This is the debut episode of the Revenue Harvest Podcast season 2 with Nigel Green. Joining today's conversation is Nicole Moberg, CEO of Thrive Senior Living, as she breaks down the 3 phases of hiring a great sales team: you select us, we select you, and the alignment of expectations. Nicole uses 5 main elements to guide this decision-making process, such as identifying the core competencies that you require of a sales role, building a bench, using a framework to inform hiring decisions, requiring character references, and using tools like Predictive Index. Hiring the best salespeople takes more than just HR recommendations. It requires constant work to build your sales network, strategic use of compensation negotiations to finally make an offer, and following a sales success framework. Nicole also shares some red flags sales leaders should watch out for when hiring new talents. HIGHLIGHTS 03:43 5 core elements in the selection process before hiring 05:08 Identifying core competencies and building a bench 15:28 Don't rely on HR recommendations and do character checks yourself 18:27 Using Predictive Index and spotting good character references 23:25 Other factors that affect hiring: Biases, experience, and intuition 29:42 Navigating the question of compensation and making an offer 36:24 Assessing new hires: 4 to 5 week training program and quarterly assimilations 39:07 Recognizing red flags: What to watch out for and noticing nonverbal cues QUOTES 05:46 "Looking at the outcomes and then defining, working backwards in a sense, and defining okay, with that outcome that we're looking for, what is then the criteria? What is the competency that we're looking for?" 08:34 "This may or may not be unusual for some people, but we'll sit down and have dinner or lunch or coffee not only with the candidate but with their support system. And that could be a family member, that could be a partner, a husband, wife." 19:18 "If I believe that they could potentially be coached on that gap, Predictive Index has a really good job of offering up areas of opportunity in the form of interview questions. So I usually do it in what I would call phase 2 of the selection process." 25:46 "Staying true to your system that you've laid out can be challenging especially if you've not built the bench and you're trying to catch up with an opening and fill it quickly. You tend to, at that point, feel a little bit more desperate." 39:17 "That victim mentality, that I versus they, that skipping around without a great explanation, and that mentality of the grass is always greener, I think those red flags are really important not to ignore." You can connect with Nicole in the link below: LinkedIn - https://www.linkedin.com/in/nicole-moberg%E2%98%80%EF%B8%8F-3704472/ To hear more episodes of The Revenue Harvest Podcast, you can visit http://www.therevenueharvest.com/ or listen to major podcasting platforms such as Apple, Google, Spotify, etc. You can also connect with Nigel by visiting the following links: Website (Revenue Harvest) - http://www.therevenueharvest.com/ Website (Nigel Green) - https://nigelgreen.co/ LinkedIn - https://www.linkedin.com/in/revenueharvest/
This is the debut episode of the Revenue Harvest Podcast season 2 with Nigel Green. Joining today's conversation is Nicole Moberg, CEO of Thrive Senior Living, as she breaks down the 3 phases of hiring a great sales team: you select us, we select you, and the alignment of expectations.
Nicole uses 5 main elements to guide this decision-making process, such as identifying the core competencies that you require of a sales role, building a bench, using a framework to inform hiring decisions, requiring character references, and using tools like Predictive Index.
Hiring the best salespeople takes more than just HR recommendations. It requires constant work to build your sales network, strategic use of compensation negotiations to finally make an offer, and following a sales success framework. Nicole also shares some red flags sales leaders should watch out for when hiring new talents.
HIGHLIGHTS
03:43 5 core elements in the selection process before hiring
05:08 Identifying core competencies and building a bench
15:28 Don't rely on HR recommendations and do character checks yourself
18:27 Using Predictive Index and spotting good character references
23:25 Other factors that affect hiring: Biases, experience, and intuition
29:42 Navigating the question of compensation and making an offer
36:24 Assessing new hires: 4 to 5 week training program and quarterly assimilations
39:07 Recognizing red flags: What to watch out for and noticing nonverbal cues
QUOTES
05:46 "Looking at the outcomes and then defining, working backwards in a sense, and defining okay, with that outcome that we're looking for, what is then the criteria? What is the competency that we're looking for?"
08:34 "This may or may not be unusual for some people, but we'll sit down and have dinner or lunch or coffee not only with the candidate but with their support system. And that could be a family member, that could be a partner, a husband, wife."
19:18 "If I believe that they could potentially be coached on that gap, Predictive Index has a really good job of offering up areas of opportunity in the form of interview questions. So I usually do it in what I would call phase 2 of the selection process."
25:46 "Staying true to your system that you've laid out can be challenging especially if you've not built the bench and you're trying to catch up with an opening and fill it quickly. You tend to, at that point, feel a little bit more desperate."
39:17 "That victim mentality, that I versus they, that skipping around without a great explanation, and that mentality of the grass is always greener, I think those red flags are really important not to ignore."
You can connect with Nicole in the link below:
To hear more episodes of The Revenue Harvest Podcast, you can visit http://www.therevenueharvest.com/ or listen to major podcasting platforms such as Apple, Google, Spotify, etc.
You can also connect with Nigel by visiting the following links: