If you talk to sales managers, most will probably tell you that firing employees is one of their least favorite parts of the job. What is a little less obvious is the disdain for hiring salespeople. We often times fail to realize just how risky hiring a salesperson really is. In a recent study, 27% of U.S. companies indicated that each bad hire costs their organization over $50,000. In addition to hiring salespeople, failing to retain top-talent is even more costly. The data shows that retaining high-performing salespeople often comes down to three simple factors:
Let's discuss the second bullet a little more. Often times, hiring managers are confident that the job descriptions they are producing are adequately explaining the company's expectations to candidates; they are not. The fatal flaw here is the assumption that a hiring manager instinctively knows which person will best fit a sales role based on the limited amount of data available (resume and interview). Data suggest that customer's choose vendors based on four characteristics; however the weight in which each influences the decision is mind-boggling.
What hiring managers must try to do is figure out which competencies a salesperson must possess to be successful in the role that you are trying to fill. Then, assess the candidate to determine if he/she possesses such competencies. Going at this alone can be quite daunting, not to mention costly. So what can hiring mangers do?
The Sales Education Foundation has been around since the dawn of collegiate sales education. A few years ago, they developed a very effective tool for assessing a candidate's likelihood of 'fit' for the following sales roles:
The tool is called the GrowthPlay Assessment. This assessment is being used by some of the largest sales organizations in the world as a way of predicting a candidate's success in a given sales role which ultimately saves the organization time, energy and green. The assessment explains each role in terms of competencies required to successful in that role. After a candidate takes the assessment, they are matched to the sales role of 'best fit.' If they are a 'strong fit' for the desired role... you have a candidate that is statistically predicted to succeed; however, if they do not 'fit' - you just saved your company some heartache. We are a certified to administer the GrowthPlay Assessment and we are excited to help you along the hiring journey.
Reece Theriot, MBA
“We were put on this Earth to love; by loving, we serve others; by serving others, we create value; by creating value, we form successful ventures; by forming successful ventures we contribute to the advancement of Creation which pleases the Creator.”