moneyball for inside sales hiring
DESCRIPTION
Between 2009 and 2011 demand for lead generation reps grew 54%. With demand outstripping supply companies are moving further down the experience food chain. Bridge Group Study. It hasn't gotten any easier to hire inside sales people, if fact it's extremely difficult to hired qualified sales people today. Why? Attracting the right type of sales people has gotten more and more difficult. The competition for talented sales people has become increasingly competitive. Unlike ten years ago, large companies provided extremely comprehensive training to their new hires and there was a robust pool of seasoned sales reps. Today this is no longer the case. Larger companies have downsized and/or outsourced. The average SMB today is forced to roll the dice on a direct hire, completely outsource the function, or go through the dreaded temporary agency. All the risk is on the company. It presents a catch-22 scenario where if you train them too much you will go broke but if you don’t train them enough they will become demotivated and leave. Most companies don’t have the time to focus on basic sales skills it’s more about the company’s solutions, value proposition, features/benefits etc. It’s really sink or swim for the new-bee. Further, if you only train them in the beginning they will not retain more than 15% of the information. None of these solutions seemed to work. It brings up the age old questions. Are sales people born? Can they be taught? Can you nurture someone instead of hiring a self-proclaimed superstar? Is cold calling dead? How do you reduce the risk and create a repeatable model. So you try the temp-to-perm route to reduce this risk? What happened at my previous company was a one temp after another came and left without even making it a monthly company meeting. Temp agency is basically human trafficking sending enough warm bodies and seeing what sticks. Coach them on interviewing on what to say you’ll get in. They make it a week they get paid. If they lose one in 30 days too bad, but rest assured we can find another. The cycle continues. Value-Added Inside Sales Staffing Getting people back to work one new inside sales rep at a time. www.21doorsgroup.comTRANSCRIPT
.PID 11
The Moneyball approach to inside sales.
.PID 2
Why take this approach?
Education and experience alone are not the best predictors of future performance. If they were, the accuracy of sales hiring would be much higher. A report by Salesleadershipdevelopment.com claims the wrong hire in sales is made over 68 percent of the time.
Gallup studies show that talented people who are taught the fundamentals of a position quickly outperform those of their experienced counterparts who lack the right talents.
.PID 3
So what are you buying?
Just like the movie you are buying runs in the world of business you are buying sales.
If you are buying sales what matters?
Good sales people are very important and can be the David Ortiz in your overall business and marketing strategy.
.PID 4
Would you find value because others have overlooked the Greek God of Cold Calling because he didn’t have prior telemarketing or sales experience?
.PID 5
What if you looked for a different set of criteria when looking for a sales rep such as motivation over sales experience?
.PID 6
Let’s compare hiring inside sales people to baseball prospects using the Moneyball model:
.PID 7
Strikeouts
Too many strikeouts by a hitter equates to 150 calls made per day with a very low conversion rate.
Don’t know how to get through the gatekeeper and not having engaging conversations with decision makers.
Sales Myth: Effort still matters but sales isn’t about numbers anymore.
.PID 8
Past Performance
Past stats like hit .280 and 20 HRs (against National League pitching) is like saying you achieved 150% of quota selling virtualization to server farms 5 years ago.
The point, anyone can do it an it’s typically way over rated and comes with a huge ego and a huge salary.
.PID 9
On-base percentage
How many people are you talking to every day in business?
Have more quality conversations = get on base more and score more.
.PID 10
Slugging percentage.
Is the percentage of conversations you are converting into qualified opportunities.
.PID 11
Pitcher walking too many…
Too many walks by a pitcher is like getting prospects interested but afraid to really qualify them and gain commitment.
.PID 12
Good defense.
You need good defense, how many people are you nurturing to ensure they are left with a favorable impression of yourself and your company.
Not whether you win or not it’s how you play the game.
.PID 13
21 Doors approach
Hire for attitude and potential
Recruit smartly and differently
Temp to Perm Route
Provide sales foundation training
Ongoing 90-day onboarding program
Share the risk financial model
Match company’s culture
Temporary to direct-hire model offers companies a low-risk way to staff jobs when trial periods have
proven useful in evaluating employee skills, quality, and overall fit.
.PID 14
Why 21 doors?
Management team started and grew a 150-person B2B call center focused prospecting, lead generation, and appointment setting.
Personally excelled in inside sales environments.
Trained 1000’s of inside sales reps and VARs on prospecting.
Experienced first-hand the pains of direct and indirect hiring, training inside sales people.
Shared-risk option if sales training is included.
.PID 15
21 Doors Core Values
Never take the easy way out.
Leave your baggage at the door.
Be a trusted partner with all our clients.
Honesty in all dealings. Issues deal with immediately and accept responsibility.
Provide an environment where people can excel and be empowered.
Help people get careers not jobs.
.PID 16
Value-Added Inside Sales Staffing
Getting people back to work one new inside sales rep at a time.
.PID 17
21 Doors Group
1 Washington St. Suite #4024
Dover, NH 03820
Will Gibney
603.842-8342
www.21doorsgroup.com
@21doorsgroup