How To Succeed In Your First Sales Job

Once you land your first sales job you will no doubt want to make a great first impression on your employer. Even if you have no previous sales experience, there are a few things you can do to ease into your new job and hit the ground running. The key is to adopt a positive attitude and a willingness to learn right from the start.

Here are some important considerations to help you succeed in sales:

1. Make Sure You Believe In The Product Or Service You Are Selling

If you are not absolutely sure about the product or service you’re trying to sell to others, you’re probably not going to succeed. You simply won’t have the interest or confidence in the product / service to really get behind it. So the key is to determine what your passion is and then find a sales job that matches that passion.

2. Treat Your Sales Job Like Its Your Own Business

One of the most important success factors will be to treat your employer’s business like it is your own. Just imagine that you open a business and it’s your responsibility to get up each morning and make sure that the business makes money. This is the attitude you will need to succeed in sales.

3. Keep Up To Date With The Changes In Your Industry

Stay on top of your industry and how the industry is likely to change in the future. If your competitors are successfully taking advantage of technology and you are not, you will eventually get beaten. It’s important to keep abreast of change and how it affects both you and your competitors.

4. Ask Questions And Listen

Ask your customers lots of questions so that you are sure you know what their problems and needs are. Don’t assume you know what your customers want. Asking questions of your customers shows them that you care about their needs and that you want to solve their problems.

5. Follow Through With Your Promises

Broken promises annoy customers. If you say you are going to call someone next Friday, then make sure you call them next Friday. If you promise that you will provide the customer with a trial of the product, then that trial needs to be provided to them. You can lose potential sales if you break a client’s trust in you.

6. Be Comfortable Hearing “No”

Don’t take things personally if a potential customer rejects your sales offer. You are simply representing your company and a “no” is not a rejection of you personally. Not everyone will want to do business with your company and you have to learn to cope with their rejections.

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Michael Kors Watches

How To Hire Sales Professionals Hiring Sales Manager, Hiring Sales People, Hiring Sales Associates

Hiring good sales people is one of the hardest things that a sales recruiter or employer does. Not any more! So how can prospective employers or sales recruiters tell which job applicants can sell? They can make the job applicants take a well-rounded pre-employment sales assessment test. If you are an employer or sales recruiting company, you may start with 10 Free Sales Assessment Tests from Dan Joy, Inc.

Common Sales Recruiting Mistakes:

A sales hiring mistake can cost an employer up to $100,000 or more. Many sales recruitment firms and employers are deluged with sales resumes, but have no way of knowing who can really sell. So, they often tend to hire someone with whom they “feel comfortable”, who is “like them”, who “looks good”, or who has “industry knowledge”. None of that necessarily means that the person can actually sell. A good Sales Assessment Test like The JOY Tests ™ of Total Sales Ability ™ can help reduce subjectivity and guesswork, so you can make more objective hiring decisions, and hire great sales people or regional sales managers.

Who Can Use Sales Assessment Testing?

In the past, sales assessment tools were used primarily by large companies. Now, for the first time, the fully integrated self-serve online sales assessment testing system of Dan Joy, Inc. has brought these crucial sales assessment tools within the easy reach of small to mid-sized businesses. Of course, big companies can use these sales assessment tools too.

Which Type of Sales Assessment Test is Most Effective?

An old style Sales Personality Test, Sales Aptitude Test, Behavioral Test or Sales Reluctance Test is usually not a good predictor of sales potential. There is a lot more to success in selling than just personality, aptitude or call reluctance. One can have the right personality or aptitude but if they don’t possess or learn good sales skills and techniques, they are not very likely to succeed in the sales profession. There are also people who can call incessantly, but cannot close. There is a much better way, as explained below.

Instead of testing for just sales personality or sales aptitude, the best approach is to test for Total Sales Ability ™. A good sales assessment test can reduce subjectivity and guesswork, and help sales recruitment agencies and corporate sales recruitment people make more objective hiring decisions. One good sales assessment test is The JOY Test ™ of Total Sales Ability ™.

