CAD: $1.

70 Date: 19th March, 2015

Masters of International Business Students Presents:

Presented
By:

The SalesTimes

Harshil Sanghavi,
Ania Livrieri,
Devyani Banduni, Rashi Rathore,
Elisa Villa
Jordan Perret

A cohesive, competitive and motivated sales-force is a key ingredient for

the success any organisation which is, as is the trend, becoming
increasingly global. The Sales Times provides insights into the first few
steps of building the effective and efficient salesforce in regards to their
recruitment, selection and the most proficient reward system

ALL ABOUT THE BIG WORLD OF SALES

EXCLUSIVE NEWS TODAY

The change has arrived and it is NOW!

Wall of Quotes
A Successful Salesperson
never says I will get
back to you on this.

Transaction

Individual

Relationship

Teams

-Jim Hamilton
Sales
Volume

Never talk about the

WEATHER during a sales
meeting in Canada.
-Jim Hamilton

Sales Pic of the

Day

Sales
Productivity

Management
Leadership

Local

Global

Tomorrows selling professionals

must begin the study of international
cultures and languages. The acquired
knowledge assists professionals to
communicate articulately with global
clients, which provides better
relationships. It is vital for all selling
professionals to think globally and act
locally.
With the emergence of smarter
technology, usefulness of the
Internet, and spontaneity of access,
stored information morphs into
knowledge. In todays selling world
content is king. Selling professionals
require a wealth of knowledge
to remain competitive.

Clients make decisions within thefirst twelve seconds

Tommorows selling professionals need to be more strategic
in their account management and account planning. Rather
than simply selling vertical products and services, future
account management requires applying the value proposition
to the enterprise.
Appreciation from your greatest asset takes no time
and little investment, and pays a huge return.
Customer service extends internally and externally
and relies on people, processes, and physical
evidence.

Salesforce selection.Getting

it right
The Need

Sales people stand for the corporate image and determine

whether a product can be promoted well. In the long term,
recruitment and selection of sales people is beneficial to
enterprise strategic management and the increase of return on
net assets.
First, recruitment and selection of sales people is related to
the survival and development of an enterprise. It has a
bearing on the normal operation of the enterprise. The profit
of an enterprise is realized through successful sale of
products, and the successful sale of products tends to achieve
by sale people especially by high qualified sales people.

Consequences...
If you dont do it the right way!

Second, recruitment and selection of sales people is the

foundation that ensures high quality of sales people. So by
layers of the selection, the enterprise can choose and recruit
employees that are suitable to the sale position and meet
enterprise requirements.

Selecting the wrong person for the job will ruin one
enterprises image when their qualities dont meet the
requirements of the enterprise, and even cannot be up
to the standard that a sales person should possess.
The wrong persons for the job will influence the normal
operation of an enterprise, and even will hinder the
development of enterprise
Selecting the wrong person for the job is detrimental to
both the enterprise and the sales person. Not only the
enterprise but also the sales person should find match
information in order to develop himself well.

Old Ways + New Techniques = A Perfect Salesforce

Old Ways:
On-line candidate assessment continues toward the mainstream
Accelerated internal movement is still needed
New Techniques:
A metric-driven employee referral program becomes the
dominant hiring
Employer branding returns as the only long-term recruiting
strategy
Boomerangs become a primary target once again
Being ready for the mobile jobseeker
Understanding data and context

The skill map of the Future

Industries which Walk the Talk

Manufacturing
Sales

IT and Telecom
Sales

Recruiters for this industry

overwhelmingly say that
specific sector or product
experience will be more
important
than
qualifications. Skills-wise,
the ability to win new
customers is once again
ranked as the most
important
skill
set
followed some way behind
by account management
skills. Discipline expertise
is also key in many sales
roles. Companies want
sales professionals to not
only be experts in their
field but also well
connected within their
customer base.

A complete candidate:
Consistent achievement of
targets in the form of P60s,
Experience in selling a
solution rather than just a
product, Experience in
selling into the appropriate
sector or vertical, A stable
career history three or more
years with each employer, ,
Exposure to new and
emerging technologies is
highly desirable with
companies often looking to
head hunt candidates from
competitors championing
these
technologies,
Rapport building skills to
ensure customer buy in and
the ability to build the
relationship into a trusted
advisor status.

