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6 Ways To Find And Hire Business Development Representatives

August 20th, 2015

As more and more companies have adopted an inside sales model, they are looking to build out their business development teams. The business development representatives are the front line of the sales team. They prospect and identify leads and usually are the first to make contact with a potential client.

If you’re like many other companies, you are faced with the same challenge of looking for the same type of candidate that everyone else is looking for. So how do you find and hire these talented business development reps before your competition?

First things first, know why you’re hiring BDRs

Understand why you need these positions filled and what the role will entail.

  • Does the role require following up with all the inbound leads?
  • Does the role require making 100 outbound calls each day?
  • Do you already have a BDR team in place and have measurable metrics?
  • Is this your first Business Development hire?

You need to know these things first in order to understand the scope of candidates you will search for. When you have a firm grasp on what this role looks like, you can set accurate expectations and a process around how to hire these candidates.

What to look for in a BDR candidate

When hiring business development reps you need to have specifications in place for what you’re looking for in a candidate.

  • Is this an entry-level role (0-2 yrs experience)?
  • Are you looking for recent college grads to join your team?
  • Are you looking for someone with cold calling experience?

Depending on the sell, more often than not, this role is entry-level and a launch pad for candidates to build a successful sales career. With that in mind, have realistic expectations. Don’t expect a stellar resume that screams the perfect candidate.

Yes, previous sales and customer service related experience and internships is a huge plus, but shouldn’t be the be-all, end-all when hiring.

The business development representative requires looking for more of the intangibles and transferrable skills that might not be on the resume. If this is an activity-driven role, you need someone who is disciplined, intelligent, creative and driven. You want someone who is coachable and willing to learn.

Consider this:

  • Did they play sports in college?
  • Did they graduate with honors?
  • Were they leader of a fraternity, sorority or campus organization?
  • Did they do internships or volunteer?
  • Do they have a tough job now?
  • Do they have a unique story?

Don’t overlook a candidate solely based on the resume or you will miss out. I recommend speaking with as many people as you can. This is the only way you will find out if a candidate is a possible good fit or not.

So where do you find the right talent?

Keep in mind that if you are looking for that entry-level candidate they may not be on all the job boards or have resumes that jump out during your searches. Many of the candidates you will be considering may be millennials so you want to be able to find ways to connect with these candidates.

A few techniques to find and attract BDRs:

  • Career Fairs-What better way to meet the talent?! Students are eager to find companies they can join after college
  • Partner with Universities-Get on campus and talk to the students,  offer to be a mentor
  • Social Media-If you’re not on social media, you are missing out and need to get on that ASAP
  • Job Boards-It never hurts to advertise your roles and get the job and company out there
  • Recruiting Firms-Recruiters are constantly connected and understand the job market and they are a great resource to bring you talent

When attracting talent: Sell the sizzle not the steak

Once again if your audience is recent college grads and millennials, you need to understand what motivates them when looking for a job. Yes, getting a job is important and so isn’t money, but that’s not always the selling point when hiring sales talent.

Candidates don’t long for or fear job security. Instead they look for job opportunity. You want a candidate that will not only produce results but will invest in the company. Today’s generation looks for opportunities where they feel like they are part of something bigger than themselves and culture is a huge selling point.

If you are looking to attract the right talent to your company and job posting make sure you sell the position.

  • Do you have company outings?
  • Do you promote casual attire?
  • Do you do happy hours every week?
  • Do you have flexible time off?

*It’s okay to tell them that the job is hard and requires time and commitment, I mean it is a job after all so you don’t need to sugarcoat everything. However, don’t negative sell them too much and remember to tell them about the positives and why it’s a place they will want to come to every day.

If you want to build a team that drives revenue, then you don’t want to create an environment with a high turnover rate. You want your team members to stay and grow with the company.

Tell them realistic compensation and growth plans

When it comes down to discussing compensation don’t tell them they will be getting the moon and the stars. Set their expectations of what they realistically will be making first year with your company and if an actual promotion is possible with an accurate time frame.

  • Talk about what your current top BDRs are doing and making.
  • Talk about the future plans of the company.
  • Let them know how the career path works and real examples of growth with current team members.