Other Criteria for Choosing the Best Sales Assessment Test:

Sales Recruiters and employers may want to choose a sales assessment test which is:

1. Accurate: The Sales Test must go above and beyond the mundane psychological and personality tests by doing a well rounded sales assessment. This is crucial to the success of the sales recruitment campaign.

2. Robust: 2-Step Testing is better but costs less. The simple but robust 2-Step testing (Screening Test plus Final Test) helps protect employers against the possibility of a job applicant substituting someone else to take a test on their behalf. Moreover, the Screening Test is much cheaper than the Final Test. If you need to test, say, 500 applicants, you could give them all an inexpensive Screening Test, then give a Final Test to only the top 2% (the 10 highest scorers) on the day of the interview. That could save you a lot of time and money.

3. Efficient: Completely self-contained online system that you can use 24/7/365 at your convenience, without having to call the company every time you wish to test a new sales candidate. Many sales recruiters work online from home.

4. Easy to Interpret: The sales assessment test’s Report Card must be clear, easy to understand, and preferably just 1-page long (some can be unwieldy — up to 20+ pages per candidate). Sales recruiting firms are often pressed for time.

5. Scored Instantly: Candidates’ Report Cards (Sales Assessment Test scores) should be available online immediately after they complete a sales assessment test (no waiting for the Sales Test Reports to arrive by fax or snail mail).

6. Secure: The sales assessment test should contain built-in safeguards against guessing, random answering and candidate substitution. Not all sales tests are created equal. Most good sales recruiters appreciate the importance of secure sales assessment testing.

The JOY Tests ™ of Total Sales Ability ™ meet all of the criteria above. For a limited time only, sales recruiters and employers can get 10 Free Sales Assessment Tests (Screening Tests) to help them hire great sales people, at: http://www.danjoy.com/

Our Recommendation:

The JOY Tests ™ of Total Sales Ability ™ meet all of the criteria above. These well rounded sales assessments go above and beyond the mundane psychological and personality tests by testing for Total Sales Ability ™, e.g., Sales Prospecting Ability, Objection Handling Ability, Sales Closing Ability, Personality, Psychology and much more.

They can be used as pre employment sales tests to test Business Development professionals at different career levels, e.g., a Sales Person (Salesman or Saleswoman), Sales Manager, Sales Director or VP of Sales & Marketing. The JOY Sales Tests ™ may also be used to identify and quantify Sales Training needs to help you bridge certain sales training gaps or correct certain sales skills deficiencies in your current sales team. Thus, you may also use The JOY Tests ™ of Total Sales Ability ™ to test your current salespeople for promotion, retention or sales training purposes: http://www.danjoy.com/

Conclusion:

Pre-employment testing or sales assessment tests are a good way to help you hire a top sales executive or build a sales team. Many of us have wondered about the following: What makes a great salesman, salesperson, sales rep or saleswoman? What are the top qualities, attributes or characteristics of good sales people? How to hire sales professionals who can sell? What tips or advice can I find about hiring sales people, hiring a regional sales manager, hiring sales representatives or hiring sales associates? What interview questions should I ask during a sales interview? You don’t need to worry about many of these questions if you use The JOY Sales Tests ™ of Total Sales Ability ™ from Dan Joy, Inc. The JOY Sales Tests ™ will do the work for you by asking the right questions, quantifying the competencies, and presenting the results to you in a format that is easy to understand, to help you make the right sales hiring decisions.

Five Tips For Sales Lead Follow-up

While we work to generate leads and close sales, it is likely that the sales prospects will o ask us to call them back and perform some sort of lead follow-up. Since this happens so frequently, the better we manage and execute in the area of follow-up can have drastic improvements in overall sales results. Below are five practical and easy to adopt sales tips that will drive immediate improvements in following up on sales leads.

1. Follow-up Reminders
It is critical to have some sort of tool or process for reminding yourself when to follow up with sales prospects. This tip may not need much attention as it may be likely that most sales people use some sort of reminder or lead tracking system. Even if a process is in place, it can be helpful to make sure that reminders are working so that sales leads are followed up at the right time. Tools that are good for this are CRM’s and computer based calendar programs.

