A Draft Plan for your Recruitment Day (Important Update: The day can be online or hotel based for office or remote sales staff.)

10:30 – Registration
Applicants arrive to register.  They must sign your disclaimer to behave respectfully, confidentially and honestly.  Whilst waiting to start observe how they they behave.  Who can mingle with others naturally?  Who are the leaders?

11:00 – Presentation by your company representative
Talk for 30 minutes to the group about the role, the company, the job.  Focus on the sales job pressures.  Paint a realistic picture and talk about the work, talking of constant rejection, commitment until success is achieved.  You want to put off the weak and those who are thinking of trying their best. This saves you considerable time repeating the same message to everyone that arrives at your office for interview.

Then break for just 5 minutes and invite anyone to drop out.

11:45 – Personal Presentations
Invite each person to make a 1 minute presentation.  You will see their confidence, (although interview nerves can be a positive thing), clarity of communication, persuasiveness, personality and how well they have listened to the previous talk and can use it in theirs.  Have your panel mark each person out of ten.

12:45 – Team Leadership
Depending on your product design an exercise where they must in a team present as a group and sell to the audience.  You will immediately see the strong leaders when you ask them to form into 3 groups of their own choice.

Following the now two presentations, add up the scores and reject those that don’t meet the grade.  Announce the rejections  in the nicest way as possible.

Those that remain are feeling naturally good whilst aware that the competition is increasing.

Take just a half an hour lunch break.

14:30 – Sales Training followed by Presentations
Give a basic sales training related to your product.  Following this put all applicants in a circle.  Invite them one by one to enter the circle and pitch a product you give them to everyone around them. No sales, they are out.  They must do the whole sales process. Get attention, rapport, identity someone with a need, open, objection handle, close. Look for creativity, energy, passion and determination to succeed.

Following this exercise again reduce the group size.

You now have an elite group of people, winners, who have proved that they can sell against competition.

16:00 – Individual Interviews
Consider all that has happened as the first interview.  You now have a select motivated group who want to pass to the last stage and win the offer.  interview them one by one. Before this speak to the remaining elite to cover all the questions that they would all ask to save time.  Keep the interviews short.

17:00 – Offers and Acceptances
Make final offer and starting decisions.  Verify their identity, give them instructions on where and when to start work.  Take up references etc.

You have your new team.

Your Recruitment Day – A better way to recruit

The process is simple, although there are many highly efficient processes to make it cost effective and efficient in delivering results.

Say you want to recruit between 2 to 12 sales people to add to your team to fuel expansion. Sales and profit growth.

First answer all your pre-recruitment questions and make all necessary internal changes as suggested.  You now need to mass market through an automated system to trawl in a large group of applicants.  Filter by adding pre-qualifying questions on your adverts then invite to a hotel for your Recruitment Day.    Important point you must write a full job description which can be on a hidden link on your website. This is a filtering and selling tool that is essential in the process.  This job description must give them recommended reading and pre-interview preparation tasks. Ask them to confirm attendance.  On average even having confirmed only half will show up, the better half. To get a group of 15 we target 30+ confirmations.  All  of this is automated and can be re-run multiple times.  All interviewees are processed on the one day.  No drip feed over weeks of people coming in to see you once, then back again. No wasted time on ‘no shows’.

We will assume you have defined your corporate culture and put support infrastructure in place as in the eBook the 12 Golden Rules.

Where to get candidates from?
a) Our own databases from previous contacts.  Including our own personal networks and followers.
b) Job board and other media advertising. Buy in adverts in bulk from a media buyer such as recommended in the eBook.  As a bulk buyer you will pay a fraction of retail prices. Ask for advice on optimum days/times to publish.  Place multiple headings to match the variety of search criterion candidates use.
c) CV database email marketing
d) Linkedin, using specialist tools.

How long does it take to recruit?
Allow 3 weeks to gather a group together before your Recruitment Day. Then make offers and conclude acceptances on the day. Always start them as soon as possible.  Set up an automated response emails.

Include selling exercises using my products?
Yes, always.  in designing group and individual role plays use your own products and sales scripts.  You need to see them live as if working for you.  As well as increase your ability to judge it will also increase their reality of what the job entails.

Use a 4 Star hotel venue for the Recruitment Day.
It makes it easier to manage, give as a better impression and stops any disturbances in your office.  Best days are Saturday, Monday, Tuesday, Friday, Thursday, Wednesday, in that order.

Should we run a Recruitment Day for just 1 person?

Information you need to establish before you start.

  1. How many sales staff do you want?
  2. When do you want them?
  3. What salary/commission/bonus/benefits do you offer?
  4. What training do you provide?
  5. What is special about your company’s products/services?
  6. What are your corporate values?
  7. What are your long-term growth plans?
  8. What does, or could your top earner take home per month?
  9. What is the demographic spread of your current sales team; age, background, education level etc?
  10. How many sales people do you currently employ?
  11. What career progression is possible?

If you want us to run your Recruitment Days

Standard prices and details below. Ask about special promotions.

Best deal is our subscription service.  Fixed monthly fee for unlimited recruitment. Ask for a quote.

Interview Process Days – Securing productive sales people.


Trainees/Juniors Comms Only Experienced
Investment/Price 20% of basic per person £6,000 per person 20% of basic per person
Deposit required £3,000+ VAT (Advance on rec fees) Payable in £BBX £3,000+ VAT (Advance on rec fees)Payable in £BBX £3,000+ VAT Payable in £BBX
Replacement Guarantee Period 3 Months 3 Months 6 Months
Average at event 10-30 6- 12 6-12
Processing Time Full Day Full Day Full Day
Role Play Assessments

(Tailored to client)

Personal Presentation

Group Presentation

Sales Presentation


Personal Presentation

Sales Presentation

Closing role play


Personal Presentation

Leadership Role Play

Sales Presentation


Basic Sales Training Yes Yes No
All inclusive:
Client Consultancy Visit Yes Yes Yes
Event Venue  4 Star Hotel 4 Star Hotel 4 Star Hotel
Job Description Yes Yes Yes
Identity Verified Yes Yes Yes
Signed Disclaimer Yes Yes Yes
CV+ References Provided Yes Yes Yes
Company Presentation Yes Yes Yes
Full Interviewing Process Yes Yes Yes
Eliminations by SM Yes Yes Yes
Investment/Price 20% per person
less deposit
£6,000 + VAT per person less deposit 20% per person less deposit

Call me Now Alex McMillan 07525-916574