12 Point Checklist to Select the Right IT Staffing Sales Trainer Blog Feature
Dan Fisher

By: Dan Fisher on October 28th, 2016

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12 Point Checklist to Select the Right IT Staffing Sales Trainer

IT Staffing Sales Training

There comes a time in every organization when choosing and/or implementing a sales training initiative is recognized.  Whether it is implementing and operationalizing a new, enterprise-wide sales methodology, investing in consultative sales skills, teaching your recruiters how to run a successful candidate pay rate negotiation or executing the candidate interview feedback call, , someone becomes responsible for making a good 12 Point Checklist to Select the Right IT Staffing Sales Trainerdecision in selecting the right methodology and the right provider.  Selecting a sales training provider or a recruiter training provider can be a daunting task.  After all, there are virtually thousands of providers and just as many price points from which to choose. Where does one start? Selecting the right training company depends largely on the goals and priorities of the client. Once a company begins considering resources for developing their sales and recruiting organization there are several key points that need to be considered.

In this blog post I share with you my 12 point checklist to select the right IT staffing sales trainer.

  1. Understand the Behaviors You Want to Change From The Start: To avoid getting over-sold on a program that your sales or recruiting organization doesn't need, take time to assess and diagnose the effectiveness of your existing team so that you can identify and understand the skill deficiencies within your team before you start looking for a sales training provider. I always like to ask prospective customers the following questions: "What behaviors do you want your sales (or recruiting) team to execute at the end of the training program that they are not executing on today? My second question is, "how will you measure those results?" Asking yourself these types of questions will help you keep a strong focus on the goals of your training initiative which in turn will help you select the trainer that is the best fit.  
  2. Consider a Third Party Pre-Training Assessment: Picking up from the previous topic, many sales training providers offer assessments as part of their offerings to diagnose the sales reps' and recruiters' issues in order to craft a program that addresses the needs of the team. Having an objective, 3rd party sales assessment can be invaluable. I once had a client who decided to pass on the assessment and instead skip ahead to a two day instructor led workshop. I knew in the first 45 minutes of my workshop (based on the questions I was receiving from the audience) that the content was wrong.  A little due diligence upfront would have made for a more effective and engaging learning experience and the CEO would have seen the ROI much sooner. Consider an outside third party to assess your teams sales skill skills and to understand your sales process and sales methodology. A lot has changed in the world of sales over recent years and you want to make sure your team has the relevant skills to succeed. It is much easier for an outsider to see the forest through the trees and spot the skill deficiencies than it is for the manager who is working so closely with the team day in and day out. 
  3. Determine Key Focus Areas: After assessing your sales team and/or recruiting team it is likely that you will come away feeling a bit overwhelmed wanting to address multiple areas. If I have learned anything about sales training it is this: Don't try to implement a "boil the ocean" approach with training. It will overwhelm and confuse your team. Instead, focus on one or two key areas where you really want to move the needle. You will see the biggest impact by going deep in just one or two key areas than if you try to cover as many topics as possible. So, do you want to train your reps on social selling? Insight selling? Maybe you want to teach them how to ask effective probing questions? Or perhaps they need training on sales qualification? Whichever focus area you decide on, pick a short list of trainers who specialize in those areas.
  4. Ask Questions to Understand the Trainer's Sales Methodology and Recruiting Methodology:  I think this step is so important that I have actually made it a step in the Menemsha Group sales process; we actually ask prospective customers to approve our sales methodology before proceeding with any sales training.  No matter how much a trainer can customize their training program, their core philosophy and belief system won't change. It is critically important that you dig into the company's selling values and beliefs to make sure they line up with your idea of how sales and recruiting should be done. If your belief system and set of sales values and philosophy don't align with the trainer's than it is likely not a good fit. Finally, many sales training providers teach within the context of their proprietary methodology (Menemsha Group is in this category). If this is the case then you need to ask yourself, "does our sales process support the sales methodology? If not, or if you don't have a sales process, are you willing to do a sales transformation overhaul