2. Bring Clarity to the Follow-up
It is very often to hear a prospect say, “Call me back in a month.” And one option that we have is to do as they say and call them back in a month. One thing wrong with that path is that when a prospect does this, they might be brushing you off which would mean you have an unqualified lead in your pipeline and you might be wasting your valuable time when you work on the lead follow-up.

One thing you can do when you get the request for you to follow back up later is to learn more about why they are asking you to do this. If they are just busy now and that is why they want you to check back, will it be likely that they are just as busy when you call back or will be there be some sort of change? If they are just normal busy now and can’t find time for you, it is possible that they will always be too busy and this could provide details in terms of how qualified the sales lead is.

3. Compelling Event
One thing can help when you are in lead follow-up process is to identify a compelling event. A compelling event is some sort of event or date that is important to prospect and it can be associated with the product or service that you are selling.

When you are aware of a compelling event, you can then use that information when you manage your follow-up related interactions. For example, if you know the prospect has to make a change by June 1rst, you can then bring that significant date to the discussion either when prospects tells when to follow up.

4. Let the Prospect Provide Guidance
When the prospect is not ready to talk or to move forward, it can be powerful to let them tell you when they want you to call them back. As sales people, we can often worry about being too aggressive with our follow-up calls. But if the prospect tells us when to call and we call them exactly when they say to call, there is no way for us to look like we are bugging them or are being too aggressive as we are simply following the guidance that they provided.

5. Evaluation Plan
We could take the guidance tip one step further and build out an evaluation plan with the prospect to detail out all of the future steps and time details of what would need to be done if both parties agree to keep moving forward. This can provide a map for all lead follow-up interactions.

How To Measure Sales Effectiveness

Knowing how to measure sales effectiveness can greatly improve management of a sales team. If you don’t know what the individuals are doing well and where the areas for improvement are needed, you will not have the information you need to make the minor adjustments that will help you to increase your sales. Here are six areas to look at when measuring sales effectiveness.

1. Sales Revenue

Let’s get the obvious point out of the way and that is to use sales revenue to measure results. This one really does not need to be mentioned as every sales manager is currently using this metric to measure performance. But what is important to mention with this is that many sales leaders only look at this metric when managing a sales team and that is where the problem lies.

There are many other variables at play and when a manager only rewards and reprimands based on the sales revenue results, there could be negative impacts in the areas of turnover and employee development. And when turnover is high and employees are not growing, long-term sales revenue will not be maximized.

2. Activity Levels

Once we get beyond revenue, we can look at activity levels when figuring out how to measure sales effectiveness. There is definitely a sales funnel at play where the number of cold calls leads to a number of appointments which leads to the level of lead generation.

By using some sort of system to monitor and track activity levels in terms of calls made, appointments set and completed, and leads produced will provide very valuable data that should be factored in when measuring sales performance.

3. Hours Worked

A key thing to look at is how much is the sales resource working. Many sales positions have certain amount of freedom from a lack of fixed hours and schedule. Is the sales resource taking advantage of the freedom or putting in the right amount of hours per week.

Of course if sales resource is performing well, a manager might not care how much time is being put in. But if performance could be better, this is an area that could explain what is going and also an area that is fairly easy to adjust.

4. Productivity

If you divide the activity by the hours worked, you get a metric of productivity. This is a very important how to measure sales effectiveness metric to look at as it can tell you if the resource is efficient and working hard.

If the activity levels are high, but it takes a ton of hours to get there, there may be something to look in terms of what the employee is doing.

5. Sales Messaging

Looking at how hard and how much the sales resource is working is not enough. We also need to measure and monitor what they are doing while they are working in terms of sales messaging.

Are they saying the right points and asking the right questions when they are talking with prospects? Working extremely hard with the wrong messaging will not yield the best results.

6. Tactics and Techniques

The last thing to look at with how to measure sales effectiveness is to identify if the sales resource is using the right tactics and techniques. If you have provided sales training, is the resource utilizing the tactics and techniques they have been trained on?