James Michael has spent over 20 years coaching, training and mentoring more than 10,000 sales professionals.  This experience has given James great insight into the recruitment process, especially when it comes to assisting businesses with the hiring of their first sales professional.  But what does it take to truly identify a solid prospective employee?  How can businesses be sure that the person they are hiring will shine as brightly in the workplace as they did during recruitment?  James believes the answers are rooted in behavioural science. 

On The Dent Podcast, we interview key people of influence in all walks of life. We delve deep to unearth how these successful people got to where they are, their trials and tribulations, as well as their successes, and what their experiences can teach us all.

In this episode Glen Carlson is joined by James Michael, the CEO of Justified Talent, to discuss identifying and recruiting successful sales professionals.  Justified Talent is a boutique service provider that assists small businesses with hiring sales professionals.  James and his team believe that the traditional recruitment process is fundamentally flawed, which many businesses can attest to from their own experiences with hiring.  

By utilising modern day data analysis, alternative recruitment methodologies and behavioural science, a greater understanding of how potential recruits will perform in the workplace and in the future can be achieved.  However there are major questions that businesses should be asking themselves before even considering recruitment, such as if they are truly ready to take on a new sales professional?  James discusses this and much more during this episode of The Dent Podcast.  

Here’s a taste of James Michael’s and Glen Carlson’s conversation –

  • Justified Talents approach to helping businesses recruit their first sales professionals
  • A walk through the principals of the recruiting process
  • What the key traits are that potential employers should be looking for when hiring in sales
  • Alternative methods for testing shortlist applicants towards the end of the recruitment process
  • Assessing whether a business is ready to invest in higher tier staff and recruitment assistance
  • Shifting employers views around what a modern day successful salesperson looks like
  • Utilising filters during the recruitment process to narrow the list of applicants and identify the best fits for your team
  • Gauging applicant’s potential for handling stress in the workplace, especially in a sales role.
  • James Michael talks on his experience as a trained soldier and how that has shaped his ability to take risks and manage stress
  • Getting real during the identifying stage with realistic expectations from applicants and a focus on who they need to be as a human being
  • How potential employees view the application process and the signs they are looking for to see if you will make a good employer
  • James shares his thoughts and experiences around being attractive as both a business and prospective employee
  • Looking beyond the interview when making decisions during the hiring process
  • Factoring in the emotional risk of taking on new professionals

Links to connect with James Michael –