I talk to many business owners and managers who do not have much experience with sales recruiting (or more specifically, successful sales recruiting). They ask me a lot of questions about numbers and ratios. This article takes a granular look at the steps in the sales recruiting process and (where appropriate) the numbers I experience with each step.

A question I hear frequently is, "Should I promote my top sales performer to a sales management role?" To answer this question, I suggest you consider the three questions that are discussed in this article.

Now that you've completed the sales recruiting/sales testing video series, do you have any questions? If you do, this video will show where you can access additional information and assistance.

This video explains how to calculate a return on investment for sales assessment tests.

This video explains How to OBJECTIVELY determine whether salespeople and sales job candidates have the talents required to succeed in your company's SPECIFIC sales position, plus how to leverage sales assessment test results to help you improve sales performance.

This video explains how to implement a performance-based recruiting process that will dramatically reduce your risk of making expensive hiring mistakes.

This video explains why most recruiting processes fail to weed out poor sales performers.

This video explains why 80/20 sales team performance is so common (where just 20% of salespeople produce 80% of sales).

Learn how to avoid expensive hiring mistakes, consistently hire top sales performers and strong middle performers, and improve the performance of existing salespeople that are struggling.

Recently a client asked me to provide them with a list of reference check questions as a component of a sales recruiting project. My gut reaction was, "Reference checks? Why bother? All most companies will provide is confirmation of very basic information such a dates of employment." Realizing that my reaction was based on old information, I decided it was time to take a fresh look at the current state of reference checking and summarize my findings in an article.

Too many companies lose money because their sales management team continues to make the same preventable mistakes that result in poor sales performance. This article explains 10 of the most common sales management mistakes and how to avoid them.

Every employer fears unknowingly hiring a criminal. This special report will help you identify the important components to structuring an effective criminal background check program for your sales force.

Does your company struggle with 80/20 sales team performance, where 20 percent of your salespeople produce 80 percent of your company's sales? Learn how to avoid expensive hiring mistakes and consistently hire top sales performers!

If you assign each salesperson responsibilities that fit with their relationship preferences and selling styles, you should maximize the return you receive on your sales team investment.

Many recruiting ads and job descriptions include "knockout factors" that can actually screen out qualified sales candidates! This article describes a recruiting process that will maximize your chances of identifying and selecting top sales performers.

Have you ever wondered why top sales producers sometimes fail when they are promoted to sales management?