The last thing that you and the candidate want is for the person to get hired and after a few months realize that the expectations given to them originally are way off track. I can guarantee they will start looking for a new opportunity.

Most importantly, if you find someone you like and who is talented enough to do the job don’t wait, hire them! Remember, if you don’t hire them someone else will. Understand your hiring needs and what is important to look for in a candidate. Drive activity and talk to as many people as you can. When you follow these basic principles you will build a growing and sustainable sales force.

{This post originally appeared on Treeline, Inc.}

Posted in Sales Hiring, Sales Recruiting, Comments (0)
            

Top Job Boards For Posting Sales Jobs

June 12th, 2015

Good News: Your company is growing and you are looking to build your sales team

Bad News: Hiring is hard work and costs both time and money

We’ve all heard the saying “you think hiring is expensive, wait until you hire an amateur.” Essentially, it means that hiring is costly but if you try hiring someone who is not qualified due to trying to avoid a cost you may end paying more in the end.

Hiring is essential to your company’s growth and sustainability and as a result job boards have been created to help solve hiring challenges. These job boards are essentially databases. They enable candidates to search for opportunities and allow companies to attract applicants by posting jobs. Most job boards are free for the job seeker but charge companies to advertise. Some job boards offer a 30 day free trial and have different price packages based on your hiring needs.

The idea behind the job boards is pay-to-post and wait for the applications to start flooding in. You hope the ideal candidate comes knocking at your door. Realistically, it is not that easy. You may find yourself not getting any traffic, or you may be inundated with unqualified candidates. The principle behind the job boards is pay more and get more. Depending on your budget you may find yourself spending thousands of dollars on job boards without getting a hire. You have your HR team sifting through the unqualified candidates, rather than focusing on screening qualified candidates.

To give you an idea of what it costs to post one job for 30 days on a job board site, I compiled a list of some of the popular pay-to-post job board sites.

Career Builder
$419

Glassdoor
$99-$249

Simply Hired
$99

Sales Gravy
$199

LinkedIn
$495

Monster
$395

SnagAJob
$89

ZipRecruiter
$99

 

 

 

 

Wow, whether you have the budget to post or not, consider your ROI. These costs are only to advertise and do not include searching a resume database. Not including the time it takes your hiring team to screen candidates. Do you know your cost-per-hire? If not, it’s something to consider. The costs can add up.

Don’t get me wrong, I think job boards are a useful way to promote your company and open positions. Also, most job boards have thousands of job seekers on them so your posting is likely to draw some interest. Free job boards are out there too. However, free isn’t always better either, it usually requires more work to push your jobs through the network, but still a viable option.

Keep in mind there are thousands of job boards out there and many have been created with a target audience in mind like sales, media, healthcare, IT, etc. However, you are essentially paying and hoping the ideal candidate applies. It is more of a passive approach to hiring. Your job post may not be attracting the candidate pool you were hoping for. Ultimately, you need to weigh your risk of paying to post versus not paying to post.

Now ask yourself, shouldn’t you use a service that is more focused on pay-by-results? Since hiring is so critical to a company’s growth, you shouldn’t leave it to chance. And remember, I am not saying don’t post on job boards, or advertise on Google and LinkedIn, just understand you may end up paying more in the long run.

Is there a better solution? Okay, now it’s time for my guilty plug. When it comes to hiring sales talent, you need the combination of technology and people. Treeline recognized this gap in sales hiring and created a solution to drive relevant qualified sales candidates to companies open sales positions. Treeline’s Sourcing as a Service solution is not only cost-effective but it works. You can learn more here.

So next time you go to post a job, consider the real cost of hiring.

Posted in Sales Hiring, Sales Recruiting, Comments (0)
            

Inbound Recruiting: How To Drive Traffic To Your Job Post

April 30th, 2015


Hiring is a critical element to any company’s success and believe it or not may be one of the most time-consuming and costly pieces to a company’s growth. Every company is looking for that next all-star to join their team, you know that A-player that can add value and take the company to another level. However, companies are discovering that finding and hiring that perfect candidate is no easy task.

They are posting to popular job boards, hoping that the ideal candidate will just stumble upon the posting and apply; and yes if you’re lucky that will happen, but that is far and few between. And as I mentioned before, hiring costs time and money. So hiring managers, what are some things that you can do that will increase traffic to your job posting?

