Day 5 of 90 days of your Daily Dose of the new edition Ultimate Sales Machine!

Today’s micro-episode is around hiring sales superstars.

When my father wrote chapter 5 on hiring, it was before the internet.

After over 20 million employees voluntarily left their jobs last year in the United States the need for talent has skyrocketed.

And yet there’s a special group of companies that have zero recruiting problems.

Learn that key distinction in today’s mini-episode.

Enjoy!

P.S. If you haven’t picked up your cop(ies) of the new edition of The Ultimate Sales Machine with limited time bonuses, visit: The Ultimate Sales Machine.

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TRANSCRIPT:

*this transcript was mostly generated by AI, please excuse any mistakes

When searching for sales superstars, you must also consider what kind of company you are and how you share your company’s mission and core values with the public, with the rise in content and social media today, it’s easier to share more of your company’s day to day culture than ever before.

So I put this in here. I was very inspired by a company there out of California. It’s called Hughes Marino, and they’re a commercial real estate company. Now commercial real estate. Isn’t really known for the most truthful, honest Integris business. So I’m told that this is what they told me. They actually, when they recruit for salespeople, they don’t look for people that have been in the industry before, because they have bad habits and they’d rather train them on their methodology, which is a lot more transparent and honest and forthcoming.

And what they’ve been able to do with focusing. On process on training and truly serving their clientele is that their, [00:01:00] um, their real estate brokers, an average real estate broker could go 10 to 15 years before selling a million in sales in a year. Their reps are selling a million in sales in three years.

It’s absurd, but it’s because they have a system and a process for how they train. So that they’re an expert. Right. And then how to deal with that prospect in a way that is unparalleled from their competition. And they, they are huge about company culture. They it’s critical because majority of their competition are these billion dollar, huge mammoth companies.

So they. Uh, family run organization, it’s a father and then his wife also runs it. Uh, they’ve won best places to work multiple years in a row. They’ve grown exponentially. Their children won, run different divisions of the company. And it’s based around the core values of really being that family run business.

And I’m sure many of you [00:02:00] are family run businesses. You hear this and go, yes, I get that because I, I uphold those core values and I know the difference between going to me where you’re really gonna be taking care of versus a bigger company that doesn’t really care about you. You’re just a number. So today with things like the great resignation where, uh, 4.1 million people wait, no, it’s 4.1 million people left their jobs in November of last year alone, but.

Upwards of 20 million that left their job in total, uh, in the us last year, um, voluntarily left their job because they’re looking for purpose. They’re looking for a mission. They’re looking for a company that’s an alignment with themselves. So when you are thinking about hiring the best people, best companies that I’ve seen, and we see it across industries, right?

We assist every kind of industry that comes into our world. The best companies that I’ve seen are those that are clearly explaining and [00:03:00] showing their company culture, their values, their mission, how they’re giving back. Transparently online, online. We we’re, we’re given an opportunity to do that more than ever before.

When my father wrote chapter five on how to hire sales superstars, you didn’t have the op it, it was rare that you had the platform to be able to share. Your core values. It was something that, you know, sometimes happened. But today you can post on Facebook and do a live of you in the office and showing everybody another joint venture that I work with, uh, business nitrogen with David Des Sarno.

I love them. They post on social all the time about how they start their meetings, dancing. There, they are all dancing and you’re looking at him going, this is a zoom call and everybody’s dancing. I’m like, yeah, I love that. Don’t take yourself too seriously. Come on. Life’s too short for that. So what are you doing if you are going to truly attract superstar sales people, how are you showing that message?

Out to the public. Are you talking about it verbally? This has been a process for me because I give back a lot in my personal life and I didn’t share it in my business, uh, relationships, and I’ve just started to bridge that gap. And because of that, I have attracted some of the most brilliant people I could have ever dreamed.

I’m so lucky with the people that I work with today, and I’m finding that it’s with my clients and it’s with my staff. People are coming that have a same vision and focus and clarity and values as me. So it’s so much more rewarding to go to work, knowing that I’m surrounded by people that are like-minded.

So that is your opportunity today to vocalize and start making it very clear of the kind of culture, the kind of mission and the kind of values that you stand for as a business leader.