10 Must Listen To Podcasts for Tech Sales Professionals

Whether you are a seasoned tech sales professional or a tech founder of an upstart trying to land your first clients, sales can be challenging and frustrating.  So, how do you stay positive, motivated and upbeat when you’re following-up with people for the 15th time, people constantly saying “I don’t have time to talk”, or prospecting hundreds of people and not generating a single lead.  Podcasts!

Why Podcasts?

Podcasts are a great way to learn how to market and sale your products and services. In 23 or 30 minutes, you can get lots of ideas, business concepts and best practices from your role models and mentors! And sometimes you just need a good laugh.  It’s audio, a totally hands-free content consumption, so you can be getting information while walking your dog, working at your desk, commuting, or working out. What’s more, they’re fun and much less time-consuming than reading a book.

We’ve compiled a list of ten of some of our favorite sales podcasts, specifically targeting B2B startups and tech companies.

The Sales Evangelist

By Donald Kelly, Sales enthusiast

Average episode length: 25 minutes

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The host Donald Kelly is a B2B slaes professional in software sales. He is known for his energy and zeal and was dubbed the Sales Evangelist by his friend for always talking about his love for sales. Donald has spent his career learning from the leading experts in the industry, and is very enthusiastic about sharing this knowledge. He has taken it upon himself to host some of these sales experts on his show the Sales Evangelist, interviewing them on what works, what doesn’t and other invaluable tips. His interviews cover relevant and real topics on B2B sales, and is recommended for the B2B sales beginners. Donald believes that everyone can sale, but it all depends on one’s hustle factor.

Must Listen Episode

Build Enough Value Before You Try to Close

Sales Gravy

 

By Jeb Blount, Author, Sales Professional

Average Episode Length:

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Sales Gravy is a comprehensive podcast and a sales acceleration firm founded by Jeb Blount, the best-selling author of People Buy You. It hosts the second largest number of B2B Sales professionals online after LinkedIn, which is very impressive. Guided by the founder’s rich sales experience, Sales Gravy has been very successful in sales coaching, introducing incredible sales strategies, and helping companies reach peak performance fast. Jeb brings this experience into the Sales Gravy podcast, attracting a host of successful sales experts for in-depth sales discussions. The podcast offers lots of simple, concrete strategies, loaded with basic truths and relevant sales tips to help businesses close bigger deals, and to help boost stagnant sales careers.

Must Listen Episode

4 Keys to Engaging Prospects With Cold Email

The Brutal Truth About Sales & Selling

By Brian Burns

Average Episode Length:

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Hosted by Brian Burns, The Brutal Truth About Sales & Selling takes a no-nonsense approach on B2B sales and selling. It discusses a range of topics much relevant to B2B sales including SAAS, advanced selling, cold calling, strategic selling, spin selling skills, among others. The podcast centers on how sales leaders can separate their firms from competitors and close larger deals. Brian coaches company heads on how to make sensible buying decisions and properly understand their customers. His podcast is direct and brutally honest, and dissects the different techniques that some of the best salespeople use. He has helped a majority of his clients report a 30 percent reduction in their sales cycle. He maintains this “no BS” attitude throughout his podcast, sticking to thorough analysis of new B2B strategies and proven sales facts. The podcast is quite conversational than the average, making it engaging and enjoyable.

Must Listen Episode

Three Traits that Separate the Top 1% of Salespeople

Sales Tuners

By Jim Brown

Average Episode Length:

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This is a weekly podcast hosted by Jim Brown that features business leaders with proven success in sales. The podcast draws techniques from high-performing sales experts with mastery in specific areas of sales including deal negotiation, building your sales pipeline, sales enablement, among others. Jim features a new guest every week on the podcast. He has lead two separate companies to tens of millions in revenue and coaches on the “Skeptical Selling Method” to making sales.

Must Listen Episode

Lucy MacCallum | Be Your Genuine Self with Pleasant Persistence

Advanced Selling Podcast

By Bill Caskey and Brian Neale

Average Episode Length:

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This podcast is hosted by Bill Caskey and Bryan Neale, two successful B2B sales trainers for the past two decades. They share their best strategies related to growing skills and closing big deals. They work well together and the podcast goes in-depth in discussing almost every detail pertaining to B2B sales; Pricing, cold calling, forecasting and even psychology of the customers and competitors. They come together to create a synergy that allows them to cover details at great length. The podcast is quite entertaining and is delivered once a week.