Here are some easy tips and suggestions that can help drive traffic to your job post.

List Compensation

More often than not, companies do not list compensation and I understand why. It may reveal more than they want advertised or maybe the compensation plan is undecided. That being said, compensation drives traffic! People are more apt to check out your job if compensation is listed. Even though you have the number of years required in the job posting in order to be considered, years of experience does not always align with compensation. My suggestion is to at least post the expected compensation or a range. This way people do not feel misled, but are also intrigued when they see a listing with compensation.

Make Sure the Job Title Matches

The Job Description Another traffic driver is job title. People who are actively searching for new roles are typing in certain words for certain jobs to appear, one being title. Make sure your title is a position that people will find in their search. If it is a really unique and long title without content rich SEO words, it is unlikely your job will appear on the top page of the search results. Have words in your title that people are likely to type if they are looking for a company and position like yours. For instance if you are looking for a Senior Account Executive, but titled it Senior Business Development Rep, you will draw the wrong audience. So make sure your description and title match for what you are looking for and make sure your description has those words that will show up in a search. Remember you want to be found!

Use Social Media

Social media is your friend, and if you’re not on it you are missing out on actively searching candidates. Social media is an incredible tool and free resource to promote company brand and your open positions. LinkedIn is an excellent platform to connect with other professionals, post jobs, join groups and attract the right audience. By building your brand on social media sites, you gain more connections and followers and are more likely to have your message seen by more people. Not only are you sharing the jobs, but people who see them and like them also share them with their own network, ultimately furthering your reach.

Post On Job Boards

I know that I mentioned job boards aren’t the best and only resource, but I still think they add value. Many job board sites push jobs to other job boards, allowing your job posting to be found on several different sites. For instance if you post on the sales hiring job board, DADOMATCH, it will automatically push your jobs to Indeed, Simply Hired and many other career sites for free. Job boards are useful and I recommend using them, but like anything else won’t guarantee a hire.

Recruit, Recruit, Recruit

As I have mentioned (a few times) hiring is time and money, but these suggested tips are ways to help cut down the time and cost invested the process. However, that being said you will always need people to actively recruit for an open role. Remember, the perfect resume does not equate to the perfect candidate. You will always need the human element involved in hiring, and you will always need to hunt for that perfect candidate. So my final suggestion, is actively recruit. Ultimately, you want to have a resource in place that allows you to focus more on interviewing, rather than searching. Use the above tips to drive more relevant traffic to your job posting, while having a team place that can move applicants through the process.

These are suggestions that can help increase relevant candidate traffic to your job posting, but I understand not one size fits all. Depending on the search, you may need a more unique solution to help find the candidate, some of which may be using recruiters, an outsourcing company to find leads and maybe invest more money into job boards to search for candidates.  Good luck with the search and I hope these tips helped.

Be sure to check out a really cool service that can help you hire without the cost, Treeline’s SaaS solution!

This post originally appeared on Treeline’s website

Posted in Helpful Information, Sales Hiring, Sales Recruiting, Comments (0)
            

12 Rules To Follow When Hiring Salespeople

March 9th, 2015

If you are looking to grow revenue and build a company then you must become an expert at recruiting talented sales professionals.  The first step in recruiting sales professionals is to understand the personality traits of the audience you are selling to.  The second thing to note is that recruiting takes time and patience.  The third thing required is effective tools to build a pipeline of sales talent.  Lastly you must understand the strategy behind successful sales recruitment.  Below are 12 tips to follow when hiring sales professionals.

1. Perspective.  Be humble about your company.  Do not assume that every person wants to work at your company.  This is a critical mistake for hiring managers.  Never think that a candidate should beg you for an opportunity at your company.  Top talent needs to be sold on your company and you should prepare to work hard to recruit talented sales professionals.

2. Urgency.  When you find a talented sales candidate, do not delay-call them right away.  Your mentality should be that for every minute you do not call a sales representative a competitor does.  Sales representatives are expecting that a reputable company will call them quickly. It is critically important to pick up the phone and call each candidate.  Your first communication should not be email it must be a phone call.  Call first, email second and connect on LinkedIn third.  Show a high level of interest.

