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Sales Recruiting Effectiveness and Trust

  
  
  
  

Dave Kurlan is a top-rated speaker, best-selling author, sales thought leader and highly regarded sales development expert.

An Objective Management Group (OMG) Partner asked for a statistic that shows the difference between a company's effectiveness hiring salespeople when using a recruiter versus their effectiveness when using OMG's Sales Candidate Assessment.

We have so many statistics that they are coming out of our...database! 

The assessment is customized right down to who they need to call on, the price point they are selling at, the competition they face, what you actually need them to do, the resistance they'll face, etc.

When a candidate is not recommended (we don't believe they will succeed in that role at your company selling the product or service specified to your market with all of the conditions they'll be facing), but a client hires that candidate anyway, 75% fail within 6 months.  When a recommended candidate is hired, 92% rise to the top half of their sales force in the first year.  That's having statistics on your side!

We have boatloads of anecdotal evidence but we have not collected empirical data on the comparison our Partner asked for so I was wondering if you would find it satisfying to help?  Whether or not you have used OMG's assessments and/or a recruiter, if you could answer six very simple questions, we will have that statistic very soon!

If you are feeling very helpful, this is the last week (ends 12-9-11) I'm accepting answers to the Trust Survey based on this article about whether salespeople can be trusted.  The data collected from this survey will help us develop the next generation of assessments that will include industry specific needs for salespeople who can more effectively build trust, as well as enhancements to sales training based on industry perceptions.



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Posted by Dave Kurlan on Wed, Dec 07, 2011 @ 04:58 AM

COMMENTS

Assessment is the missing link between resume and interview for the hiring process. Nearly all hiring managers "go with their gut", and whether they like the candidate or not! These two are not effective hiring tools.  
 
Dave's assessment checks on the prospect's money tolerance, consultative selling skill set, how they will react in stressful situations (you sure don't want your new salesperson lashing out in anger at a prospect, do you?), whether they have a supportive buying process or not, and much much more. It tells you whether the candidate appears to be good for a quick ramp-up or not. Most of all, the assessment indicates whether they are coachable and trainable--if not, you're going to have a tough time, aren't you? 
 
Dave's assessment is the best I've seen; I've taken it myself and have talked about it in my own blog.

posted on Wednesday, December 07, 2011 at 8:46 AM by Jason Kanigan

We recently employed the OMG Sales Candidate Assessment for the first time as a part of our candidate vetting process. We had a fair read on the candidate based long experience in hiring sales people and their were few contractdition. What was valuable was having our perceptions confirmed, learning about ramp up times, retention probablility, weaknesses to work on and how the candidate fits with our selling systems and coaching approach (in this case a very good fit. As a result we are constructing a issue driven intial training schedule as opposed to a one size fits all approach and have been able to set training bench marks that are specific to this individual.  
 
Overall, we know a great deal more about what will be necessary to ensure the candidates success than we could have possibly know without the assessemnt.

posted on Wednesday, December 07, 2011 at 9:30 AM by Tony Bunnell

Comments have been closed for this article.