The Champ is your quintessential high-performing salesperson. Champs are high-energy, optimistic and love engaging with people. They’re also extremely skilled at reading people – a skill which often comes from their upbringing. Maybe a parent taught them. Or maybe their home life wasn’t quite perfect, and they had to learn at a young age how to understand and deal with the imperfections of the adults around them.
As the name implies, Givers like to give to other people. At home, this may mean being an attentive spouse, a thoughtful parent or a helpful roommate, always putting others’ needs ahead of their own. At work, they’re the same way: Their overarching mission is to give to the company, and they put the company and their co-workers ahead of themselves.
Every business owner knows that hiring recent college graduates can be challenging – especially if it’s their first corporate experience. Many companies will try to shy away from it altogether. However, if you’re like us, you’ll inevitably have to take a risk and hire some of them. We have learned the hard way that many recent grads are not yet ready for the real world. To be honest, when I graduated, I don’t think I was either!
As business owners know, it’s hard to find good people to hire. Traditional hiring methods rely heavily on reviewing candidates’ experience to assess whether or not they fit the job description. At Software Advice, however, we focus more on candidates’ talents when they don’t have much experience. In fact, some of our top performers in sales, marketing and service functions got their jobs without having any “relevant” work history.
When we first started hiring inside sales people at our company, we focused on experience. The first inside sales person we hired had an impressive work history with companies such as Microsoft. But after putting him on the phone, we realized he was completely the wrong person for the job! We learned the hard way that we needed to hire more for talent than experience – and we needed a more effective way to assess a person’s raw talent before hiring them.
Last year, we got to thinking: if employees can make great referrals, why can’t people who don’t work for us? So, last year, we introduced a program that takes our referral bonuses a step further: the 500 Bucks Program. Through this program, we’ll pay $500 to anyone who refers a candidate who we hire. After running the program for a year, we’ve found that we hire one out of every five outside referrals! That’s even better than employee referrals.