of free training, just like you’ll find in the book. To buy the book now, click on

the buy button on the right and watch this video later. After you buy the book, come

back to this page and enter your information, and in addition to this training video, I’ll

give you another 30 minutes of free recruiting training as a bonus for having bought the

book. It is recruiting training that will radically change the way you recruit salespeople.

It is training that my clients are paying thousands of dollars for. It further answers

the question, “What are the traits of the best salespeople.” Congratulations on wanting

to learn to recruit the best salespeople. Get ready to learn how to select the best

from the rest. Everybody who is recruiting salespeople wants to know these 3 things:

where do I find the best salespeople to interview, what are the traits and skills of the best

salespeople, and what tools and questionnaires do I use to look for the traits and skills.

The information I am about to give you is a sample of what’s in the book which has

been endorsed by over 20 great sales trainers like Jeff Gitomer, Brian Tracy, Jay Conrad

Levinson, Tony Allessandra, Jill Konrath and Jim Cathcart and many more. This is a sample

of the training that helped one of my clients increase sales by 70% in one year, just by

using this system to recruit better salespeople. You can view many testimonials below from

managers in a wide range of industries or go to my Linkedin profile to see over 30 endorsements

of this training. Today, I am going to begin to answer the question, “What do I look

for in the best salespeople.” I’ll show you why people make the mistake of hiring

someone they like, and then finding out later that they can’t sell. Before I answer that

question, I want to talk about Henry Ford. He didn’t invent the car. He invented a

system of production that made the car affordable to the common working person. His contribution

to mankind was efficient productivity. He created a system with Knowledge, Tools and

Skills. That’s what this book is all about. It’s a recruiting system that gives you

knowledge of human behavior, recruiting tools and recruiting skills. Master this system

and you will begin to recruit superstars and become a great coach. Here is the system.

After we find enough people to interview we move them into stage 1, Screening. We screen

their resume, then by phone, by email, in-person and check references. We use structured interview

questions in this stage to help us measure for the top traits and skills. Then, in stage

2, we use the science of a personality questionnaire. I use the Craft Personality Questionnaire,

the CPQ, to give me an accurate read on their hard-wired personality traits. In stage 3,

we conduct a final in-depth interview to help us get a final measure on the candidate’s

strengths and weaknesses. All along the way we use the Matching/Score Sheet to score all

of their traits and skills. Each stage gives us 20% of the information that we need to

make a great hire. As you can see, this system is a balanced approach. We’re not just using

interview questions, or just a personality assessment. It’s all of these tools working

in concert with each other that helps us measure each candidate’s strengths and weaknesses.

After we hire someone, we know what to coach. Having a system like this is useless unless

we know exactly what the top traits and skills of the best performing salespeople are.

This brings us to the question, “What do we look for in the best candidates?” Over

the past 11 years of working with sales mangers to recruit salespeople, my business partner,

Lance Cooper, and I have discovered the 5 Dimensions of the Best Salesperson Profile.

When you create a profile on Facebook or Linkedin, you put information about yourself on your

profile for the world to see. You put your best foot forward. You work to impress. That

is what candidates do when they interview to come to work for us. Our job is to see

through the spin and get to the real person. If we don’t know what to look for, then

we don’t really know the difference between the all-talk-no-action salesperson and the

great salesperson. We are emotional beings. When we’re faced with a decision, if we

do not have the knowledge to make a decision, our default way of making that decision is

to use our emotions. When we don’t have a recruiting system based on knowledge, tools

and skills, we use our gut to make hiring decisions. We hire people we like. We measure

for all five dimensions in order. If a person does not pass the test on the first one, we

stop the selection process and move on to the next person. We look for Attitudes first,

then Motivations, then Character Traits, then Personality Traits and then Sales Skills.

I’m going to briefly cover these 5 dimensions in the rest of this video. If you buy the

book and come back to this page and enter your information along with your purchase

code, I will give you more free training that will go into these 5 traits in greater detail.

Let’s first talk about Attitudes. Top salespeople have 2 attitudes. First, they have a passion

for solving the problems of their customers using the product they are selling. Secondly,

they have a positive image of themselves as a salesperson. If you sell insurance and financial

services, you must recruit people who have a passion for helping people make the hard

decision to purchase a product that protects people from an unexpected financial disaster

and to make financial plans for the future. If you sell wireless phones and devices, you

recruit people who have a passion for helping customers buy communication, convenience and

entertainment. If you sell products to businesses, you must recruit people who have a passion

for helping your customers use your product to increase your customer’s profits and

gain more free time. Without a passion for solving these problems, it is impossible for

your salespeople to reach high levels of success in their field. Secondly, we must have a positive

image of ourselves as a salesperson. Selling is one of the hardest jobs in the world. We

have to get up everyday and battle in a market place full of tough competition, and in an

atmosphere of high rejection and high activity. If we don’t respect and admire the professional

services that salespeople bring to us, we will not respect ourselves as a person of

value to our clients. If the candidate you are interviewing buys most everything on the

Internet in order to avoid interaction with salespeople, there’s no way they can have

a positive attitude about themselves as a salesperson. So, the best salespeople have

the two attitudes of a passion for the product they sell and a positive image of themselves

as a salesperson. The second Dimension in the Best Salesperson Profile is Motivation.