3. Understanding. When you call a person, you will most likely catch them off guard. Build rapport, create comfort and good feelings.  Be sympathetic to the situation and have flexibility on the call.  If the candidate needs to call you back accept and set up a time to speak confidentially.  When speaking to a candidate on the initial phone call make sure you let the candidate settle into the call and make a genuine personal introduction to socially connect

4. Create excitement.  One of the best ways to get a candidate interested and excited about your company is to talk about their needs and wants and most important to inflate their ego.  Nothing makes a sales person feel better then talking about themselves and their success.

5. Sell your company.  Know how to tell the company story.  Create interest in your company.  Sell the sizzle not the steak.  Meaning many companies talk about how great their product or service is but many time miss the market.  Job seekers want to know why this is a great company and it’s best to describe the culture, the environment, the career advancement, the executive team, etc.  The intangible features of your company are what will sell it.  You will have plenty of time to talk about the product or service but selling a company is dependent on what a person finds to be important to them in their career. This is critical to understand and control.

6. Qualifications. Have clear understanding of the requirements of your position and ask relevant questions to qualify candidates.  The phone interview is a wonderful way to quickly qualify candidates on their skill set and on your job.  Qualifying a candidate is 50% about quickly understanding if they meet your qualifications.  The other 50% is to understand if this person understands your position and the role.  It makes no sense to pursue a candidate that is not fully qualified what the job at hand entails.

7. Kiss the frog. It’s your job.  Hiring is hard work but if you want to hire you must make it a priority. A healthy pipeline of candidates is always required to make a wise hiring decision.  If you cannot find a pipeline of sales talent required then invest in services like www.dadomatch.com to help build a pipeline.

8. Keep it simple. High caliber sales candidates are being pursued by other companies so know your process and how to manage it.  Set expectations and be transparent with candidates so they understand what is going to happen next.

Example:

I.          Phone screen

II.          In person interview with manager

III.          In person interview with team and executives

IV.          Offer, start date and background check

9. Engagement. Stay in contact with all potential sales hires and continue to communicate with high value job seekers. Keeping job status and interest level at the forefront of all dialog.  Transparency is a very effective way to communicate, build trust and stay engaged throughout the interview process.

10.Uncover concerns. While talking to top talent always assume that they are considering other options. They most likely have a pipeline of competitive opportunities so it is important to understand who those companies are and what roles they are considering.  By offering transparency you should expect the same in return in order not to waste each other’s time.  Qualify candidates on compensation and set accurate expectations to make sure this is not going to be a concern at offer stage.

11. Close! Conclude every interview by closing.  Gain agreement that this is a good career move, that the company is a good fit and that the compensation meets the candidates requirements. If the candidate is in agreement of these things then move forward in your process.

12. HIRE! Always make a verbal offer first.  Gain agreement that the candidate is accepting your opportunity.  Discuss start date and resignation/counter offer.  Help candidates through the emotionally draining of resignation process so they have a plan to successfully resign and respectfully reject a counter offer.    

By following these simple steps you will find your sales hiring conversion rate to increase and once mastered you will find that your company will grow.  You will sustain a talented sales organization and scale quickly.

If you need help or advice with sales recruitment, please do not hesitate to call us at 781-876-8150.

Posted in Sales Hiring, Sales Recruiting, Comments (0)
            

The Evolution of Hiring

October 17th, 2013

Looking back in time and reviewing the evolution of hiring employees has been very interesting.  There are key fundamental hiring challenges that have plagued companies since the post industrial revolution that continue today.  Companies of old and new face the same basic challenges.  We discuss these challenges and speak to the modern day solutions to support hiring employees.

Hiring over the past 100 years has changed but not as much as you may think.  Although the introduction of technology has changed the way we search for talented employees the challenges of hiring talent are still the same challenges faced 100 years ago.  Whether the economy is booming or facing depression, employers always have the need to find qualified employees.  As a result, there is a constant need to find new technology to help make hiring easier, faster and with more precision.

In the early 1900’s window signage was used to drive foot traffic into companies.  During the great depression there was an overwhelming response to open job positions.  At that time the challenge was not finding potential employees but instead having the resource to sort through all of the candidates to find qualified employees. From this we learned that whether the economy is booming or in recession hiring people requires people, as they are a critical piece to the hiring process.

