I just joined a fast growing start-up (hard to imagine, I know) and we are looking for to fill a few 100% commission outside sales positions.  We have three things going for us, the commission is very lucrative with a residual component, there isn't anyone else offering the technology and it's been very well received, and the consumer app is on the top 25 for iphone. 

My questions for the group are: 1) Where would you look for them?; 2) how would you position the opportuity  without sound too Amway-ish?; 3) Any other words of wisdom. 

Do you recruit in any of these industries?

• Financial Services
• Engineering
• Healthcare

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Anyone have Interview questions they can share to help uncover a true "HUNTER" sales representative?

thanks

Laura T. Arnold

Recruiting Manager

Laura.Arnold@ReedBusiness.com

Happy New Year!

I hope the holiday season has treated you well. I've just finished a collaboration project with 22 experts on the biggest sales management challenge of 2009. The link to the article is provided below.

http://www.recruitingblogs.com/profiles/blogs/the-unprecedented-sales

I hope you find this helpful.

Regards, ~Lee

Hi all,

I'd like to get the group's thoughts on the handling of the salary of a sales person. I've always been of the opinion that all sales people (within the same job title) in the company should be hired at the same base salary. Based on performance, they could earn salary increases over time.

What I've often struggled with is companies who have top performers at one salary level (i.e. $60K), but hire a perceived rainmaker at a higher level (i.e. $80k). My opinion is that this sales person, while having a nice pedigree, hasn't generated dollar one for the company and should not be given a higher salary.

How can you hire this person at the higher salary without creating trust and morale issues in the team? My feeling is that it can't be done? What do you think?

Hi there,

How do you, or your clients, use assessment tools as part of the screening process of sales candidates?

What happens if the candidate is stellar in the interview process, but performs poorly on the assessment? Are they still considered for hire?

What are you hoping that these tools will tell you about the candidate?

I look forward to reading your responses.

~Lee

For about 18 months, I was receiving regular network requests from members of LinkedIn. That was until about 2 months ago... Now, it seems like I am exclusively receiving network requests from Facebook.

What has changed? Is everyone moving from LinkedIn to Facebook? If so, what is driving this?

Or, is this just my experience?

Are companies looking more to Facebook than LinkedIn for candidates?

I look forward to the everyone's responses to this... It should be interesting.

~Lee

Good morning, Group

I am in the midst of developing my new book titled, "The Sales Marriage" (coming out Feb 14, 2009) which is designed to help employers hire the right sales people.

My question for the group is... What content is most important to you to have in this book? The scope is from defining the profile of the ideal sales person through the sales person's first 90 days on the job (on-boarding).

Your thoughts are very much appreciated.

~Lee

Hi Group,

I manage recruiting for a fast growth company in Chicago. My team is doing a tremendous job bringing in and hiring talented sales reps. We built a 300 person sales team in less than two years. What we are trying to get a handle on is how we stack up against other inside sales environments with respect to turnover. I know ours is lower than most, but I don't have tangible evidence of this. Does anyone have stats on turn and/or retention in an inside sales group?

Thanks!

BY THE WAY, OUTSIDE RECRUITERS AND RPO FIRMS; PLEASE DON'T CALL. WE ARE DOING AWSOME ON OUR OWN WITH A VERY LOW COST PER HIRE.

In this group, we have an interesting mix of recruiters and hiring managers. I'd like to create some discussion on counsel to give sales people who have decided its time to look for a new job?

What strategies do you suggest for the resume? What are the most effective job boards? What is the best way to work with a recruiter?

I've attached a link to a new article of mine the "Secrets to Getting the Sales Job You Want" which talks about the cover letter and resume.

http://www.recruitingbloggers.com/rbs/2008/08/secrets-to-gett.html

If you are a member of this group (and I know you are because you are reading this), weigh in.

What strategies would you suggest to a sales person to get the job they want?

I would like to learn about best practices for onboarding new sales representatives within a company during the first 90 days - what has worked successfully and what has not. Thanks.

I�??m looking to find out if a vehicle allowance is a standard item for executives in the US and , if so, what is the average or ranges of allowances provided ?

Welcome to our new group... "Ask the Sales Hiring Guru."

Our first discussion is on creative strategies to screen sales people. What creative techniques do you use to identify the right sales people for your company?