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The Power of Not Having All the Answers (Honesty in Sales)

by Eliot Burdett | Published on - February 17, 2011

New research from the Boston University School of Management suggests that the best phrase a sales person can use to build trust and increase the likelihood of closing a sales is to respond with “I don’t know” when stumped by a question rather than making up an answer. Perhaps this has to do with the

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Where is the Sizzle in Your Hiring Value Proposition?

by Eliot Burdett | Published on - February 15, 2011

Companies make huge investments in creating value propositions that will attract customers, but reading the typical job ad shows far less effort is put into attracting the top class sales talent that will actually secure those customers. Boring checklists of required credentials and bland mentions of the company’s mission statement will attract lots of candidates

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Alternative Ways of Evaluating Sales Candidates

by Eliot Burdett | Published on - January 18, 2011

Interviews are the staple method for most companies when hiring sales staff and often there are multiple interviews conducted by different team members of the hiring company. Some companies will take the screening process a step further and conduct in depth reference checks. All of this is done to ensure the new hire is the

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Four Sales Trends that Affect Sales Hiring in 2011

by Eliot Burdett | Published on - January 12, 2011

We know we sound like a broken record on the evolution of sales. Selling is not the same as it used to be. Just 20 years ago, golf memberships, long lunches and snazzy promotions had a huge influence on customer decisions and Herb Tarlek’s character on WKRP in Cincinnati was a funny depiction of the

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Sales Comp Plans and The Age-Old Debate About What Motivates Sales Reps

by Eliot Burdett | Published on - January 10, 2011

Thought provoking video from Dan Pink on the relationship between incentives and behaviors with a couple of interesting observations that potentially relate to sales comp. According to Pink, studies show that for non-mechanical tasks that are complex and require conceptual and creative thinking, a basic amount of compensation must be paid or the person will