Review\nNever Hire a Bad Salesperson Again is required reading for all of my sales leaders. When we hire, we reference your book. All of our final candidates must have examples of Drive before we hire them. Just want to take a moment to say thank you and let you know that what I’ve learned from you has stayed with me throughout my career and is being passed on to a next generation of sales leaders. --Edwin D. Robles Jr., Head of Higher Education Sales – East Division, Cengage Learning\nThis book really resonates with me as CEO. It offers solid conclusions from strong research, and a no-nonsense guide to separating the pretenders from potential sales providers in the selection process. We have gone on to use the DriveTest referenced in the book and it has raised our selection game significantly. I highly recommend this as an important new resource for all hiring managers. --Kevin Cushing, CEO, AlphaGraphics, Inc.\nIf you are responsible for recruiting salespeople, buy this book. It will save you a lot of stress and hassle in the interview process. I learned exactly what to say, and, more importantly, what not to say, to make sure I get the most accurate read on a candidate. This book has sharpened my approach and accuracy. --Gary Napotnik, Managing Director, HDJ & Associates Inc.\nUnderperforming salespeople are perhaps the greatest cause of frustration to sales executives and financial loss to business owners. The cost of hiring and keeping a bad salesperson can range from six to seven figures annually. To make matters worse, many companies waste money by trying to train sales skills in people who will never improve. 
Research shows that the most important factor for success in sales is a person’s Drive – the inner fire that ultimately determines if they will thrive or fail. This critical trait is hardwired by adulthood, and cannot be improved with sales training. The job interview process must accurately evaluate Drive to identify those with this core personality trait. 
Research also shows that Drive is one of the toughest traits for interviewers to rate and one of the easiest traits for candidates to fake. Unfortunately, many sales managers hire based heavily on gut instinct. Thus, they are severely disappointed later. This new, second edition of Never Hire a Bad Salesperson Again, provides: Updated psychological research behind the three elements of Drive: Need for Achievement, Competitiveness and Optimism A comprehensive and valid hiring process for selecting top performers from recruiting to onboarding And powerful, new hiring tools and worksheets including: A guide for writing job ads that attract producers A Behavioral Interview Planning Form and more than 50 behavioral interview questions Salesperson Onboarding Guide . . . and much more!

Never Hire a Bad Salesperson Again: Selecting Candidates Who Are Absolutely Driven to Succeed (Second Edition)

Richard Abraham

Dr. Christopher Croner

Business & Money

The Richard Abraham Company, LLC

Using the characters of Mr. Shmooze and his intern, the author presents advice and instruction on how relationship building skills can be used to enhance and improve salesmanship.

Mr. Shmooze: The Art and Science of Selling Through Relationships

Abraham, Richard

Business Culture

Underperforming salespeople are perhaps the greatest cause of frustration to sales executives and financial loss to business owners. The cost of hiring and keeping a bad salesperson can range from six to seven figures annually. To make matters worse, many companies waste money by trying to train sales skills in people who will never improve. Research shows that the most important factor for success is a salesperson's Drive - the inner fire that ultimately determines if he will thrive or fail. This critical trait is hardwired by adulthood, and cannot be improved with sales training. The job interview process must accurately evaluate Drive to identify future superstars and avoid underperformers. However, research shows that Drive is one of the toughest traits for interviewers to rate, and one of the easiest traits for candidates to fake. To make matters worse, many sales managers hire based on gut instinct. Thus, they are severely disappointed later. This book provides: * Psychological research behind the three elements of Drive * A valid hiring process for selecting top performers * Interview questions to accurately determine whether a candidate is driven

Never Hire a Bad Salesperson Again: Selecting Candidates Who Are Absolutely Driven to Succeed

Christopher Croner

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Books by The Richard Abraham Company, LLC