Inspired by Shackleton's "hazardous journey" ad, frame difficult roles by being brutally honest about the challenges. This messaging acts as a filter, attracting candidates who are motivated by the struggle and the personal growth it promises, rather than deterring them.
To combat early discouragement in sales, create leaderboards and rewards for leading indicators like 'most doors knocked' or 'most calls made.' You can even award a prize for the 'biggest cuss out' to gamify rejection, creating early wins and de-stressing the process.
To move beyond reliance on job ads, structure a career path with three distinct stages: 1) Master selling, 2) Coach one other person to sell, and 3) Recruit and lead a team. This model incentivizes top performers to recruit and train their network, creating a scalable, internal talent pipeline.
Influencers in specialized fields like sports can choose from three business models. 1) Entertainment: pure media with brand deals. 2) Education: selling digital courses and merchandise. 3) Equity: becoming a long-term spokesperson for a brand in exchange for ownership or royalties.
Your hiring funnel has an ideal customer profile, just like sales. Analyze your top-performing employees to identify common demographics, past experiences, and behaviors. Use this 'avatar' to filter applications and target your sourcing efforts, increasing the likelihood of success for new hires.
For door-to-door sales, training must approximate field conditions. Install freestanding doors for reps to physically knock, practice scripts, and even run between them to build muscle memory and desensitize them to the real environment, including aggressive role-playing.