The Best Solutions for Hiring Great Salespeople for Your Company

Posted by Dave Kurlan on Fri, Aug 28, 2020 @ 12:08 PM

plane

Would you fly on a huge jet from Minneapolis, Minnesota to St. Paul, Minnesota, usually a 15-minute drive?

Would you take a train between intersections of the same city block, usually a 2-minute walk?

Would you take a bus to the bottom of your driveway - usually a 1-minute walk or less?

Would you walk from Boston to Miami - a 3-hour plus plane flight?

These are all examples of inappropriate solutions to the simple question, "What is the best way to get there from here?"

How about the simple question, "What is the best way to assure that the salespeople I am about to hire will succeed in the chosen role?"

An OMG Partner pointed me to this article which has 7 assessment solutions. 6 of the recommendations are every bit as inappropriate as the solutions to my travel questions.

There are three additional questions that must be asked in order to answer the primary question that asks the best way to hire the right salespeople:

Are assessments in general good enough to identify those salespeople?  There are many types of assessments, including intelligence, honesty and integrity (illegal in some US states), personality (challenged in the courts), behavioral styles, cognitive ability and of course, skill-specific tests.  Because most of these assessments can be provided to any potential employee and are not specific to sales, the answer is a loud and resounding NO.

Are personality assessments good enough to identify those salespeople?  Personality assessments are not role-specific so they have been challenged in the court.  The dimensions and findings in Personality assessments are not predictive of anything and there is no specific personality type (including Meyers-Briggs, 16PF, DiSC, and Caliper which were all mentioned in the article) that indicates that one is a better salesperson than another.  Again, the answer is a loud and resounding NO.

Is OMG's sales-specific assessment a personality test?  Despite its inclusion in the article's list of 7 assessment solutions, Objective Management Group (OMG) is NOT a personality assessment. OMG provides a sales-specific assessment that measures a sales candidate's capabilities in all 21 Sales Core Competencies as well as several additional sales-specific competencies. Does it help identify the right salespeople because it is sales specific?  That is part of the reason but the more important reason is that OMG is validated using Predictive Validity.  Predictive. Validity.  Most validations show that an assessment is properly constructed and will provide consistent and reliable results. That is Construct Validity. On the other hand, Predictive Validity correlates the findings to on-the-job performance.  It is not enough though to simply identify good salespeople; you must identify the right salespeople for the role or roles in question.  Configurations for each role are customized so that the ideal salespeople are recommended for the company's specific role(s).  Right people in the right seats.  It's about getting sales selection right.  OMG has proven its accuracy and track record in sales selection having just passed 2 million sales assessments in 30,000 companies.  In the case of OMG, the answer is a loud and resounding YES.

Here's another question.  Why only 30,000 companies?  If OMG is that predictive and accurate, shouldn't it be used in 3 million companies?  I don't think there are 3 million B2B companies that qualify but certainly there are 300,000.  So again, why only 30,000?

There are 3 answers that deserve consideration.

Ego.  Far too many sales leaders believe that their gut instinct is more accurate than some assessment.  Given that the overall success rate for hiring salespeople is hit or miss with an emphasis on miss, they couldn't be more wrong.  Of the candidates who were not recommended, but clients hired them despite OMG's warning, 75% failed inside of 6 months.  Of the candidates who were recommended and eventually hired, 92% rose to the top half of the sales force within 12 months.

Knowledge.  Far too many HR leaders believe that their expertise is in hiring and either don't need an assessment or they choose one they are familiar with, like DiSC, Caliper, Predictive Index or Myers-Briggs.   The reality is that only 14% of all HR professionals understand how assessments work.

Stupidity.  At some large companies, in-house counsel has banned the use of assessments.  While they often justify their own existence, this stupid practice occurs out of ignorance.  While attorneys are protecting their clients from law-suits alleging discriminatory hiring practices, only personality assessments have been successfully challenged in court.  Remember, OMG is not a personality assessment - it's sales-specific, or in other words, a role-specific assessment which is perfectly legal to use, has never been challenged in court, and shows no adverse impact on protected minorities.

If you aren't already using them, check out OMG's Sales Candidate Assessments.  You'll improve your sales hiring success rate immediately!

If you aren't familiar with all 21 Sales Core Competencies, check out some of the data here.

Image Copyright

Topics: sales assessment, sales hiring, assessments, hiring salespeople, sales testing, sales hiring process, hiring mistake, sales hiring tools, predictive sales test

Why You Must Hire Salespeople Right Now

Posted by Dave Kurlan on Thu, Jun 04, 2015 @ 17:06 PM

fortune-500.jpg

Forbes conducted a survey of Fortune 500 CEO's and 82% of them said they would be hiring more people within 2 years.  Why should that be important to you?  

To answer that question, let's talk about your KPI's, or Key Performance Indicators.  The reason KPI's are more important than all of your other metrics is because they are, or should be, forward-looking indicators, rather than lagging indicators.  In the consulting and training work that I have done over the past 30 years, I have always viewed the Fortune 500 and their respective strategies as another set of KPI's.  We all remember the economic crash that hit in November of 2008.  But two years earlier, I was training salespeople that sold to Fortune 500's when, all of a sudden, out of the blue, this unexpected feedback began coming to me.

Many salespeople began reporting that there were major delays getting purchase orders on business that had already closed, all the result of spending freezes. In September of 2006, more than 2 years before the collapse actually occurred, I wrote this article about Selling in the Upcoming Recession. The behavior of the Fortune 500, two years prior to the collapse, was a major leading indicator.