In the mid 1900’s technology changed and newspaper circulation grew.  In the 1950’s the newspaper emerged as the modern instrument of mass communication.  We saw mass-circulation metropolitan newspapers grow and the ability for companies to run national advertising campaigns.  Companies now had a new resource to recruit more candidates on a much larger national scale.  This led the way to the “Big Help Wanted” section and an opportunity for companies to reach more potential employees.  Significant advertising budgets were invested in newspapers to attract talent.

In the 1980’s the fax machine made it easy and common practice to send resumes via fax.  Companies once again were tasked with the huge task to advertise, manage, qualify and interview and get top talent in front of hiring managers.  This major effort and cost again was dependent on the people that were already employed by the corporation. In the end, the challenge remained the same, companies still needed people to hire people.  The more you hire, the more people you need to assist in the hiring process.

At the turn of the century the game changed with the introduction of the Internet and job boards as the new preferred method to hire talent.  Job boards played an intrinsic role in the hiring shift and millions of candidates uploaded resumes to the web.  This gave job seekers the ability to post their resume for open view.  Companies now had the opportunity to preview job seekers that were actively searching for new opportunities.  At inception, this proved to be a wonderful way for companies to search for people.  Unfortunately it did not lend the search for employed professionals who were not actively looking.  Many people that posted a resume to a job board were not employed and did not face the risk of having their current employer find their resume posted online.  Once again this required large human resource teams to sort through hundreds of resumes to find talent.  As a result, job boards made it easier to find candidates but hiring managers still faced the challenge of finding qualified and relevant candidates. Technology alone is not enough to recruit talent.

Through this discovery process we have found that there are two key fundamental hiring challenges that corporations find when hiring.  First, regardless of what tools are used to drive job seeker traffic to your company there is and will always be an incredible need for people.  Hiring is difficult and there is no short cut.  Secondly, hiring talent requires heavy lifting.  To find talented employees don’t expect that advertising alone will drive relevant traffic.  Top talent needs to be found.  They are not on job boards and not actively pursuing job postings, instead they confidentially search for career advancement.  In order to find talent, people are always going to be required to get the job done.

At Treeline, we have studied and identified these challenges and have developed the solution.  The solution is to help companies off load some of their resource costs by using a combination of technology and human interaction to drive traffic and introduce the company’s opportunity to qualified candidates.  There is an overabundance of data in the market and companies should not be spending valuable human resources on sifting through this data.  They should focus on the newest solutions and techniques to find talent.  This requires a hands-on approach and extension of your company to find talent.  Treeline’s Sourcing as a Service (SaaS) relies on human interaction to drive qualified traffic to your hiring managers.

We created our DADOMATCH software application to help companies reduce understaffed human resource departments and find qualified and interested candidates.  We are not a job board.  We have a 100% confidential community of professionals that do not want employers to know that they are searching for new opportunities.  Talented, qualified and relationship-oriented professionals utilize our DADOMTACH technology to introduce hiring companies to the hard to find professionals. We work with clients as a technology-enabled dedicated resource.  The combination of exceptional technology and best practice search techniques allows us to offer companies a cost-effective solution.  Our revolutionary technology offers the right human capital solution for your company.  We know that technology alone is not enough to recruit talent.

We understand all of the challenges of hiring talent and have developed this cost-effective solution to help evolve the search for qualified candidates.

Call for more information.

781-876-8100

Posted in Sales Hiring, Sales Recruiting, Comments (0)
            

Solution Selling Through a New Lens (Part II)

May 30th, 2013

The Importance of Coaching                        

By Christopher Simone

We recently shared a review of “The Challenger Sale” by Matthew Dixon and Brent Adamson of CEB.

