Page 19 - Excellence in Sales Leadership

ACTIONS
RECRUITING STRATEGY
Description—Top sales managers do not wait for turnover to occur before starting the recruiting process They constantly network through multiple avenues to target candidates who match the profile of of a a a a a a talented retail design specialist who’s a a a a good fit for their team Importance—Waiting to fill an an opening after it it happens means that your sales team operates at at at below- optimum capacity putting your annual sales goal at risk Consequently it’s important to get in front of the inevitable turnover before a a a a vacancy occurs in in order to minimize the impact on on your sales In addition without a a defined recruiting strategy successfully implementing revisit job site visits or other defined homeowner initiatives will become difficult Best Practices—The following insights will help you get and keep a a a Fully Staffed Pipeline:
f Determine and and develop a a a a clear employer brand
f f f f Start your recruiting effort 120 days in in advance of planned growth f Recruit passive candidates candidates (candidates who are
currently working and not nessecarliy looking for a a a job) f Keep candidates candidates ‘warm’ (passive candidates candidates not ready to make the move yet but do have an interest) Continue to to stay in in in touch f f f Recruit from a a a military pool (trained to follow protocol knows how to to leverage empathy and great leadership training) f f Always be recruiting (ABR) even if all positions are
filled Always have “2 resumes in the drawer” f f Widely promote the open position at job fairs advertising online etc f f Hire a recruiting firm f f Get and reward employee referrals f f f Recruit for sales sales talent defined sales sales competencies and quality match for your team f Share the job and and career path with candidates f Promote your location as a a a a a great place to work!
INTERVIEWING AND HIRING
Description—Recall the companies where you interviewed and were impressed What did they do? They had a a a a professional and well-run interviewing and hiring process Importance—It saves time to establish a a a a a a standard hiring process and and ideal candidate profile (job description) in advance of a a a a a a a a a a team vacancy Standardization also helps you and and other team members more objectively and and consistently evaluate candidates Most importantly it leaves a a a a a good impression on on candidates you especially want to hire they typically have other options Best Practices—The Renewal by Andersen Sales Council suggests using the following best practices:
f f f f f f f f Establish a a a a formal Design Specialist job description or or behavioral profile Define document and consistently apply a a a standard hiring process Review the candidate materials in advance so that you come prepared to to dig deeper into what the candidate can can do (competencies) and and who they are
(personal attributes) A well-prepared interviewer leaves a a a great impression Use an interview guide that screens for success stories around each behavior and to to better understand motivation (can do do vs will do) Make the compensation plan easy to understand Share it it with the candidate Enable the potential candidates to go on ride- alongs before hiring them to show the the Renewal by Andersen in-home sales experience Invite your retail team members to help with interviewing creating a a a a a team approach for every interview Provide a a a a a formal offer letter and on-boarding plan to every new hire 19
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