Have their life circumstances changed?

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For example, have they recently gotten married, had a child, bought a house? If so, then they may be genuinely motivated to work harder, make more money, and expand their comfort zone.
If their situation hasn’t changed, then you can be sure they won’t be motivated to work harder, learn more skills, and make more sales.


Essentially, they will continue to maintain their existing comfort thailand telegram data level, and you may be able to hire the other 80% of producers again.
Assess their skills
Finally, evaluate their sales skills and previous training. This is one of my favorites. During the interview process, I ask candidates how they think they would sell my product.

They all say, “I’d do a great job!” Then I do two things:
I ask them to sell me the product. I want them to ask me some qualifying questions instead of just starting to sell. Those who start to sell directly reveal themselves to be in the lower to middle 80% of producers.

On the other hand, the top 20% of producers start asking me questions and gathering information. They are the ones I am interested in.
Next, I throw a few objections at them and watch and listen to how they handle them. You can tell immediately how much training someone has had and how successful they are by listening to how they handle common objections like “the price is too high” and “I need to talk to…”
These techniques have allowed me to avoid hundreds of hours of poor hiring and often reveal who the top producers are.