The Challenger Sales Model is a framework for solution selling enabled by organizational capabilities and Sales management fundamentals. “The Challenger Sale” outlines three primary attributes of manager excellence as reflected in CEB data, “Selling, Coaching, and Owning”.  This blog focuses on the coaching attribute.   Why?  Embracing and evolving towards the Challenger Sales Model requires ongoing commitment, change management, trust, collaboration, and discipline.  Effective coaching can provide the transformative influence along this path; here are a few tenets reflected in the book:

  • Coaching is not training; coaching is the hands-on application of prior training and skills development.
  • Coaching is connected to the actual sales process.
  • Coaching is based on desired behaviors, not tangible outcomes e.g. conversion rates.
  • Coaching is tailored to the sales representative, and sales process/opportunity.
  • Coaching needs to be perceived as “safe” by the sales representatives, which therefore facilitates “safe training” opportunities.  A line, albeit thin, must be maintained between what could be perceived as performance management and what is perceived as beneficial coaching.
  • Coaching within the Challenger Sales Model enables “Innovation-at-the-deal-level” which is about “co-creation and collaboration” and definitely not “deal inspection” i.e. “Did you send the proposal on time?”
  • Sales innovation is about diagnosing encumbrances to moving the deal towards a purchase decision; it’s also about helping and teaching the rep to align his/her organization’s “… existing capabilities to each customer’s unique environment and then presenting those capabilities to the customer through the specific lens of whatever customer obstacle is keeping the deal from closing”.

Dixon and Adamson explore the importance of coaching while presenting data and figures which illustrate the significance of this attribute for excellence. They also share a simple framework for effective, hypotheses-based-coaching called “PAUSE”.  As expressed in the book, “… the notion of PAUSE can be powerful for the manager because it suggests this idea of slowing down and thinking through the intent and purpose of the coaching interaction as opposed to making it a “check the box” activity as most time-pressed sales managers are naturally inclined to do”.

As with our initial blog about “The Challenger Sale”, this blog is shared only as a primer and is certainly not a substitute for reading this powerful book.

Treeline (www.treeline-inc.com) is a sales focused executive search firm that has worked with thousands of sales candidates and hiring managers over the past twelve years.  Named for the outdoor adventurers who “climb above the Treeline” -the altitude beyond which trees can survive- for the rush, excitement, and challenge, Treeline also helps companies improve top line revenue with sales-focused professional services.  Treeline can help instantiate or define your sales structure and model, staff the model, and sustain the model — including help with promoting and sustaining a sales culture of performance.  Treeline is also the developer of DADOMATCH.

DADOMATCH is a technology and service that helps sales hiring managers define, find and hire the perfect fit faster and with less cost.  DADOMATCH provides an effective lens that highlights characteristics and the degree to which the role and candidate are naturally aligned.  DADOMATCH organizes and presents this information along with the candidate’s work history and accomplishments.   Please click here to view a sample.

 

Posted in Helpful Information, Sales Hiring, Comments (0)
            

Solution Selling Through a New Lens

April 9th, 2013

By Christopher Simone

Book Review: “The Challenger Sale”
by Matthew Dixon And Brent Adamson of CEB

“The Challenger Sale” is a must read for anyone charged with increasing revenue derived from solution sales, especially if you are finding that:

  • Your buyers are making purchase decisions on price not value;
  • Your reps are haggling with Procurement over price;
  • Your buyers are unwilling or unable to make purchase decisions;
  • Your reps are being used as fodder during RFP processes;
  • Your reps are struggling to instantiate unique value and differentiation.

… all common realities in the consensus-oriented and risk-adverse environment in which we find ourselves selling.  Leaders are having trouble inspiring action, and buyers are weary of the time and effort consumed by the solution sales discovery process. Discovery has no value for customers. Teaching has value.

The Challenger Selling Model recognizes that customers want to talk about their business and needs more than they want to talk with a vendor about their solutions. Dixon and Adamson together with the CEB have conducted exhaustive research involving 5,000 customers who essentially said, “Stop wasting my time. Challenge me. Teach me something new.”

According to Dixon and Adamson, Challengers “teach for differentiation” within a commercial teaching pitch that is disciplined and informed by real insight; they “tailor for resonance”, engaging the right buyers and stakeholders with the right message; they assert and “take control” over the sale. “Challengers move customers out of their comfort zone by showing them their world in a different light.  The key is to do this with control, diplomacy, and empathy”.

The Challenger Selling Model is a framework for solution selling enabled by organizational capabilities. This includes the capability to assess the unique strengths of the solution, segment customers by need or behavior, and equip reps with aligned and well-scripted insights.  Sales management fundamentals that inspire effective behavior, especially coaching, round out the organizational capabilities to innovate at the deal level; this ensures a specific flow or “choreography” that leads to the unique strengths of a solution.  As a result, buying decisions are driven by long-term value not short-term price considerations.

