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Winning People Who Win Deals: How to Hire Top Salespeople
Wednesday June 8, 2016
● Phone lines are muted - please use
the chat box for questions
● Tweet us using #qualityofhire, @datafoxco and @lever
● $100 Amazon Gift Card for the most useful tweet
Kiran DhillonContent Marketing ManagerLever@kirandhillon4
Thanks for joining us!
-
Our featured speakers
Michael GallagherSales Recruiter at lever@Lever
Ben BrocklandDirector of Sales at DataFox
@BenBrockland@Datafoxco
Newsflash: Hiring keeps getting harder
Source: Bersin by Deloitte, 2014
#qualityofhire @datafoxco @lever
Avg. time to fill a position (days)YoY change in talent acquisition spending
Agenda
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1. Set the structure2. Get on the same page3. Build a pipeline4. Streamline your interviewing process5. Sell the salesperson
1. Set the structure
#qualityofhire @datafoxco @lever
● Assign ownership
● How many interviews can the hiring manager / interviewers give per week?
● Which team members are expected to interview?
● What is the equity / salary package for the role?
Photo credit: ©iStockphoto.com/monkeybusinessimages
2. Get on the same page
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● What skills will your dream candidate possess?
(Rank them)
● What attributes will your dream candidate
posses? (Rank them)
● Tell me about the best salesperson you’ve ever
worked with. What qualities made them so
successful?
● What would the candidate’s responsibilities be?
● What will a normal day look like?
, not necessarily
3. Build a pipeline
#qualityofhire @datafoxco @lever
1. Dump your skills-based job descriptions 2. Write a role profile 3. Go proactive
a. Referralsb. Sourcing
Dump your job descriptions
#qualityofhire @datafoxco @lever
“Most job descriptions are incredibly inefficient – even counterproductive – talent-screening tools.
A typical job description lists a catalog of required skills, experiences, academic degrees, and personality traits.
Over the last 20 years, my firm has presented to more than 400 business groups like Vistage and YPO. At the beginning of each session we ask, ‘Who would you rather hire, someone who had all of the skills listed on a job description, or someone who could deliver the results required?’ Except for one dubious company owner in New Jersey, roughly 10,000 leaders have answered “results.” I’m guessing you would, too.”
- Lou Adler, Founder and CEO of the Adler Group and creator of Performance-based hiring
Write a role profile
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Performance-based
Get the right people excited
Focus on what a person can achieve, not the skills they need to reach the achievement
Go proactive (Part 1: Referrals)
#qualityofhire @datafoxco @lever
Recruiter: “Hey do you know any great account executives?” Vs.
Employee: LinkedIn export + Recruiter: Export review
Employee: “Oh yeah, I forgot about her!”
Employee: *Shrug*Vs.
Go proactive (Part 2: Sourcing)
#qualityofhire @datafoxco @lever
5 quick sourcing tips:
1. Diversify: Consider sources like GitHub (technical talent), Dribble (design talent), Twitter, Facebook, Amazon reviews, Quora
2. Send from: Don’t send from a generic email ([email protected]) If possible, send as hiring manager
3. Personalize: Look for commonalities, compliment their work4. Follow up! Imagine if salespeople sent one email and called it
quits 5. Just ask: Don’t be afraid to ask for referrals
“If you don't find yourself a fit and/or the timing isn't right, feel free to reply & let's sync up on any possible networking referrals you could toss our way?”
Photo credit: LinkedIn Global Talent Trends 2015
4. Streamline your interviewing process
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Interviewing process
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● Framework for speed while being detailed
● Let’s get on the same page
● Nailing the mock call
● Topgrading as your secret weapon
Format
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Rigorous process and deep interviews are your candidates first interaction with the company.
● 30 Minutes: Initial screen with recruiter
● 30 Minutes: Phone screen with hiring manager ○ What do you know about us?○ Deep dive on current role to understand applicability
● 45 Minutes x 2: Onsite
● 1.5 Hours: Onsite
Four buckets we test
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Consistency on what’s important helps decrease bias
1. General cognitive ability
2. Role based knowledge
3. Motivation
4. Culture fit
Four buckets we test
#qualityofhire @datafoxco @lever
Consistency on what’s important helps decrease bias
1. General cognitive ability
2. Role based knowledge
3. Motivation
4. Culture fit
The mock call
#qualityofhire @datafoxco @lever
Understand the benchmark and test for coachability
Topgrading
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Topgrading
#qualityofhire @datafoxco @lever
What does it encompass?
1. Life trajectory starting in high school
2. Every job and transition
3. Self appraisal
4. Plans and goals (get ready to sell the candidate)
Topgrading
#qualityofhire @datafoxco @lever
What does it encompass
1. Life trajectory starting in high school
2. Every job and transition
3. Self appraisal
4. Plans and goals
Topgrading
#qualityofhire @datafoxco @lever
Tips and tricks
1. Two-person team
2. Don’t lead the witness - this is meant to be hard
3. Upfront contract (“We need you to be brief”)
4. Close with a much nicer question (e.g. “What do you do outside of work for fun?”)
Avoiding interview bias
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Tips and tricks
1. Enter scores before all interviews are complete (avoid eye contact with other interviewers).
2. Lean back on top grading for discrepancies
3. Scores should be 1, 2, 3, 4
4. Framework enables new backgrounds
5. Make the sell
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During the interviews
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Topgrading
1. What are the pros of joining DataFox?
2. What are the cons of joining DataFox?
3. What other companies and roles are you applying to?
Gain funnel
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“Whether you come work for DataFox or another company”
“One year from now you’re having coffee or a beer with a friend”
“What are the 3 things you learned that year which you’d proudly tell your friend about?”
Offer like you teach to sell
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Follow ups are important
#qualityofhire @datafoxco @lever
3 ways to improve your process in Lever
1. Get the whole team involved. Chrome extension email
sync democratize sourcing and referring. Use the @-mention
feature and automatic feedback reminder for quick
collaboration with hiring managers and interviewers
2. Set up an interview kit for each role so your interviewers
look like they know what they’re doing.
3. Improve candidate experience - “I still breathe a sigh of
relief whenever I see a Lever application form for a position.” -
Lever Applicant
#qualityofhire @datafoxco @lever
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Q & A
Michael GallagherSales Recruiter at lever@Lever
Ben BrocklandDirector of Sales at DataFox
@BenBrockland@Datafoxco
Request a demo at www.lever.co