The Sales Bull LLC

We talk to companies all the time that say they just don't know what they are looking for when hiring salespeople. More than 1/3 of everyone in a sales role will turnover in the next 12 months according to the US Department of Labor Statistics. How do we fix this???? Good News: We've developed a simple step-by-step process that does a few VERY important things in a VERY different way, and the results are: 1) Over 90% retention of more than two years 2) Salespeople that perform better than their peers >80% of the time Results Matter, and we want to teach you this step-by-step process. Join us in the Sikich Conference Room at the Waukesha County Business Alliance on Wednesday, Jan 17, from 10AM - 12PM (coffee included). Check it out: https://lnkd.in/gZVfBG_W

Sales #Recruiting Tip: A Candidate's Behavior & Actions Before, During And After The Interview(s) Are Equally Important (if not more important) To Their Interview Answers And Their Resume. 💡💡💡💡💡💡💡

Give before you get. Seems obvious, right!? Early in my career I was given this invaluable piece of advice: "If you want a promotion, start taking on some of the responsibilities of the job you are going after. Prove you can do it and you'll be first in line when the time comes" I now apply that lesson to my business: If I want to land a client on a larger deal, I offer to give them something valuable for free to help them out and to prove I know what I'm doing. Example: if a prospective client isn't ready to have me recruit a salesperson for them, I'll give them a couple tips and tricks that effectively help them separate the wheat from the chaff. The next time they make a sales hire, they typically come to me and have me run with it because the advice I gave them was so helpful. Give before you get. Yes, some people will take advantage of this, but you'll quickly recognize when that's happening; and just know that the vast majority of people will show appreciation. Go give. :)

The measure is NOT whether we say we care... It's whether our people say we do.

In sales recruiting, tracking a candidate’s follow up is an indicator of their job performance. Did the candidate follow up after an interview with a quick “thank you” message? That’s a good sign. An even stronger sign is a candidate that proactively reaches out to you about a job posting, or even about wanting to work at your company even though there isn’t an active job posting; especially if they don’t hear back from you in a couple business days and they try to reach you AGAIN. Doing this isn’t a sure sign of a great candidate, but certainly should help the candidate receive high marks and potentially be the factor that helps you decide between them and another equal candidate who didn’t follow up as diligently. Sales candidates that I recruit for my clients always display these skills. www.TheSalesBull.com

DISC? Meyers Briggs? Culture Index? Predictive Index? Other? Which pre-employment assessment should you use for sales hires? How about all of them? Because whatever you're doing right now is not working. A whopping 34% of all salespeople turnover (fired or quit) every single year. Only 13% of companies use a pre-employment assessment tool like the ones mentioned. But many companies simply accept the revolving door that is their sales department as somehow "normal". It shouldn't be normal. If you have someone do your accounting who does accounting all day, everyday; perhaps you should have someone who does sales recruiting all day, everyday recruit your salespeople for you. Results will be different. For Example: >90% retention after two years and 31% better performance than peers not recruited by us. Let's connect. Check out www.TheSalesBull.com

Question: Which single trait in salespeople make for the best closers? Answer: VVVVVVVVVVVVVVVV (see below) Non-conformity. Salespeople who don't care what others think about them will relentlessly follow up on open deals until they close. >>>> BUT <<<< That must be balanced with an ethical, polite approach. It's not impolite to follow up with prospects that have asked for a proposal/quote, especially if some (or a lot) of backend work has been done to prepare that proposal. HOWEVER, badgering prospects and pressuring them IS impolite. Find someone with the right combination, and you just may have yourself a GREAT closer.

Remember combinations and permutations in math? 🔢 🔀 #️⃣ 7️⃣ 🔣 Here's an interesting one: If you start with 100, and after one year 66% remain, that means you have 66 left. After two years, that drops to 43.56 since 66% of 66 is 43.56. That just happens to be the average retention rate of sales people over a two year period: >>> 43.56% <<< Some more math for you to calculate: How much does every bad sales hire cost you in wages, medical, dental, vision, AD&D, PTO, FICA, not to mention the impact on your company as an employer and as a product/service provider. Our proprietary recruiting methods result in >90% retention after two years (more than double industry average) AND our placements perform 31% better than their peers that were not placed by us. Using a recruiter doesn't make sense for everyone, but for most, it does. www.TheSalesBull.com Connect with me.

Prospective clients ask me "How deep is your talent pool?" Answer: Because of my LinkedIn presence, I get TONS of sales job seekers messaging me......but......... VERY few of them attempt to reach me me AGAIN when I purposely don't respond to their first contact. This is a sales job these candidates are looking for, right? If they don't have enough confidence/persistence/ambition to sell THEMSELVES, they certainly won't have confidence/persistence/ambition to sell my clients' products/services. I recruit salespeople. I recruit ONLY salespeople. I recruit only THE BEST salespeople. So when I say this process of finding the right candidate can take 6 weeks OR MORE, this is why I say that. I am EXTREMELY selective for your, and my, benefit. If you want someone FAST, I'm not your guy. If you want the RIGHT candidate, I will make it happen. Check out www.TheSalesBull.com to learn more and connect with me here on LinkedIn. Miles Veth Craig Lowder Mike Carow Steve Schaefer Dan Rosenblatt🙏🤝