Must Listen Episode

Things That A Sales Person Should Never Say

In the Arena

By Anthony Iannarino, Author and International Speaker

Average Episode length: 25 minutes

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Hosted by Anthony Iannarino, In the Arena is packed with engaging content and powerful interviews from the leading sales professionals of the day. B2B experts and top sales manager deliver useful sales techniques to help develop upcoming sales people. This podcast is perfect for businesses in need of out-of-the-box type of thinking to bring an inflow of new strategies. Some of the topics covered include; mental preparation for success, communication skills and relationships, and performance rituals prior to selling.

Must Listen Episode

How to Be a Scrappy Upstart

Bowery Capital Startup Sales

Hosted by Nick Poulos, Principal at Bowery Capital

Average Episode Length” 30 – 35 minutes

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Bowery Capital team is an early stage venture capital fund that runs the podcast. Through the podcast, the team has help startups tackle challenges that many other growing companies failed to surmount. Yet, their content is not just for growers. Anyone can hugely benefit from listening to the 21-minute episode podcast. It’s entertaining and you can pick up lots of ideas, strategies and technique improve your sales performance.

Must Listen Episode

Shortening the SaaS Sales Cycle with Don Otvos (DataHug)

Ramp

By Cara Hogan, InsightSquared

Average Episode Length: 25 Minutes

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The general focus in this podcast is how to use data and analytics to broaden your understanding of certain aspects your business, for example, your leads and how your sales funnel is working. The podcast expounds on interpreting such kind of data, to derive insights and eventually drive growth. It is much more specific to SaaS analytics, but not always. This approach is quite unique because many podcasts overlook the value of data analysis in understanding and driving sales. Thus, this is much more ideal to businesses in data centric environments, which are mostly tech businesses.

Must Listen Episode

Bob Apollo Makes Complex Sales Simple

B2B Growth Show

Hosted by James Carbary

Average Episode Length: 15 Minutes

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As the name suggests, this podcast targets B2B sales teams. Topics cover areas such as using professional platforms to create business leads, an example being LinkedIn. The structure of the podcasts is engaging and audiences rate it very highly.

Must Listen Episode

How to Leverage In-Person Meeting for Maximum Value 

The Ultimate Sales Hustle

Hosted by Steli Efti

Average Episode Length: 5 – 20 minutes

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The podcast is hosted by Steli Efti, a prominent salesman and a successful, self-made entrepreneur. He is the co-founder of Close.io, a SaaS CRM which helps businesses boost their sales, and a sales coach. Ultimate Sales Hustle provides actionable insights into selling from the perspective of a Silicon Valley hustler. Steli shares his experiences about Silicon Valley in form of stories which are sure to keep you engaged and educated at the same time.

Must Listen Episode

Cold Calling: How to Respond to “I don’t have time?

 

10 Interview Questions Founders Must Ask To Hire Awesome Sales People for a SaaS Company

If you’re the founder of a SaaS company, built an awesome product that’s ready to scale, and struggling to find your first few tech sales stars, you’re not alone. It can be even more challenging if you’ve not done tech sales or recruitment before. You need to make sure you are asking the RIGHT interview questions to identify and hire awesome sales people.

According to the Harvard Business Review, more than 80% of employee turnover is due to bad hiring decisions. You definitely want to avoid making such decisions!

Things To Do Before You To Start Interviewing

Hiring talented tech sales staff is not just important, but absolutely vital to the success of your SaaS product. If you fail to attract the right people to come on board, your company won’t be able to generate the revenue it needs to succeed.

  1. Determining Culture Fit
  2. Testing Their Attitude & Aptitude For The Job
  3. Checking If They Have Established Relationships In Your Industry With Your Target Market
  4. Learning About Their Work Experience
  5. Understanding Their Career Goals

You’ll only need tech sales stars if your sales process is long, and requires in person contact with your target market. This is usually the case for enterprise SaaS tech.