FMCG
Sales
Three main areas of
strength in a prospective
candidate.
Firstly,
employers want to see
proof of established and
leverageable relationships
with key clients. From a
clients point of view, this
should
increase
the
candidates effectiveness
and ability to generate
revenue in the early stages
of their employment.
Secondly, the proven
ability to increase profit
with existing accounts and
also the ability to win new
business is key. Thirdly,
employers look for sector
specific experience of
selling products.

Construction
Sales
An understanding and
recent exposure to the
specific market place is
particularly sought after.
Organisations
are
seeking solution sales
individuals. Far gone are
the days of a sales person
in the construction sector
knocking on a few doors.
Companies now expect
any potential candidates
to be proficient in
tendering and PQQs.
Not only do construction
candidates need to be
able to lead the bid
process but they also
need to be empathetic to
clients needs so that an
efficient or cost effective
process is agreed.

LETS GET REWARDED!

Special coverage on Reward system

INDIVIDUAL HERO REPLACED BY A TEAM!!!!

ACRONYMS
IN SALES

SITUATION
PROBLEM
IMPLICATION
NEED-PAY OFF
SELECT A FEATURE
EXPLAIN THE BENEFIT
LEAD INTO BENEFIT
LET THEM TALK

Sales force before was

represented
by
an
Individual hero, their
responsibilities
were
marketing, prospecting,
preparing for and closing
the sale, and providing
sales-related services after
sale. To be successful it
required broad skills and
talent encountered in only
one person: the sales
person.
Sales force compensation
was based on: The more
they sell, the more they
earn

Now a Sales Team for complex sales

challenge the new selling environment,
three important roles in the sales team:
Marketing Managers, Relationship
managers, sales closer. Their
compensation plan is build in order to
increase the team work.

LISTEN
ACKNOWLEDGE
ASSESS
RESPOND
CONFIRM
Sales Pic of the
Day

New compensation plan for the new environment...

Cross-selling incentives
Compensation for making multiple sales/different product lines
to the same customer. To implement it we need training and
managment tactics to lead to this behavior.
Incentives for Relationship Management
Retain and increase the current buying levels for a group of
customers. This leads to understand better the profitability of a
customer.
We are moving from a Product based compensation to a Role
and Team based compensation in order to get a succeful sales
force. Flexible plan designs focused on customer added to the
sales compensation plan can create a win-win agreement
between sales force, company and customer

Attention!! Rewards arent the same in all industries...

Pay mix and the point at which the sale is credited
varies: high tech/telecoms industry has a relatively
aggressive pay mix while sectors like the
pharmaceutical one is heavily regulated.
As well, in high tech or telecoms, theyre much
more likely to be paying when a contract is signed
rather than when the revenue comes into the
business.

Getting the right MIX: Company + Culture

Get all your salesforce satisfied with the compensation plan

Corporate and national cultures can be conflicting and in this case one has to be especially careful when
designing the compensation plan. Fitting with national cultures and employees aspirations must be the main
focus as a lack of cultural adequation can be highly counterproductive.
That being said if some non-conformist aspect of a strong corporate culture is vital to the success of the
company then it should be kept. One has also to be aware that beyond obvious cash rewards some
perquisites are highly valued in some countries for the intrinsic prestige value they contain.

Salespeople are not all the same and

their motivation and performance
depend on different factors. The
salesforce can be divided into 3
categories: laggards, core players and
stars. The compensation plan needs to
address these three groups in order to
drive a better performance.

Gamification as a new trend

Companies are using video-games inspired tools
such as leaderboards and badges to engage their
salesforce. Why is it working? Because people like
to play game and, most of all, they like to win!
Salespeople are competing against each other for
points, badges or to be known as leaders. The
incentive to gain good results comes from the fact
that the status they reach is clearly visible within
the company, so even when users are not
competing against each other, they still have the
incentive to achieve it.
The gamification model integrated into social
business applications usually includes badges
showing different levels of achievement, progress
bars and meters, points and other rewards that can
be earned, loyalty awards, and leader boards.

Either Incentives vary...

High tech and telecoms companies are
using mostly commission while other
industry prefer a formulaic bonus as the
primary approach. Anyway the type of
sales role is still the bigger driver of things
like sales incentive eligibility and the
incentive form.

The Team.

Devyani Banduni:
Recruitment Specialist

Rashi Rathore:
Recruitment Specialist

Harshil Sanghavi:
Recruitment Specialist

Ania Livrieri: Reward

Specialist

Jordan Perret: Reward

Specialist

Ellisa Villa: Reward

Specialist