Until recently, the opportunity to have a celebrity attend an event, attach themselves to a name-brand or endorse a certain product or idea was untouchable. The thought of paying a person to promote a product was seen as something only Fortune 500 companies could afford. Social media has changed all that with brands and businesses utilizing celebrity influencers to connect directly with their demographics and increase sales and profits.
2014 Recruit and Develop a High-Performing Sales Team Conference
2014-12-02 - 2014-12-03
The Pareto principle states that 80 percent of your sales revenue comes from your top 20 percent of sales reps (commonly known as the 80/20 rule). Meanwhile, Peaksalesrecruiting.com reports that 55 percent of people earning their living in sales should be doing something else. At the 2014 Recruit and Develop a High-Performing Sales Team event we will discuss how to fix this mismatch and increase your high performing 20 percent to create a powerhouse sales force within your organization. What are the costs of a wrong sales rep hire? Among other things, six months of salary and benefits, recruiting and training costs, and loss of market share/revenue from sales that were not made. Proven top sales performers don’t apply on company websites, online job ads, or career sites. They’re most likely already employed elsewhere and are doing well. High potential sales performers could be working in a different field, in a different industry, or already in your company waiting to be identified. What is your organization’s overall strategy for recruiting sales talent? Is it to recruit top sales talent from other organizations, to build and develop your own sales talent, or a combination of both? The Harvard Business Review found that top salespeople possess the following traits: 100 percent responsibility for their individual results, an above-average ambition and desire to succeed, above-average willpower and determination (where self-discipline is key), an intensely goal-oriented personality, high levels of customer empathy and impeccable honesty, does not take “rejection” personally, and the ability to approach strangers even when it is uncomfortable. Interestingly enough, “previous sales experience” is not listed. We will discuss through case-study presentations: • Assessment and selection: What separates the high achievers from the mediocrity of the masses and what skills to recruit for. • Interviewing: How to determine whether the smooth talker in front of you is a future star performer. • Sourcing: Whether to build, buy or outsource your talent. • Finding talent with client referrals. • Recruiting by networking and building a talent pipeline. • Finding and recruiting passive candidates and competitive talent mapping. • On boarding: The fastest ways to train and get new hires up to speed. • Performance management and gamification strategies for sales motivation. • How to retain top performers. • Training and development for teams and high potentials. • Total reward programs to foster innovation. • Creating a high performance culture. • The pros and cons of structured learning vs. informal learning. For more info contact us: firstname.lastname@example.org 888-339-9599 x501