Sales Managers understand the importance of a strong sales team. We use an assessment that helps managers identify sales people likely to succeed in their company culture and that gives suggestions for how to develop them once they become part of the team.
The sales assessment predicts how likely a person is to excel in a sales position, measures their knowledge of a consultative sales cycle, and identifies what motivates them to succeed. Armed with the information this assessment provides, Sales Managers make better hiring decisions and more effectively coach their existing teams. Turnover costs quickly decrease and revenue increases as teams perform at a higher level.
Tim is a Sales Manager who used another assessment for years to help him hire sales people. He switched to this assessment because the one he had been using only gave him scores on various personality characteristics; it didn’t predict the likelihood of an applicant’s success in a sales role or measure sales knowledge and primary motivators. That predictive score enables Tim to very quickly weed out applicants with a very low chance of success. He then interviews a more qualified group of candidates. He uses the information the assessment provides to dramatically increase the value of his interviews and get a good sense of how the applicant fits with his leadership style and the company culture.
For example, the assessment generates interview questions based on candidate responses. Tim uses those questions during interviews to get a deeper understanding of the information generated by the assessment. Tim also finds value in the knowledge section of the report. It gives him a clear understanding of how much applicants know about the sales process and where they need training. A lack of knowledge doesn’t necessarily dissuade Tim from hiring someone; it helps him plan for immediate training needs if he does decide to hire them. The other section of the report that Tim finds unique and very valuable is the section on what motivates each candidate. Commission is the bulk of compensation for his team. There are some people who thrive with this compensation model and others who don’t. Tim found that even people who have a good personality fit for sales won’t excel on his team if they have a high need for security. Those people leave as soon as they find another sales job with a higher base, which contributes to his turnover costs. Understanding what motivates the people he chooses to hire helps him tailor his coaching style to each person on his team. The result is a high-performance sales team.
To learn more about how you can use this assessment to hire and develop high performing sales people, contact us by email or call 651-322-7821.