Honesty, hard

Work Ethic, a Concern for Others and personal Responsibility. Strong candidates

will have a personality which causes them to love to network to <ind prospects,

are goal driven, and highly con<ident. Sales experience: No sales experience

necessary. Please forward resume to [email protected]. To

learn more about this position, go to PatSheltonAgency.com.

• Words attract and Repel - Attract Salespeople who see themselves as a salesperson

• Specific to Insurance Sales - Don’t sugar coat the job• Gives them an assignment - go to Website and learn more

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The

Rec

ruiti

ng F

unne

lScreening

Profiling


The BestRecruits!

Searching Methods 10 strong resumes

3 final interviews

1 salesperson

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Team of 3-5 - need to recruit 1-2 per year

ALWAYS be RECRUITINGAv

erag

e An

nual

Tur

nove

r - 4

0%

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ALWAYS be RECRUITING

Take action to find great people when you don’t need team

members, so you’ll have candidates when you need them.

Newton’s Law - people leave/get fired at the most inconvenient times.

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ALWAYS be RECRUITING

When our team is full, we have a tendency to stop focusing on recruiting. Don’t fill your team with good players. Keep looking

for the great players.

A good sales team is the enemy of a great sales team.

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To avoid the “I need somebody NOW” syndrome...

...build your Recruiting Referral Network for a continuous flow of GREAT RESUMES

Please come to work for

me!

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Build

a R

ecru

iting

Ref

erra

l Net

wor

kCurrent CustomersEmail all customers and ask them to refer friends/family who can sell. If you don't have an email list, send a postcard to customers asking for their email address.

Sample email to send to your current customers or list of contacts:

“Please assist me in helping someone you know. I have an open position on my

sales team. If you know the right candidates for this job, please help them <ind a

great career by sending them to see me. The right candidates will have the

following traits: Honesty, hard Work Ethic, a Concern for Others and personal

Responsibility. Strong candidates will have personalities which cause them to

love to network to <ind prospects, are deadline motivated, and highly con<ident.

Sales experience* ... Please have them forward their resume to me at ... Thank

you for helping me <ind the right individuals and for helping them to <ind a great

career.”

*Sales experience -‐ <ill in your desired level of sales experience based on your

training resources.

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Build

a R

ecru

iting

Ref

erra

l Net

wor

kCurrent CustomersWhat if I have to say, “NO” to a customer or a family member/friend of a customer?

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Build

a R

ecru

iting

Ref

erra

l Net

wor

kCurrent Team Use the job description mentioned earlier, and have your team members post on their personal Facebook and LinkedIn pages. Email job description to their contacts. Have them contact their church/temple about the job opening.

Sales Trainers/ConsultantsFind certified trainers at these companies in your city and meet with them. Sandler, Dale Carnegie, Wilson Learning, Steven Covey, Jeff Gitomer, Integrity Solutions

117

Build

a R

ecru

iting

Ref

erra

l Net

wor

kDirectors of Networking GroupsThese are the most networked people in your city. Email them job posting and ask to distribute to members. Meet with them. BNI, e-Women

Social NetworkingSpend 15 minutes daily building your social media profiles.

Churches/TemplesMost have job boards and jobs ministries. Contact and ask for minister/volunteer who heads up this ministry.

Small Business CPA & AttorneysContact and ask them to direct people to you who are closing businesses or changing careers.

118

Build

a R

ecru

iting

Ref

erra

l Net

wor

k Chamber of CommerceBusiness After-hours Events

President Community Service OrganizationThese people are leaders and well connected. Rotary, Lions Club, Kiwanis, United Way, Boy Scouts, Girl Scouts, Jr. League

Recruiters with other Insurance companies Develop reciprocal relationship; trade resumes - Northwestern Mutual, Mass Mutual, Prudential, National Life.

Universities/colleges career services dept. Set up interview day. Most will market the position to students.

Social Networking Job BoardsPost job here. Salesgravy.com, LinkedIn, LinkedIn Groups

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Build

a R

ecru

iting

Ref

erra

l Net

wor

kTraditional Job Boards

Post job here. Career Plug, Monster, Career Builder, SnagAjob.com, FindTheRightJob.com, Newspapers

Sales reps

Tell receptionist to set a time to meet every sales rep that calls on your office, and recruit and/or network with them.

Job Fairs If you recruit in large numbers, this is a way to get many people interested in your position. Attend the job fairs in your city, or hold your own. Go to jobfairtips.com for a number of useful tips.

120

Cre

ate

a So

urce

of A

ccou

ntab

ility

Pick one of these categories that you can execute in the next 7 days. Email your commitment to your Sales Leader.

121

Hour 3


122

Dr. Antonio Damasio -

Emotion is critical to

the decision process.

Developing your Interviewing Skills

123

Too much emotion clouds logic.


124

Critical balance between logic and emotion


125


The solution - interviewing skills using prepared questions that measure specific traits and skills.

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Talking about ourselves causes us to like others

• Listen 80%, talk 20%. • Keep your emotions in neutral - you’ll get

the real candidate.• Don’t tell personal stories.• Don’t agree with the candidate.


What causes us to like other people?

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•Step out of the “socializing” zone and into the “interviewing” zone.

•Take off your “Sales” hat and put on your “Selection” hat.

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The best shine, the worst sweat. Don’t Rescue

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A thorough interview process attracts strong candidates and repels weak candidates.

• Follow the system as written.• Ask for specific examples. • Ask the questions as written. If the candidate

does not understand the question, tell them to answer based on their understanding.

• Ask the questions in order. • If candidate rambles, interrupt and ask, “What

was my question.”130

“We are looking at several candidates, and we will consider your information as we make our decision.”

If a candidate asks, “How did I do?”

Or if you do not wish to hire the candidate, say ...

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More interview tips

Do not paint an unrealistic picture of the job and the challenges.

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More interview tips

Remember - selling is more stressful than the interview. If candidates can’t handle the interview, they will not perform well under the stress of a sales job.

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How I help you from here:

Training Resources

134

How I help you from here: CTS

On phone coaching

135

Skills

YOU have what it takes

CHAMPIONS

KnowledgeTools

RECRUIT the BEST

DON’t SETTLE for LESS

136

Date post:	18-Oct-2014
Category:	Technology
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State farm san jose training slides final

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