In order to bring you the most accurate and useful information possible, Employee Selection and Development, Inc. will be issuing PRACTICAL RESEARCH REPORTS quarterly. Its purpose is to give you practical and useful information on hiring, motivating, and managing employees. Should you have any questions or want further elaboration, please contact us by email or call 800-947-5678.
Bert Zinkand
Director
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PRACTICAL RESEARCH REPORT #13:
TESTING FOR TOP SALES PRODUCERS |
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Albert H. Zinkand , MIM
The following is an article in numerous business publications and newspapers.
Finding top producing salespeople in any economy is challenging. Through practical research we have learned, there are three key steps in identifying peak performing salespeople. If followed, these steps will lead you to hiring the right salesperson 80% of the time.
Step 1 - Determining the Fit With Sales - To determine if a candidate is naturally suited to sales, we compare the candidate's personality scores to a baseline of known top producers. Please view Royan Vs Outside Sales Baseline.pdf. Here, the candidate is compared to a baseline of top producing salespeople from our industrial database of 700,000 tested. Everywhere the scores are inide the  brackets and ranges, the candidate is like the best outside salespeople people tested. Everywhere the scores are outside the brackets, the candidate is different and we would want to interview on these differences. For an even quicker read, count up the number of scores inside the brackets and divide by 20. The results is the percent of traits shared with successful outside salespeople. In this example Mr. Royan shares 95% of the personality traits of successful outside salespeople.
Baselines can be developed using your top producers. Call us at 800-947-5678 and we will show you how.
Step 2 - Determining the Fit With the Manager - Our company and Gallup have been doing retention research for the last 5 years. Both companies have found that 50% of the turnover today is being caused by personality conflicts. To determine if the candidate is compatible with the manager, you compare the manager's Personality Profile scores to the candidate's. Look for 4 point differences on the trait scores. Where they exist that trait will be the cause of stress between them. We have learned that when 4 point differences exist, 50% of the time someone quits within 180 days of employment. Thus, by doing this one comparison, you can reduce turnover by as much as 50%. It is also one of the reasons why some sales forces are in constant disarray and others run smoothly.
Example - Let's find out if the candidate, Mr. Royan, can work with the Sales Manager, Mr. Bricnell. Please print out attachments Royan Vs Outside Sales Baseline.PDF and BricnellSu.PDF. Starting at the Introverted/Extroverted scale, compare the scores. Everywhere there is a 4 point difference this will be the source of friction between the two. In this case, sources of friction will be organization, flexibility and compassion. If you would like to discuss what can be done to overcome potential conflicts, please call us at 800-947-5678.
Step 3 - Determining if the Candidate Knows How to Sell and How Much Training Is Needed - To determine if the individual's level of selling skills we use the Sales Strategy Index. Please view RoyanSSI page 7.pdf. The Sales Strategy Index assesses the salesperson's skills in prospecting, creating a first impression, qualifying, presenting, overcoming objections and closing. It then compares the salesperson's scores to known group of top producers. If the individual's scores are less than the top producers', additional training is needed in those areas. If the scores are equal to or exceed the top producers', you have someone who knows how to sell. As a rule of thumb, for each one point difference between the individual's score and the top producer's score, approximately 1/2 hour of training is needed to improve performance in that area. In this case, Mr. Royan needs approximately 10.5 hours of training in Prospecting, Creating a First Impression and Demonstrating.
Conclusion - Mr. Royan shares 95% of the traits of the most successful outside salespeople; is not compatible with the Sales Manager in the personality traits of Organization, Flexibility and Compassion. Does it make sense to continue the selection process with Mr. Royan? Yes, if the sales manager and the candidate are made aware of the differences and are willing to flexible in those areas.
Please call us at 800-947-5678 for more information.
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