“Teaching is all about offering customers unique perspectives on their business and communicating those perspectives with passion and precision in a way that draws the customer into the conversation.  …You’re asking customers to change their behavior – to stop acting in one way or start acting in another. To make that happen, however, you have to get the customer to think differently about how they operate.”

The art and science, and steps that comprise the Challenger Selling Model are described and also presented in the form of instructive case studies. Useful tools and exercises help reps progress from core performers to star performers by helping them to teach, tailor, and take control.

Companies with solution selling models have ample reason to find, hire, coach, and retain these star performers. The research conducted by Dixon and Adamson together with the CEB found that 39% of high performers are “Challengers”. Other profiles such as the Lone Wolf also register high on the relative performance scale.  But, Challengers, above all others, possess the attributes necessary to teach, tailor, and take control within solution selling models.  According to the research conducted, star performers “outperform [average performers] by almost 200%.”

Not surprisingly, the research conducted by Dixon and Adamson found the “talent gap” between average and star performers within transactional selling environments to be far less significant.  Simply put, transactional sales professionals are wired very differently than solution sales professionals. This tells us that new diagnostics and tools (such as Treeline’s DADOMATCH) are required to find and hire the right people.  It is not enough to hire a demonstrably “great” sales person in terms of the numbers – quota performance, goal attainment, etc.  While assessment of these elements will remain important, behavioral deterministic characteristics also need to be assessed.  The solution sale, and sales process, is inherently more complex, strategic, longer, often more conceptual, and conducted among a broader group of stakeholders and at a higher level in the organization. Further, the characteristic of assertiveness is also critical when challenging traditional thinking, positioning and reframing new approaches based on well thought out business and economic drivers, and when discussing money within a “purposeful choreography” which leads the customer to the unique strengths of your solution and a decision based on value.

This short summary in no way reflects the depth and insight provided in this book. Beware, after reading this book and taking an honest assessment of your individual and organizational selling capabilities, you might lose some sleep.

This book joins my Hall of Fame of sales and leadership books which includes works such as Neil Rackham’s “SPIN Selling”, Robert Miller and Stephen Heiman’s “Strategic Selling” (now The New New Strategic Selling), Dale Carnegie’s “How To Win Friends & Influence People”, Brian Tracy’s “The Psychology of Achievement”, and Derek Gatehouse’s “The Perfect SalesForce”.

Treeline (www.treeline-inc.com) is a sales-focused executive search firm that has worked with thousands of sales candidates and hiring managers over the past twelve years. Named for the outdoor adventurers who “climb above the tree line” -the altitude beyond which trees can survive- for the rush, excitement, and challenge, Treeline also helps companies improve top line revenue with sales-focused professional services. Treeline can help instantiate or define your sales structure and model, staff the model, and sustain the model — including help with promoting and sustaining a sales culture of performance.  Treeline is also the developer of DADOMATCH.

DADOMATCH is a technology and service that helps sales hiring managers define, find and hire the perfect fit faster and with less cost.  DADOMATCH provides an effective lens that highlights characteristics and the degree to which the role and candidate are naturally aligned.  DADOMATCH organizes and presents this information along with the candidate’s work history and accomplishments.  Please click here to view a sample.

Posted in Helpful Information, Sales Hiring, Sales Recruiting, Comments (0)
            

Source Your Way to Success!

February 27th, 2013

by Christopher Simone

Sales people repeat effective practices and behaviors.  Top performing sales people also have the ability to focus on the wide end of the funnel, on building pipeline, regardless of success.

The same can be said of sales hiring managers with respect to the discipline of sourcing.  Given hiring process and cycle times, it is critical to build pipelines at all times especially as success is achieved and hires are made.converting revenue.  The best do not succumb to complacency; in fact, they hunker down and become even more vigilant with pipeline building.

Candidate pipeline building IS NOT EASY and, as a result, is the first practice to suffer as hires are made.  Big Mistake!  This leaves hiring managers unable to respond quickly the next time the Executive Committee and/or Board says, “Hire!”

