al experience who had been educated in Paris and London and who had some practical knowledge of the industry and it was very impressive. Talking to him was like talking to any of thA Managing Director of a prominent City investment bank in London e-mailed me the other day: “I am doing a morning of graduate interviews for salespeople; all high quality guys but one guy mentioned that he liked Google as a stock so I quizzed him based on the DMH blog view and he left the meeting saying he thought the stock was a sell!”

He later revealed to me the competitiveness of the interview process and how little margin for error there was: out of the sixteen short-listed candidates, they were only allowed to pick two. When I asked him what the criteria was, he told me; “It’s really the depth of the candidates that makes all the difference. We had one Lebanese guy, for example, with loads of international experience who had been educated in Paris and London and who had some practical knowledge of the industry and it was very impressive. Talking to him was like talking to any of the

one guy mentioned that he liked Google as a stock so I quizzed him based on the DMH blog view and he left the meeting saying he thought the stock was a sell!”

He later revealed to me the competitiveness of the interview process and how little margin for error there was: out of the sixteen short-listed candidates, they were only allowed to pick two. When I asked him what the criteria was, he told me; “It’s really the depth of the candidates that makes all the difference. We had one Lebanese guy, for example, with loads of international experience who had been educated in Paris and London and who had some practical knowledge of the industry and it was very impressive. Talking to him was like talking to any of th

d to me the competitiveness of the interview process and how little margin for error there was: out of the sixteen short-listed candidates, they were only allowed to pick two. When I asked him what the criteria was, he told me; “It’s really the depth of the candidates that makes all the difference. We had one Lebanese guy, for example, with loads of international experience who had been educated in Paris and London and who had some practical knowledge of the industry and it was very impressive. Talking to him was like talking to any of th asked him what the criteria was, he told me; “It’s really the depth of the candidates that makes all the difference. We had one Lebanese guy, for example, with loads of international experience who had been educated in Paris and London and who had some practical knowledge of the industry and it was very impressive. Talking to him was like talking to any of thal experience who had been educated in Paris and London and who had some practical knowledge of the industry and it was very impressive. Talking to him was like talking to any of the guys who are working on the floor here. It all comes down to being well-rounded.”

Education & Experience

In July, consultant and guru Andy Miller wrote an abstract on his blog which declared: “I don't mean any disrespect but the odds are if you are under the age of 43-45 you never got the type of professional development you needed to be a top producer”, citing that last year his organization conducted a survey of 2663 sales organizations where 82% of salespeople said they had no sales process or weren't following one, and 42% were missing essential skills needed to do their job.

Miller ultimately concluded, “WOW! Imagine a professional football team with no play book or the essential skills to mo