Why Performance-Based Recruiting Produces Top Sales Performers

1. Write a Performance-Based Recruiting Ad: As you construct your ad, consider the following questions:

- What kinds of companies or organizations are good prospects for your company's products and services? Your ad should state a preference for job candidates that have existing relationships with these kinds of companies and organizations.

- Who are the most productive people (job titles) for your salespeople to call on? Your ad should state a preference for candidates that have existing relationships with people that have these titles, and/or a proven ability to prospect successfully to people at similar levels.

- What specific sales production (such as pipeline dollar volume, sales dollar volume, etc.) do you expect your new salespeople to produce during their first 90 days? Make this expectation crystal clear in your recruiting ad!

2. Scrutinize Resumes for Accomplishments: Smart salespeople know that results sell. When these salespeople prospect, they talk to potential prospects about the results their companies have produced for customers. When they write resumes, they write about the results they have produced and their other accomplishments (awards, recognition, etc.).

3. Conduct Telephone Screening Calls: For candidates that have interesting resumes, schedule a 20-30 minute telephone screening call. This will give you an opportunity to ask performance-based questions related to two critical performance factors: the candidate's relationships and their prospecting activities. Here are sample screening call questions:

- Who do you know that might be a prospect for our company's products and services?

- What relationships do you have that could be leveraged for appointments during your first few weeks on the job?

- What activities do you typically include in your prospecting plan?

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