Sales Manage Solutions

Average sales leaders wait for applicants.

Top sales leaders recruit people they notice in everyday life.

That's a completely different mindset.

A referral gets someone in the door.

A proven hiring system helps determine whether they belong on your team.

The CTS Sales Profile gives sales leaders objective insight before making a hiring decision.

Recruiting isn't something you do once.

It's something you repeat.

Reach out every 90 days so your opportunity stays fresh when someone asks,

"Do you know anyone who's hiring?"

Most people enjoy helping someone they care about find a better opportunity.

You're not asking customers for a favor.

You're giving them a chance to change someone's career.

Sending 10 recruiting emails a day doesn't feel overwhelming.

But after 30 days you've reached 300 people.

Small daily habits often create extraordinary recruiting results.

Many sales leaders spend thousands advertising jobs while overlooking the people who already know and trust them.

Your customers may be your strongest recruiting network.

Start asking.

A strong referral can introduce you to a promising candidate.

But a referral alone does not prove that person will succeed in sales.

The CTS Sales Profile helps sales leaders evaluate personality, motivation, and sales tendencies before making a hiring decision.
Use your network to find candidates.

Use a proven system to identify the right ones.

Here is a simple recruiting plan:

• Identify 50 respected and connected people.
• Meet with three to five people each week.
• Explain the opportunity and the qualities you need.
• Follow up every 60 to 90 days.

Within a few months, you can have dozens of people helping you identify future team members.

People tend to refer candidates who are similar to themselves.

That means the quality of your referrals often depends on the quality of your referral network.

Build relationships with successful, dependable, and respected people.

Strong people are more likely to introduce you to other strong people.

A Center of Influence does not need to be famous.

They simply need to be:

• Respected
• Well-connected
• Successful
• Willing to make introductions

Build relationships with the right people, explain the kind of candidate you need, and let your network help you find talent hidden throughout the community.