The best salespeople have some IMMEDIATE needs and a DESIRE to make the future better. They

have things in their life they want to change, and by working hard for you, and earning the

money from sales, they can bring about these changes. Changes like paying current bills,

paying off debts, buying a house, saving for retirement, education and many other things

that require money. The job of sales is just too hard to do it at a high level unless people

have MONETARY NEEDS that can be satisfied by doing well in sales. The third dimension

is Character. The top character traits are Concern for Others, Honesty, Work Ethic and

Responsibility. Character is built in our past. When parents and mentors teach us, from

a young age, correct ways to behave, we become bonded to these character traits. We all have

varying degrees of these traits. It all depends on how much training we received, beginning

at a young age. It also depends on how willing we are to work on our own personal development

as adults. We measure Character Traits with interview questions which are specifically

developed to measure the level of each character trait during the interview. The forth Dimension

of the Best Salesperson Profile is Personality. In the Recruit the Best System, we use the

Craft Personality Questionnaire, the CPQ, to measure 8 traits. The 4 that have the greatest

impact on mastering sales skills are Social Drive, Social Confidence, Goal Orientation

and Need for Control. These 4 traits measure a person’s natural desire to be social to

accumulate lots of casual relationships for the purpose of doing business, how confident

we are when asking for appointments, asking tough fact-finding questions, asking people

to buy, handling objections, handling rejection, being disciplined to set and reach goals with

a creative and restless pace of work and the desire to control conversations and situations

that lead to getting the sales process completed. Doesn’t that sound like the person you want

to hire? These four traits measure that entrepreneurial, fire in the belly personality of top salespeople.

We are born with these traits, and science proves, that most people who perform at high

levels of sales, have a certain, hard-wired combination of these traits. The fifth Dimension

of the Best Salesperson Profile is Sales Skills. The best salespeople are great at Prospecting,

Setting and Holding Appointments, turning an appointment into a Fact Finding interview,

making effective Presentations, and Handling Objections in a way that closes the sale.

All of this sales activity must be done in a high activity, high rejection environment.

Managers often say, “The salesperson you have described in this profile is hard to

find and doesn’t exist in my market.” And, they make a good point. What I have described

is the perfect salesperson. We must know what perfection looks like so that we can measure

everyone we’re interviewing against perfection. It’s sort of like the time that I tried

out for the track team in high school. The first year we had a track team, our coach

was a football coach who recruited a bunch of us football players to be on the track

team. It came time to choose the long jumper. He pulled a few of us skinny guys over the

sand pit. The first guy jumped 15 feet. The second 16, then I jumped a surprising 19 feet.

We all thought I was a sure thing to win the next meet. When we get to the track meet.

I was up first. I jumped my personal best of 20 feet. I waited for the applause, but

no one was impressed but me. My competition jumps and flies through the air with this

spectacular form of swinging arms and legs that I had never seen before and landed at

22 feet. He gets a huge applause and wins the event. I thought this guy was incredible

until the next day when I went to the library and discovered the world record at the time

for the long jump was around 26 feet. You see, until I did my research, I didn’t have

a point of reference as to how good or bad I really was. It’s the same with recruiting.

Unless we know what perfection is, we’ll compare each candidate against the best candidate

in our small pool of current candidates. If we have a pool off all mediocre candidates,

we pick the best of the worst salespeople, and don’t realize we made a bad choice until

our new salesperson is out in the field getting slaughtered by the competition. What I am

about to tell you next changed my world as a sales manager. This simple piece of knowledge

of human behavior will help move you to the next level of selecting salespeople and coaching

those on your current team. Are you ready, here goes. The degree to which a person has

the first 4 dimensions will determine the level at which they will master the sales

skills. If you want to become a great recruiter and great coach, it is critical that you learn

how to measure the level at which each person you’re recruiting and coaching has of the

right Attitudes, Motivations, Character Traits and Personality Traits. As you can see from

this picture, the fewer amounts of the first four dimensions, the lower the capacity to

master sales skills. The higher the amount of these four dimensions, the greater the

capacity to master sales skills. That is what the book, Can They Sell, is all about. It’s

about a recruiting system that gives you the knowledge and tools you need to measure these

5 dimensions in the people you are considering to hire. A manager in one of my training classes

told me that he’s convinced that the quality of the salespeople he recruits will determine

the kind of coach he becomes. He’s right. There’s one thing that sets the great coaches

apart from the good coaches. If you look at all the great coaches throughout history,

they all have a system they use to recruit great players and a system to coach them by.

Let’s review. To answer the question, “What do I look for in the best salespeople?”

We use a system with 3 stages – Screening, Profiling and Interviewing. We use the 5 Dimensions

of the Best Salesperson Profile. We look for these in order. First – Attitudes – We

want to hire candidates who have a passion for solving the problems of your customers

using your product. We want them to have a positive image of themselves as a salesperson.

Second – We want to hire candidates who have immediate and long-term financial needs

that can be met if they are successful selling your product. Thirdly – We want candidates

with the Character Traits of Concern for Others, Honesty, Strong Work Ethic and Responsibility.

We want candidates with high scores in the personality traits of Social Drive, Social

Confidence, Goal Orientation and Need for Control. All 4 of these dimensions will determine

the level at which they will master the 5th dimension, the sales skills of Prospecting,

Holding Appointments, Fact Finding, Presenting, Handling Objections and Closing Sales. We

use tools, interview questionnaires and personality assessments to measure these traits. With

this system we make a logical decision rather than hiring someone because we like them,

and we don’t really know why we like them. As you begin to learn more of this human-behavior

knowledge, your recruiting and coaching skills will grow. What you’ve heard here is obviously

just a small sample of the training in the book. If you like what you’ve heard here,

if you haven’t already, what I’d like for you to do is click on the “Buy” button

on the right side of the screen and buy the book. After you buy the book, enter your name,

email address, and company name in the box below, and I’ll send you a bonus of three

more valuable recruiting videos just like this one. While you’re waiting on your book,

you’ll get a head start on improving your recruiting skills. It’s recruiting training

that will radically change the way you recruit salespeople. In the first video, I’ll give

you more information about the relationship between character traits and personality traits.

You’ll learn how our personality determines which character traits we are most likely

to struggle with. This information will help you determine the true strengths and weaknesses