This blueprint will reveal the 12 secret steps, so you can recruit an endless supply of PROFITABLE sales people. 
Does any of the following sound like you?

1. I struggle to recruit suitable sales people.

2. I recruit regularly to replace drop outs.

3. I offer a competitive basic salary to attract key staff.

4. Interviewing is my main method of selection.

5. I look for experience so that they can ‘hit the floor running.’

6. I interview 6+ candidates before I make an offer.

7. At interview I look for sales skills, experience and money motivation.

8. I have not got the time to build a social media presence.

9. I recruit only very experienced sales people because my market is competitive and only the best win orders. 
If so, you are not recruiting the way that Sales Managers who find it easy to attract and secure profitable sales people do. ‘Profitable sales people’ does not necessarily mean just top billers. Even they can give you losses if they do not stay long enough. Profitable means they are contributing in sales margin more than their costs.

Why don’t recruitment agencies tell us this? 
Well, perhaps it is because high staff turnover is in their interest? 
You have probably accepted that sales people are transient. You expect that for every three you hire only one will make it, or worse, especially home based. You start to consider this as the norm. Even those that stick are often average, those who just deliver enough results to be kept on. 
Or your market has become very tough and you can therefore only recruit exceptional top billers who know your industry. You struggle to find even one. 
Having recruited, trained and coached several thousand people in sales for over 250 companies we have a vast experience from observation and analysis of best practice. We know the secrets of how to attract and secure profitable sales people. All is revealed in this guide.

The key question you should be asking yourself is: 
How do I recruit from a large talent pool, securing profitable sales people, whilst saving considerable time and money?

In this eBook, we provide you with the 12 Secret Steps, that will achieve you the same results as the top 1% of sales teams, giving you fast growth and the ability to scale your business.

Secret Step 1 Focus on recruiting Trainees and Juniors 
Determination, hunger, positive attitude, energy, passion, clear goals coupled with a natural sales ability, will beat the experienced sales professional nine times out of ten. Seems higher risk, but it isn’t if you have a system to filter effectively. They also cost less and are in bigger supply. 

Experienced sales people: 
➢ Why are they moving? 
➢ Why aren’t they earning top commission in their current company? 
➢ Will they bring their ‘old culture’ way of doing things?

➢ Do they have a story about how their previous company had lots of negatives? 
And after all that because they have experience, they will probably be looking for a high basic. Experience only counts when they use it to make more deals. Depends to some extent on what industry you are in. 
Sales Managers who attract and secure profitable sales people find natural talent, recognise it, filter it, secure it, lock it in and develop it.

Another reason why you do this is that it will reduce your initial losses, meaning you can recruit more people in the funnel quicker. You don’t have to wait until the first batch have delivered to finance the next. 
Trainees need an opportunity to prove themselves. Sales training can be learnt by anyone quite quickly. The right attitude and mindset cannot. Trainees also have no fear of rejection. Why? Well because a fear of rejection and avoidance of cold calling is something learnt. 

TIP: Look for natural talent always coupled with the right attitude and train sales skills.

Secret Step 2 Compete with higher Commissions not higher Basics 
Profitable sales people prefer higher commission and not to be subsidising the below average in the team. So, avoid those whose only question is about the basic salary and other fixed aspects of the package. They are money motivated, but only for free money with minimum pressure! 
Offer a salary package in 2 formats to see which one they go for. 
“OK, you expect in our industry to do £100,000 sales per month. Which would you prefer?” 

a) £25,000 basic plus 1% commission? OR b) £12,000 basic plus 5% commission? 

The stronger ones will always go for b) because it is a lot more money. 
The weaker will always go for a) for the same reason. For them it would be more money. 
When you advertise a sales job, a good applicant will want to know.

a) What is the OTE?

b) What did your top biller earn last month?

c) What are the company’s products and their market?

d) What is special about your products compared to competitors?

e) What is the margin and commission?

f) What marketing and leads will you support me with?

g) How good is your social media presence to support me?

h) How experienced is the management?

i) What training do you provide? 
A weak candidate only wants to know what the basic salary is. 
It is much easier to sell higher basic, but you won’t get profitable sales people that way.  

Secret Step 3 Start new recruits with a 3-month low risk induction period 
You need to pay and reward on results. These results should be long as well as short term. This will safeguard your profits, finance you for growth and attract better people and deter weaker ones. 
Here is a technique that those who achieve all the above do. 
Say your starting basic salary is £18,000 plus commission. Well if 3 people, out of 4, drop out or have not made the grade at the end of month 1, you will have £4,500 loss just from basic salaries. Those who expect to drop out will be happy with this as they get 1, 2 or maybe even 3 months of basic if you are slow to fire. 
Instead, offer an Induction ‘boot camp’ period. 
In the first quarter there are five elements to your remuneration. 
1. Fixed Basic say £1,000 per month (minimum wage). 
2. Variable basic. Set at a £X for hitting or exceeding 1,000 calls in the month. Or brochures out or appointments depending on your business. 
3. Commission. As normal. 
4. Bonuses. Specific targets to be hit. Unlike variable basic this is for above expected average performance. 
5. Training (which must be mainly automated). 

After 3 months induction, according to performance, Fixed and Variable basic will be merged. They will be on Fixed Basic of £18,000, £20,000 or £22,000 per annum. All according to how well they performed. This gives them power to control their own basic salary and status level. This is where you compete on higher basics, when you know you are getting a return on the investment. 
All good people will love this and be motivated by it. The people you don’t want will only look at point 1, Fixed Basic and not be interested. Great! You need to set up from day one with a result before reward mentality.

Buy now and get moving!