In this post, we’ll cover the 10 most important questions to ask if you’re interested in hiring awesome sales people for your SaaS Company. This is in addition to the usual “tell me about yourself” type questions you may ask. On reading this post, you’ll be more confident as an interviewer, and be much sharper with your tech sales talent hiring decisions. Let’s dig in.

Question 1: What Kind Of Company Culture Do You Believe You’d Fit Best Into?

This is a great question to ascertain what kind of culture the interviewee would fit into. You can delve deeper by asking who their favorite or worst boss was and why, how their coworkers would describe them, what management style they prefer to work with, and what their ideal work environment would be like. Figure out what they don’t like and don’t just stick to the positives to get a full picture of what they’re like.

Question 2: Can You Walk Me Through All The Steps You Follow To Close A Sales Deal?

This question is geared to test the interviewees aptitude. It’s best to know more about their capabilities and what they’ve done, to establish how easily they can do the job. Sales professionals need different competencies these days, and the following graph from HBR might help!


Question 3: How Would You Feel If You Didn’t Make A Single Sale In 6 Months?

With this question, you want to try and suss out the attitude of the interviewee towards rejection and failure. You also want to know if they’re patient to deal with longer sales cycles in the enterprise sales game.

Question 4: Do You Have Established Relationships In The Industry?

As the founder of your business, you’d like to know how soon the tech sales professional you’re hiring can generate revenue. Ideally, you’d like to hire sales professionals who can hit the ground running from day one, to prevent any delays to profitability and cut losses.

Question 5: What Were Your KPIs In Your Previous Tech Sales Role & How Did You Perform Against Them?

You want to find out how good sales reps are at dealing with pressure and meeting their KPIs. Past performance can be a great indicator of future results, which will set your expectations around what results your new hires are likely to generate.

Question 6: What’s My Biggest Risk In Hiring You?

This is a great question, because it will reveal if the sales rep is capable of putting himself/herself in your shoes, to understand your goals, and is genuinely wanting to help you succeed. You want to know what they think is your biggest risk, so you have an idea about what your loss could be if they turned out to be a bad hiring decision.

Question 7: What Do You Know About Our Product & How Would You Sell It To Prospects?

The answer the interview gives will show the extent to which the sales rep has gone to research your product, and understand the value you’re bringing to the market. Ideally, the interviewee would’ve even signed up for a demo of your product via your website (if you offer one) to know more about your product.

Question 8: Describe Your Technical Background. How Will It Help You In This Job?

Great tech sales execs aren’t just good listeners and talkers. They’ve also got a background in technology, and can have sophisticated conversations with a technical audience. Understand how technical the interviewee’s background is, and how simply they can explain complex technical concepts to evaluate how effective they could be in their role.

Question 9: What Are Your Salary & Performance Incentive Expectations?

While this one is a commonly asked question, you should make sure you understand the interviewee’s expectations as clearly as possible. Salary expectations & incentives should be clear from the get go to avoid any confusion once they begin the role.

Question 10: Do You Have Any Questions For Me?

Through the quality of their questions, you’ll be able to understand how they think, and if they ask intelligent questions. This is especially important as an enterprise sales tech executive.

Wrapping it up, try to build the persona of the ideal tech sales person for the role you’re hiring for. It’ll become a lot easier to then shortlist candidates, conduct interviews and eventually hire the right person for the role.

