Hiring Salespeople Podcast John Pyke

“My two salespeople are the best I’ve seen. One ISA just set 23 in-office seller appointments in 1 week and the other generates 8-12 closings per month. John recruited and hired them. Amazing!” Detroit real estate agent Mark Z – one of the top 10 real estate agents in the world – has traditionally hired people only because he “liked them”. Not a bad strategy, because it’s gotten him this far! However, turnover with his salespeople typically after 90 days was eating into his bottom line and hurting the customer experience. “Everyone here at Mark Z Home Selling Team is a specialist," says Mark. “I need expert specialists on my team because that’s what our customers expect.” Mark hired The Talent Genius to recruit and present to Mark “approved” candidates who fit the strengths and needs of his various positions. After 9 months, his “approved” salespeople are still with him. One Inside Sales Assistant (ISA) recently set 23 in-office seller appointments in only 1 week! How? Her initial strengths profile ranked her top 1% in the world – we KNEW before her offer letter she would perform at an incredible level. The other sales hire is now generating 8-12 closings a month on her own. Listen to this interview with Mark Z to learn how The Talent Genius will help you recruit and hire candidates for your team without the headaches of making poor hires.

Email Us For a Consultation “I lost 3 transaction managers in a row. It kept me up late at night worried how we would close homes – I was scared! We now have the best person in the position and all this was handled for me so I can focus on what I do best – list property and lead my team.” Talent Genius Client Kathy Toth Ann Arbor real estate agent Kathy Toth is on track to sell 263 homes this year. With this “explosion” of real estate contracts, her current transaction coordinator of 13 years could not handle the additional work and resigned because she wanted a “slower pace”. Kathy immediately hired a replacement using traditional hiring methods, including the DISC assessment, but it did not work out. Her second hire also did not work out. “I was up late at night worried how we would close homes,” says Kathy. That’s when Kathy hired Talent Genius to source, interview, and onboard the right administrative candidate in only 10 days with minimal work required of Kathy. Donna, her new transaction manager, is a “10” and called “A God” in her office because we implemented our statistically validated behavior profile to identify future job performance problems upfront.  Kathy also shares how she profiles her clients and employees using this assessment for better communication and an improved work environment. To schedule a free consultation with John for guidance when hiring your next key administrative or salesperson, email John.

STOP! Don’t take the time and financial risk of hiring your next salesperson on your own. We’ll use our proven, scientifically validated methods to recruit, hire and onboard your next salesperson or administrative hire for you. Contact John Pyke today at 336.210.0327 or email johnapyke@gmail.com to request a free phone consultation so we can learn about your business, needs, and implement a sales recruiting and onboarding plan of action for results. How to Hire Sales People Efficiently In this video I am going to show you how to hire sales people, and I am going to be using Kevin Yoder's turbulent quest for talented employees as an example. Just so you know, Kevin hired 3 talented individuals in 3 weeks using my techniques. Instead of having a hiring process that can last three weeks to a month, this system actually bypasses the interview and hones in on the actual talent the person possesses through a system of assessments that gauge the true fit of the potential employee. Relying on resumes and interviews will only uncover about 10% of a person's talents. These two vehicles do not tell you about someone's personality nor do they offer insight as to whether this person will be a good fit to the culture that exists within your office. There are a host of other factors that do not get measured in the interview process, such as how they handle rejection, their persistence, and their problem solving ability. All these factors contribute directly to a candidate's job performance, and these would all be cast aside during your traditional interview process. One thing to keep in mind is that you need to cast your nets as far as possible when looking for great talent. Don't just post an ad on Craigslist, use as many websites as possible to draw talent from multiple pools. Ziprecruiter.com can be a particularly useful website in widening your net, and they allow a free trial run. You can post one job listing that gets you seen on 80 websites. This system saves you time, which will also save you money. By adopting this new hiring system you will eliminate any wasted time in the future because you will know what to look for and how to find it. This will be a game changer for you and your business. My hiring system is proven and scientifically validated to recruit the top talent from the widest pool possible. If you would like to learn how to hire sales people to fuel growth, then please give me a call at 336.210.0327 or email johnapyke@gmail.com.