February 22, 2013 — There are six components to each sales presentation that will determine the likely outcome. Those factors are mostly contingent upon the (1) quality of what is being sold, (2) its marketability, (3) the price point, (4) who it is being marketed to, (5) the manner in which it is advertised (marketed) and (6) the competence, proficiency and professionalism of the sales representative, their presentation and closing skills.
So here’s the scoop: Naturally, product/service knowledge, proper training, attitude, etc. are also critical aspects to sales success. Yet even though some great timeshare developers actively recruit proven top caliber sales (and marketing) professionals to represent their companies the reality is too many developers ‘draft’, like the tours they generate, mere warm bodies. And in this financially challenging era I find that astonishing.
This past week while reading through various online job sites, specifically the ‘low-rent’ ones with ads for timeshare sales (and marketing) reps, I came across developer ads with very brief plain postings recruiting sales (and marketing) reps where developers and/or their ‘management’ were using phrases, hyperbole and terminology including but not limited to:
‘Are you over 21?’ Hired! ‘Can you show up on time?’ Hired! ‘Do you think you can sell?’ Hired! ‘Can you follow a script?’ Hired! ‘Just show up at noon’ Hired! ‘Do you have the gift of gab?’ Hired! ‘Interview Today start tomorrow.’ Hired! ‘Can you sell ice to an Eskimo?’ Hired! ‘If you have what it takes’ Hired! ‘If you have game’ Hired! ‘Want to earn $60 per day plus 5% commission?’ Hired! ‘Need a job?’ Hired! ‘Hungry sales people wanted, on the spot, you will be Hired’!
Those types of Timeshare ‘career’ ads and the ‘sizzle’(LOL) contained within are found online all across the USA as well as Mexico, the Caribbean, Europe, Asia, etc. and they remind me of one or two ‘more’ things we do as an industry that leaves a negative impression in people’s mind.
The first is that I wonder what high producing already successful sales (and marketing) professionals from other industries, including the top Fortune 100, 500 or 1,000 corporations, think when considering a career change and come across these ads and read that sort unadulterated rubbish about an ‘exciting career’ with ‘(your name)’ Timeshare company?
And what about others reading these ads who are also seeking a career change (or challenge) who may not have a sales (or marketing) background but could nonetheless surely be trained (properly) and become top producers in our industry?
I’d bet the farm that ‘they’ mostly pass on any such ‘career’ announcements (aka; nonsense) from the ‘biz’ as if they just read an ad for a ‘job’ as a $8.25 per hour graveyard-shift ‘burger-flipper’ and/or ‘drive-thru’ order taker who must also mop the floors between rushes at the local fast food restaurant.
I did notice though that when some of these same timeshare developers were running ads for administrative personnel, HR people, accountants including CPA’s, Attorneys, etc. & there was no such trash-talk. Those ads provided complete details about the positions available, the backgrounds required, the salary included and a description of a full benefits packages, etc.
Now why do you suppose there is such a different approach for these specific developers when recruiting those types of ‘employee’s’ Vs their sales (and marketing) personnel?
Could it be the old “Hire em in masses, train em in classes, fire their asses and keep their reserves” is still in play by these developers and their management who follow the time-tested highly acclaimed & proven GIGO (garbage in, garbage out) technique when it comes to their sales (and marketing) recruiting efforts?
Gee, ya think?
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