The New Rules of Branding Your Business Online

BY CHRISTINE LAGORIO-CHAFKIN | Senior Writer, INC
It’s no longer enough to have a sleek website, social-media presence, and consistent brand aesthetic online. The new rules of branding your business on the Web have a lot less to do with presentation, and a lot more to do with interaction. In order to bring you up to speed, Inc.com has compiled nine of the most innovative and ingenious tips from articles, guides, and interviews in Inc. and Inc.com over the past year. These are the new rules of branding online.
1. Don’t just start the conversation.
Be an integral and evolving part of it. “Social media has one very important perspective to share with brand management—the conversation.
2. Either keep your personal brand out of it…
So you have 10,000 Twitter followers. Does it matter to your customers?
3. …or dive in and make all the headlines you can.
Appearing in the media as a source of expertise can go a long way toward building your brand, Inc.’s April Joyner reports.
4. Don’t favor edge over consistency.
Chris Russo had a healthy business. The only thing holding it back, he thought, was its name. Three years after its launch in 2006, Fantasy Sports Ventures’s revenue was increasing 40 percent to 50 percent a year, a pace that surprised even Russo.
5. Be persistent in finding and targeting your niche.
Even if you’re entering a flooded marketplace—and online is certainly a very crowded forum—you always have a chance to make your brand and company stand out.
6. Excel at telling your customers “About Us.”
You may not be paying much attention to your About Us page, but visitors to your site are, writes Chana Garcia.
7. Fully integrate social media into your site.
You’ll not only look savvy, but increase your connectivity, and gain traffic to you site from elsewhere.
8. Monitor your brand’s reputation, and be ready to respond.
Facebook, Twitter, and Yelp have become essential components of many companies’ online marketing strategies, but there are countless other sites on which customers rant and rave about their experiences.
9. Showcase your best work.
In this new environment, a sturdy brand is all about trust and relationships. With that goal in mind, there’s no better way to build both than by posting testimonials or listing big-name clients you’ve partnered with.

Four Basic Steps to Hire the Right Person

A poor hiring decision will affect your bottom line. Not only will have you wasted your time and money in the recruiting and hiring process, you now will have to spend time fixing the problem. To help you avoid those potential pitfalls with the hiring process, we have outlined these four basic steps to hire the right person.

Eventually you may need to go through the “de-hiring” process, which can be expensive and time-consuming as well. In the meantime, company morale, your reputation as an employer and customer service may have suffered.  There are a number of things you can do to assist yourself in selecting the best candidate for your needs. Some of the more common ones are resume screening, interviewing, testing and reference checking.

RESUME SCREENING

The purpose of screening a resume is to determine if the applicant has the basic knowledge and skills needed to do the job you’re trying to fill. You should establish a list of qualifications that a successful candidate must have in order to do the job. Look for these qualifications when reviewing resumes. If the applicant lacks any of the qualifications on your must-have list, you eliminate him or her from further consideration. For example, if you are recruiting a short-order cook, you might want to insist on previous cooking experience, and only candidates who have this experience are invited for an interview. On a practical basis, the more resumes you have for any particular opening, the more stringent you can be in developing a must-have list.

INTERVIEWING

There are three crucial elements that a candidate must possess in order to succeed within a job: knowledge, skills and attitude. From resume screening, you can usually determine if a candidate has (or at least claims to have) the basic knowledge and skills to do the job. It takes an interview to determine if he or she really does. In addition, the interview is the best place to determine attitude.

When interviewing, stick to the 80/20 rule: the candidate should be doing 80 per cent of the talking; while you ask questions and guide the process for the other 20 per cent. Most of your questions should be open-ended to encourage discussion. These questions usually begin with “who,” “what,” “when,” “where,” “tell me about” or “describe.” Closed questions are used only when you require a specific yes or no answer. All of your questions must be related to the needs of your job and not discriminatory from a human-rights perspective. For example, if the job involves shift work, you could ask, “Is there anything that would limit you from working shifts?” rather than “Who will look after your children if you have to work shifts?”

When interviewing, it is important to probe the candidate’s experience to substantiate his or her skill set. The best predictor of future behaviour is past behaviour. For example, if an element of your job is working under pressure for periods of time, you might ask your candidates to describe a job where they worked under pressure. Remember, if you ask a hypothetical question (“what would you do if….”), you will get a hypothetical answer, and some candidates have enough imagination to create some extraordinary answers. Your hiring decision should be based on facts, not speculation.

TESTING

Administering a test may help in understanding if the candidate is qualified, skilled enough or has the abilities to perform the job for which you are hiring. Testing can include a wide range from cooking a dish, formatting an excel spreadsheet or handling a hypothetical guest complaint; so it is important that you determine whether testing is necessary for the position you are hiring for and if what is being tested is relevant to the candidate successfully performing the job.

REFERENCE CHECKS

Check at least two business references on each finalist. Research shows that up to one-third of applicants embellish their employment history. By checking references, you are validating the information you have received to ensure that your candidate has the knowledge, skills and attitude they have presented.

 

Copyright © 2016 go2 Tourism HR Society. All Rights Reserved. Republished under license.”