Sales Recruiting Excellence (Walk-The-Walk)

In this session we learn the essential terms such as Prospect, Lead, Inbound VS. Outbound, SDR and BDR.
We articulate these topics from an HR and hiring point of view to allow you conduct an interview experience at eye level and identify early signals of a potential fit.

In this session we learn the core and essential business models (B2B and B2C) and why is it important to identify the relevant skillsets of the applicant early in the interviewing process.

We also learn the essential market segments (SMB, MM, ENT and Strategic) and how to identify which bucket the applicant we're interviewing falls into.

This session is emphasizing the importance of asking the right Interview questions to understand the skill sets of the applicant and deciding whether there's a potential fit or not.

In this session we explore the differences between Low-Tech Sellers and Hi-Tech Sellers. We examine the different aspects of these jobs from a hiring point of view and discuss the business risks when false positives occur.

In this session we study the main differences between two types of sellers: 
Sellers who sell On-Prem appliances and Sellers who sell Software As a Service.
These two types of Sales require unique selling skills, personality and resiliency. Understanding the bits and bytes will help you to conduct an interviewing process at eye level and make sure you hire the correct applicant for the job.

The purpose of this session is to share the best interview questions based on culture fit, sales agility, coachability, team work, and other important components that drive sales excellence.

In this session we will be exploring effective actions you can take during interviews to identify the best applicants for your sales team. By the end of this session, you'll have practical strategies to ensure you hire top-performing salespeople who align with your company's goals and culture.

Most importantly, by the end of this session you will be able to convert the Job Description into an actionable Hiring Playbook with tailored questions.

The outcome? Laser-focused interview, faster and more effective hiring.

In Part 2 of the Best Interview Questions session, we discuss the importance of hiring Domain Experts and their contribution to the growth of our existing revenue team.

When it comes to speaking at eye level with sales people, the best way to do so is to think and act as a sales person.

As a talent acquisition manager, or a sales recruiting manager, thinking as a sales person not only improves your ability to hire the right sales talent, it also gives you a chance to think and speak as a salesperson…that’s basically what the phrase is all about - you have to talk the talk and walk the walk to get things done, faster and more effectively.

And that’s exactly the purpose of this session - to empower you to think and act as a sales person, selling your service to your customers, in your case - your service is finding the right talent, and your customer is your hiring manager.

In simple words - I am referring to a discovery process that happens between the talent acquisition manager (that’s you!) and the hiring manager, your customer.

The idea is quite simple - all you need to do is allocate a short time with the hiring manager to understand the reasons he or she is hiring. This might be happening as we speak and you’re probably asking yourself - where’s the news? What’s different?

So, it’s not just about the meeting taking place, but more about the questions of that meeting, and that’s exactly what I am going to focus on in this session.

In the previous session we discussed why it is important for a talent acquisition manager to conduct a discovery conversation with the hiring manager. We learned that the discovery process helps to uncover specific requirements of a job description.

We then elaborated on two specific questions - why are we hiring now, and why is it important to know if a technical background is required or maybe it’s not?

In this session, we will dive deep into the process and explore together a few more important questions using our discovery cheat sheet.

In this session, we’ll discuss the potential consequences and business impact of hiring the wrong salesperson for the job.

When new hires join a business, they usually attend a bootcamp event in order to speed up their ramp up time. When the new hire struggles to adapt to your culture, work environment, selling motion or simply - he or she struggles to understand the technical complexity of your solution, the immediate impact is a longer onboarding time and a bigger overhead on whoever takes part in this journey.

Join me in this session to investigate and quantify the business impact of bad hiring.