hiring great reps

Some consulting firms have estimated that a sales misfire (a salesperson that is hired, sells nothing and is terminated within a year) can cost the company from $200k to well over $800k, including salary, benefits and lost opportunity.

If not trained otherwise, we tend to hire salespeople who (1) are like us, (2) who sell us effectively in the interview, (3) who have a track record or (4) are recommended by people that we know. None of these have proven to be consistently effective, especially the third, since business conditions are constantly changing and the past does not equal the future.

Often sales people are good enough to sell to prospective employers and get hired, but they are not good enough to get the job done. We uncover this gap and recommend appropriate courses of action based upon each unique candidate.

The Stein Advantage, Inc. provides, installs and assists in implementing a process for hiring sales and sales management candidates that has enabled our clients to be much more certain of the long-term outcome. Our clients want salespeople who can consistently deliver revenues, no matter what business conditions exist, quarter after quarter. More so for sales executives.

Our process is simple to install and implement. What is required is the commitment of management to following the process and their participation where required. We work with corporate HR and your preferred recruiter. (We can recommend competent recruiters if you wish.)

The core of the process is the Profile. It contains all the skills, traits and behaviors required of the sales candidate for success in their job. The performance and behaviors of candidates during interviews, simulated sales calls and presentations are measured against the Profile so that gaps in their skills and/or traits can be determined and quantified.

The Stein Advantage, Inc. works from a unique Profile template that has been continuously refined for over a decade. That template is modified based upon the unique requirements and situation for each client. The result is a high-value core upon which the rest of the elements of the process are built.

Deliverable	Description	Comments
HIRING MODEL Format: Document	This hiring process defined, with responsibilities and steps required.	How to construct the hiring team. Roles for each member. General timeframes.
PROFILE Format: Document	This document describes in-depth, ten to twelve skills and six to eight traits that are required for success in this job.	This is the key to the entire process. This Profile is derived from input from existing personnel, best-in-class reps from other businesses, customer and/or partner feedback. The document provides acceptable and unacceptable levels of demonstrable behavior for each and every skill and trait.
JOB DESCRIPTION Format: Document	This document is provided to recruiters and is the basis of advertisements or job listings.
RESUME FILTER Format: Document	This document is provided to recruiters. It contains “minimum” requirements to assure that we are not being flooded with below standard resumes.	Derived from the Profile.
SCREENING INTERVIEW QUESTIONS Format: Document	A straightforward guide for performing the screening interview, generally done on the telephone.	The questions are designed to assure that the candidate's experience, at least on the surface, matches the job description.
FIRST ROUND INTERVIEW QUESTIONS Format: Document	Approximately thirty questions to be asked of candidate during first interview.	The questions are designed to probe into the candidate’s experience and get a basic understanding of their capabilities. Interviewing tips are provided in the document as well.
SECOND ROUND INTERVIEW QUESTIONS Format: Document	Approximately thirty questions to be asked of candidate during second interview.	These no-nonsense questions force the candidate to respond honestly. Many candidates fall out of the interviewing process at this step. Interviewing tips for the hiring team are provided in the document as well.
PSYCHOMETRIC TEST	Third-party test is administered to candidate to validate findings.
SIMULATION EXERCISE (SALES CALL) Format: Document	Once the candidate has passed both interviews, they are required to participate in a simulated sales call with members of the hiring team.	During this exercise we can observe how the candidate actually performs. The simulation is designed to be as real as possible. Sample questions and an evaluation template are provided.
INSTRUCTIONS TO CANDIDATE (For Sales Call Simulation) Format: Document	The candidate is given this document so that they can prepare for the simulated sales call.
SIMULATION (Presentation) Format: Document	We generally recommend that the candidate participate in a simulated presentation, where they demonstrate the product that they are currently selling.	During this exercise we can observe how the candidate actually performs. The simulation is designed to be as real as possible. Sample questions and an evaluation template are provided.
INSTRUCTIONS TO CANDIDATE (for Presentation Simulation) Format: Document	The candidate is given this document so that they can prepare for the simulated sales call.
HOW TO PERFORM REFERENCE CHECKS Format: Document	Reference checking often skipped or done haphazardly. It is a critical step in hiring a candidate, especially in the sales function.	Order article "How to Perform Reference Checks for Sales Candidates," (1497 words). Order
DEVELOPMENT PLAN Format: Document	A specific task-driven ramp-up plan, individually tailored to each candidate, that will enable them to ramp-up in the shortest period of time.	The Stein Advantage, Inc. will provide the template for the plan and will work with management on its content, but the majority of this will be done by the client.
TRAINING OF HIRING TEAM Teleconference (or web) hiring process training	Dave Stein trains all stakeholders in the hiring process during a single telephone or web conference call. Management, interviewers, HR.	Generally a 45-60 minute call.
SALES CANDIDATE INTERVIEWS WITH DAVE STEIN Format: Telephone	Dave Stein normally interviews candidates after the Second Round interview, before the simulation.	Four 45-minute telephone interview calls are included in this package. An assessment document will be presented back to the hiring team. Additional calls and/or face-to-face interviews are optional, for an additional fee.

For fees, more information, references and availability, call Dave Stein at +1 (508) 696-4905.