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Business owners tend to hire "likeable" sales people, however "likeable" does not always translate into effective sales performance. Assessments provide objective data that can be used to make a hiring decision that is not biased on the "likeability" factor. Read on for tips on how to pick winners!
- Ann Clifford, President
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Dos & Don'ts
Should you assess candidates before or after interviews?
(Answer provided at the end of the newsletter.)
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The 4 Sales Styles
The first step in defining a sales position is to determine the sales style. Sales style is "how" you go to market, or how you "want" to go to market. There are four basic sales styles which are determined by two key factors: 1) Length of sales cycle and 2) Customer demand.
1. Unique Value - Short sales cycle, Create demand
2. Consultative - Long sales cycle, Create demand
3. Account - Long sales cycle, Fulfill demand
4. Commodity - Short sales cycle, Fulfill demand
Each style requires different competencies and behaviors, so success in one does not necessarily translate to success in all. Assessments are available to determine if your sales reps fit your company's sales style.
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"Can" and "Will" Your Rep Sell?
Two key factors to identify superstar sales talent are "can" they sell and "will" they sell. One without the other is a recipe for disaster sales performance. Consider the following:
Can They?
Do they have the right behaviors and competencies for the position?
Do they have effective sales skills to achieve results?
Will They?
Are they willing to work for the pay you are offering?
Will they work well within your team structure or process?
Are they passionate about your company/product/service?
Assessments are essential for learning if they "can" sell effectively. And, a thorough interview evaluation is required to determine if they "will" do the activity necessary to make it happen.
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Safari Interview Tip
Review behavioral assessment results with candidates. Ask if they feel the results accurately reflect the way they perform in the workplace. Give them an opportunity to provide specific examples of past experiences that demonstrate their strengths and weaknesses.
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How Do You Identify SuperStar Talent?
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"8 out of 10 business owners say that hiring the wrong sales reps have cost them a fortune."
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Answer to Today's Dos & Don'ts Should you assess candidates before or after interviews?
Your interviews will be far more effective if you assess your candidates before your interview. Assessments provide relevant data on strengths and weaknesses that can be addressed at the interview. Regardless of whether you assess before or after, be consistent with each candidate. You will have better hiring results if you make assessments a routine part of your hiring process.
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