2014 alfa conference identifying the dna of top sales performers

Identifying the DNA of Top Sales Performers

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Identify Who You Are Looking For

As defined by Dictionary.com:

A salesperson is a person who sells goods or services

A marketer is someone who promotes or exchanges goods or services for money

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Job Ads: • Should speak to the job seeker in 5 seconds • Briefly summarize responsibilities and requirements • Should focus on the benefit of working for the organization

Job Descriptions: • Should map out all job responsibilities and should be reviewed with final candidates only • Should clearly identify performance expectations and how the individual will be paid based on performance

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Breaking Down the Job Ad • Whose attention are you trying to capture?

• What’s beneficial about working for your company?

• Brief summary of the job • Job requirements • These should be used as a screening process

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Sample Job Ad Wanted: Driven sales professional with the ability to increase occupancy.

We’re an innovative Senior Living organization striving to impact seniors lives everyday. You are an empathetic sales superstar hungry to sell services which enrich lives. Just think about what we could accomplish together? For good measure we have a competitive compensation plan, superb benefits and a top notch company culture to rival any organization.

We need you to work with our current lead stream to increase occupancy and more importantly, improve lives. We set high expectations with even greater rewards, so if you are ready for a challenging opportunity e-mail your resume to‌.

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Job Description: Responsibilities What are they responsible for in this role?

• Income Producing Activities: • • • • •

Lead generation Incoming calls Tour prospects Follow up calls Database management

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Job Description: Defining Expectations Expectation of Sales Activities: • 10 referral source sales calls per week • 50 call outs (voice to voice or e-mail) per week to the database • 1 home visit per week Expectation of Conversions: • Inquiry to Visit- 50% • Visit to Deposit- 35% • 1st Visit to Deposit- 15% • Visit to Move In- 35%

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Job Description: Competitive Compensation • Salespeople want to control their earnings potential • Low base/HIGH incentives • Zero Lost Revenue Days Incentive • At least 1 sale per month should be built into their base salary • Earning potential should drastically increase from 4 to 5 move ins, then again at 7, and then again at 10+

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Pre-Screen Interview Questions • So far in your career, what’s been your favorite job?

• What was your favorite part of the job?

• What was your least favorite part of the job?

• When someone doesn’t agree with your proposed solution, what do you do?

• How do you like to be motivated?

• In order for you to consider a day “accomplished” what needs to happen?

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Situational Interview Questions • Let’s say your prospect is telling you they are definitely coming to your community, but they need to sell their home first.

What would you set as a next step?

• Disagree with one of the candidate’s answers • What do you do when someone just wants information sent without booking a visit?

• What’s your system for closing? How do you set next steps?

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DISC Assessment and Motivators

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Motivators

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Recap

• • • • •

Define the position Set measurable expectations Pleaser vs. Adviser Behavioral assessment Motivators

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