Old School vs. New School: An Innovation in Recruiting Top Sales Performers

Shouldn’t hiring a recruiter save you time, money, and energy? Shouldn’t the risk of a candidate’s failure decrease? Shouldn’t the process be more objective and less guesswork?

Yes to all three, but old school recruiting practices do none of these things. Why? Because that methodology is out-dated and flawed compared to the Sales Champion recruiting model.

Let’s look at the old school style. You hire a recruiting firm, and they handle all the administrative work of placing ads and sifting through resumes. They narrow down a list of candidates, based on subjective information, like their availability and personality, and deliver 8-10 people for you to compare.

Unfortunately, you still have to choose and you’re still gambling that you’ll pick the winner. You’re spending time and energy to further narrow down the field to just one.

In essence, you’re paying big bucks for outside administrative work and still run the high risk of choosing a mediocre candidate because they don’t use a proven model for identifying top sales performers.

Now, let’s examine the new school—Sales Champion—methodology.

New school recruiting still handles the administrative duties of processing candidates, but instead of leaving the choice to chance, we use a proven method of measurement that defines a Sales Champion as a part of the recruiting process. We can significantly increase the probability that the sales candidate is indeed ideal for the position.

There is no comparing multiple candidates because the Sales Champion recruiting model does all that for you—before you even see a single resume.

You only see a Sales Champion because there is a scientifically-proven Blueprint that is solely based on objective information. There’s no rolling the dice.

A Sales Champion is a Sales Champion.

And when you find one, your search is over because that person is capable of performing optimally in the sales role based on your specific criteria.

Why waste your money on something that delivers less-than-satisfactory results? In today’s tough business climate, hiring a Sales Champion means more than an outgoing personality and industry experience. It means fewer headaches and higher productivity.

Old school recruiting just can’t deliver that like the Sales Champion recruiting methodology can.

So, you’ve got two choices really. You can keep hoping that you’ll have a stroke of luck every time you need a sales position filled, or you can improve your odds dramatically with Sales Champions.

All things being equal, wouldn’t it be great if you could get the ideal candidate with very little work, very little risk of failure, and an objectively driven system for evaluation?

You’re a very lucky sales leader if you couldn’t benefit from a little extra time and a few less headaches when it comes to your sales team.

If you’d like more information on how to utilize the new school methodology for hiring and recruiting Sales Champions, contact us at 336.665.0506

About the Author

Barrett Riddleberger is an internationally recognized leader in the practice of sales assessment, sales training, sales recruitment and retention. His new book, “Blueprint of a Sales Champion,” details how organizations can find, train and retain top performing salespeople even in a highly competitive market. An accomplished lecturer, Riddleberger is also highly in demand as a business development and motivational speaker for organizations seeking to inspire their sales force. For more info go to www.ResolutionSystemsInc.com or www.BlueprintOfASalesChampion.com or call 336.665.0506