  5. Assess the Trainer's Content: Be sure to have the training provider walk you through and show you their training content. You want to see the quality of the content. Better yet, you should be able to watch their video training and see video footage of the speaker presenting their content. content You should also ask the trainer how the content will be presented and what order or sequence. You want to make sure you understand their plan and believe in their plan.
  6. Training Format & Delivery: Do you have a distributed sales team located across multiple locations? How does your team learn best, with online videos, live webinars, live in person workshops? You want to make sure you understand the training format (how the content will be consumed by your sales reps and recruiters) and how it will be delivered such as live webinar, live workshop, pre-recorded online videos or combination of all. Check it out this blog you want to understand the difference between online sales training and instructor led classroom training.
  7. Does the Training Provider Have a Plan to Sustain & Reinforce the Skills & Knowledge? Any sales training organization or sales training speaker worth their salt will provide a plan to sustain the skills and knowledge including sales coaching cards for managers to use to reinforce the training with their team members. This ensures ROI.  Speaking of ROI....
  8. Ask About ROI: Ask the training provider how they will measure results and make sure this is in alignment with your expectations.
  9. Lecture vs. Role Play Exercises: I have been fortunate enough to have gone through some of the best sales training programs offered by the biggest and most well known providers in the industry. However, one thing I have learned is that many training providers tend to spend the majority of their time on lecturing and presenting and far less time on exercises that enable the learners to practice applying what they've just learned. Be sure to ask questions to understand how sales training exercisesmuch time your reps and recruiters will spend listening to a lecture vs. participating in role play and other exercises. The more exercises and learner participation the better. This is one of the reasons why we have pre-built role play scenarios embedded into our LMS platform for sales reps, recruiters and managers to practice role playing the difficult conversations they face in their role.
  10. Relevance of Client References: I mentioned earlier that the world of sales has changed a lot in recent years. Selling today is less about pitching product and service offerings and more about understanding your buyers, their business and the industry in which they work. For these reasons you need to understand if your sales training provider has delivered training for others who sell in your industry or that sell to a similar target market and buyer persona. Additionally, if you have senior recruiters or senior sales reps on your team you should know that the trainer better have the relevant experience in order to get their buy in. If they don't have the relevant experience your senior folks will instantly tune the trainer out. Ask for relevant client references from within your industry.
  11. Time Commitment: How much of a time commitment will it take to participate and complete the training program? Your training provider should be able to give you a good idea on this. Just as importantly, senior leadership and managers need to decide how much support and time they can commit to the program before launching a sales improvement initiative.
  12. User Adoption and Follow up Plan: Finally, the most important component of all. Training will not stick and buyers of training services will not see an ROI without an effective user adoption plan . It is important that buyers who are considering implementing a sales training initiative understand that training is a change management initiative. You are asking your recruiters and/or sales reps to change their behaviors and daily work routine. Be sure to evaluate the trainer's user adoption and follow up plan and what processes they have in place for change management. Any training organization worth their salt will have a methodology for training follow up and reinforcement. 
There you have it, your 12 point checklist to select the right IT staffing sales trainer. 

Learn how to make your sales training stick
 

About Dan Fisher

I’m Dan Fisher, founder of Menemsha Group. Over 400 IT staffing firms including thousands of sales reps and recruiters apply my sales methodology including my scripts, playbooks, job aids, tools and templates, all of which is consumed from our SaaS based sales enablement platform and our mobile application. I’ve coached and mentored hundreds of sales leaders, business owners and CEO’s, and I have spoken at a variety of industry events including Staffing World, Bullhorn Engage, TechServe Alliance, Bullhorn Live, Massachusetts Staffing Association, and National Association of Personnel Services. Since 2008 I've helped IT staffing organizations quickly ramp up new hires, slash the time it takes to get new reps to open new accounts and meet quota, get more high-quality meetings with key decision makers and help leaders build a scalable sales organization. My training and coaching programs are engaging and highly interactive and are known to challenge sellers to rethink how they approach selling. Ultimately, I help sellers increase productivity, accelerate the buying process & win more deals.

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