Hiring a Salesperson

Have you ever brought on a salesperson? Did they work out? How long did you let a failing salesperson go without closing a deal? 6 months? 9 months? A year? Finding and training a successful sales person is a difficult process in the managed services business, but we've figured out a few tricks that greatly increase your chances for success.

Video Transcript

" Okay, you found a resume that you like, you've talked to him a little bit, you've already got them on the phone. First thing I want you to do is send them a set of preliminary questions, see if there's any non negotiables, you can figure out, okay, it's very, very important. We actually have these on the chart tech site, you can see the samples that we use, for example, let's look at their w twos. Always ask for the last two years of reported income. Okay, because this is where you're going to see what happens. Now, first off, you might get people that don't want to put it down. Okay. Second, you might see a number. That's how it ranges. Now, if it's true, you have to decide man can even afford this guy, does he have the opportunity to make that amount of money with us? Doesn't mean it's a deal killer, but it's something you need to be aware of, especially if he is employed, if he's already employed, and it's showing that he's making 250 $300,000 a year. And you can't, that means that if you really think about that, that means he's probably gonna have to bring on board at eight to maybe even $10,000 a month in managed services every single month. And that sounds great. We get excited about that. But do we even have the resources to install that? Do we have the resources to support these new deals coming on? Is growth going to be a factor? And are we going to go all the way down this long and grueling interview process just to find out that he's not going to take the job? Because he's going to tap out at 120? If he meets quotas, or 100, or whatever that might be? So you need to look at that. Besides just asking for the W two amounts, ask for the breakdown. Okay, I asked him if he made $100,000. Last year, ask him what percentage was salary? What percentage was commission? That's very, very important when you're constructing what your offer is going to be. Now, the other thing you want to do is ask him what his salary expectations are. This guy might say, hey, I need to make half a million bucks. And that's not for you to decide if he does or doesn't tell, you don't know who might have 15, car payments, 25 house payments and 7x y. And again, you got to ask yourself, can I pay that? There's some other non negotiables Kenny drive, is that a requirement? Anything that could could stop this interview process for moving forward? Okay, and disqualifying it later on down the road? You need to find out. A question I like to ask, and I talked about this last time was Would you rather manage? Or would you rather be a salesperson. See what he says now there's nothing wrong with somebody says I, I don't want to be a manager, I just want to sell but maybe eventually I can be promoted into a manager, hey, that's great. There's nothing wrong with that. Okay, everybody wants to thinks that they want to manage or whatever, not a big deal. But if he goes, you know, I'd really like to have a sales manager position or I'm more comfortable managing than I am in selling, not your guy. Okay, I also like to put the technical thing down there. Do you know what rate your technical experience on a scale of one to 10? Just so I know what I'm looking at. These preliminary questions are great for just ending or continuing the interview process. Don't underestimate them, come up with them. Look at our site and see the ones that we use and just mimic "