Unfortunately, in many instances the traditional sourcing approaches are not sustainable on an on-going basis. The traditional approaches/challenges include:

Agency Recruiters – The contingency recruiting model is not built on “sourcing” – it’s built on hiring;

Sourcing technologies – Fail to generate relevance and quickly get tuned out despite the low price;

Job Boards &  Job Posts –  Simply put, same problems different year;

Internal Recruiters – Same difficulty as using contingency agencies; unless specifically incentivized and compensated for prospective candidates, Recruiters must shift their focus to hot searches.

So, what’s the solution?  Sourcing must be consistent, effective, and affordable and none of the above align for success.  Sales hiring managers are turning to Sourcing-as-a-Service by Treeline.

At Treeline we are experts at driving sales candidate traffic.  We genuinely connect with our community of sales professionals who trust Treeline to deliver valuable information.  We attract the attention of our community and introduce opportunities they might otherwise ignore.  Plain and simply we drive traffic that no one else can.  Clients automatically receive a DADOMATCH resume for each candidate that applies.  The DADOMATCH resume provides an effective lens into a candidate’s background, beyond their resume, which in turn helps them make better, faster decisions about which sales candidates to advance. Please click here to view a sample.

Treeline (www.treeline-inc.com) is a sales focused executive search firm that has worked with thousands of sales candidates and hiring managers over the past eleven years.  Treeline was named for the outdoor adventurers who “climb above the Treeline” -the altitude beyond which trees can survive- for the rush, excitement, and challenge. Treeline is also the developer of DADOMATCH.  DADOMATCH is a technology and service that helps sales hiring managers define, find and hire the perfect fit faster and with less cost.

 

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Technology-Enabled Sales Recruiting

November 21st, 2012

Trends and Expectations for 2013…

By Christopher Simone, Vice President, DADOMATCH

DADO

Knowledge, experience, and discretion can’t be removed from the candidate sourcing process; all attempts to do so have failed to live up to the promise.

First, some of the commonly used technologies are simply not consistent enough to garner a net value add for the time and money invested.  For example, resume parsing technology is commonly used to acquire the data necessary to drive candidate matching and scoring.  Unfortunately, simple format and program variables (e.g. .doc, .docx, .pdf) negatively impact reliability.  Second, the underlying matching algorithms are only as good as the data on which they “match” candidates with open roles.  The data structure that drives the process (by way of system integration or candidate entry) needs to be function specific and then scored appropriately.

When effective, technology-enabled solutions provide a truly useful presentation of candidate information and also generate meaningful matching. This is a tremendous foundation on which to then apply knowledge, experience, and discretion.  It’s all about precision: speed and relevance. Technology can enable precision.

Therefore, recruiting is now knowledge-powered and technology-enabled.  Trends will continue to move in this direction especially as social technologies and behaviors further disrupt legacy recruitment processes.  Here are some trends and expectations for 2013: (more…)

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It feels so good to help…

November 8th, 2012

By Christopher Simone, Vice President, DADOMATCH

Home DCF Kids Fund

 

Why say no when it feels so good to say yes?

Throughout the year Treeline/DADOMATCH focuses significant time and energy on helping sales hiring managers and sales job seekers define and find the perfect fit.  Our work is rewarding and has significance.  We are fortunate – and this is a good time of year to reflect on good fortunes.

We quickly turn to the reality that there are many people who are less fortunate and in need.  We can help, and this shared effort of significance is one of many ways in which we can unite (which seems especially necessary following a contentious election season).

Treeline recently started working with an agency that matches people in a completely different way.  The DCF Kids Fund, part of the Massachusetts Department of Children and Families, is comprised of dedicated social workers who try hard to make sure thousands of children and young people have gifts to open during the holidays.  The goal of the DCF gift drive is to provide gifts for over 40,000 children. These children and families are in need!  The gifts provided include toys and games, sports equipment, music and art items plus clothing and other necessities.

Organizations small and large can shop for specific children and families or elect to contribute gifts without a specific match.

There are lots of ways to help and reasons to say YES!   DCF makes it happen.

For more information please visit www.dcfkidsfund.org or call Ms. Saf Caruso, Executive Director, DCF Kids Fund at 617.748.2368.

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