When I hear that 82% of the Fortune 500 CEOs are planning to hire more people, I sense confidence, expansion, revenue growth and the need for increased capacity at all levels. And if companies are planning to grow, then that sure as heck shouldn't be limited to the Fortune 500.  

If you want to grow along with the Fortune 500, you'll need to hire salespeople. I know. You don't need any, there aren't any good ones out there, the last 11 times you tried, they failed, and it's too risky. I've heard all of the excuses. So let's dissect them one by one.

You've struggled to hire good salespeople - That means you keep doing the same thing, stupid, and getting the same results.  You need a better sales recruiting process and a very predictive sales selection tool.

Your territories are full - Is that like when the bases are full? You need a heavy hitter to come to the plate and clear the bases. In other words, any time a great salesperson comes along, you should hire that individual and find a spot, especially when it allows you to jettison an underperformer.  How do you know it's a great salesperson? Don't forget that very predictive sales selection tool!

There aren't any good salespeople out there - I don't know if I would agree that there aren't ANY, but there are certainly a lot fewer good salespeople who are actively looking. So what can you do? With a good sales recruiting process, you'll learn to write a job posting that attracts those who are out there, and find the passive job seekers too.

It's not the right time - it's too risky -  It is never risky to hire a good salesperson. Even the worst of the good salespeople bring you something, certainly enough to to pay for themselves. But good salespeople are not expenses.  They are investments, profit centers, and your economic engine! How do you mitigate the risk? You should know the answer if you've been paying attention. Objective Management Group's (OMG) accurate and predictive Sales Candidate Assessments! You can learn more and/or subscribe here.

Let's be like birds and take advantage of the lift they get when they fly behind the lead bird. Let the Fortune 500 lead the way so that we can get behind them and have an easier time of it.

Hire some good salespeople now and let the growth begin!

Topics: sales assessment, Dave Kurlan, sales candidates, hiring salespeople, sales test, predictive sales test, fortune 500

Best Example of Value-Added vs. Commodity Selling

Posted by Dave Kurlan on Thu, Mar 07, 2013 @ 20:03 PM

Top Sales WorldI wrote an article for the March 2013 issue of Top Sales World Magazine that debriefs an actual sales call.  I've written more than 1,000 articles and I believe this one is the best yet!  The article effectively details an actual value-added consultative sales call which, because of a single incorrect question, quickly became a transactional, commodity-based, price-driven call.  The example is really striking because it so clearly shows that you can do everything correctly but asking even one question the wrong way can cause a salesperson to lose the opportunity to be a trusted advisor, and fall into the abyss of commodity sellers.  

You'll have to get this month's issue (existing subscriber link) or sign up to read it.  It's on page 7.  The bonus is that there are 12 additional articles you can read after you download the issue.  The magazine will open in a separate tab or window so that you can return here and contribute your comments.  There should be a lot to share!

[Update - For the sales management side to this story, I wrote a coaching piece for EcSELL Institute and that article is available here.  In this article you'll discover the proper way to debrief this call and make sure that something like this doesn't happen again.]

I'm hosting a fast-paced, 45-minute webinar and will share some of the findings and statistics that make Objective Management Group's Sales Candidate Assessments so magically predictive.  Please join me:

Tuesday, March 12, 2013
10 AM Eastern Time
Register

I'll also be hosting our annual fall Sales Leadership Intensive in Boston.  It is simply the finest two days of sales leadership training for CEO's, Presidents, GM's, Sales Directors, Sales VP's and Sales Managers.  What makes it so special?  Click here for two videoclips (scroll to the bottom of the page) featuring some of the attendees from the fall 2012 Sales Leadership Intensive and hear what they have to say.   Please join me:

November 14-15, 2013
Westin Copley Hotel, Boston
More Information 

Topics: sales assessment, Dave Kurlan, Consultative Selling, sales management, Sales Coaching, commodity selling, sales candidate assessment, value added sale, value added seller, predictive sales test

Subscribe via Email

View All 1,800 Articles

About Dave

Best-Selling Author, Keynote Speaker and Sales Thought Leader.  Dave Kurlan's Understanding the Sales Force Blog has earned medals for the Top Sales & Marketing Blog award for eight consecutive years. This article earned a Bronze Medal for Top Sales Blog post in 2016, this one earned a Silver medal for 2017, and this article earned Silver for 2018. Read more about Dave.

Email Dave

View Dave Kurlan's LinkedIn profile View Dave Kurlan's profile

Subscribe 

Receive new articles via email
Subscribe
 to the Blog on your Kindle 

 

 

Most Recent Articles

Awards

Vendor Neutral Certified 100 SalesTech Vendor Objective Management Group

Sales & Marketing Hall of Fame Inductee


MVP2018_badge_winner_SPC

Leaading Sales Consultants 2018

2019-Silver-BlogIndi
9 Consecutive Years!

Top Sales Awards 2018 - Article/Post -  Silver


2019-Gold-AssessTool
9 Consecutive Years!

Top Sales & Marketing Awards 2015 -  Bronze - Thought Leader

2016 Top Sales & Marketing Podcast - Gold

2016 Top Sales & Marketing Webinar - Gold

Top Sales & Marketing Awards 2015 - Bronze - eBook/White Paper

Dave Kurlan Top 50 Sales Influencer 2015

Sales Pro Insider Blog

Top 50 most innovative sales bloggers

Top100Strategic

Top100SalesInfluencersOnTwitter



Hubspot Top 25 Blogs

 

Free Tools

Sales Process Grader

Sales Candidate Assessment Free Trial

Sales Ghost Calculator

Sales Force Grader

Sales Hiring Mistake Calculator

FREE Recruiting Process Grader