Predictive Sales Preference Hiring Assessment
Good sales people make a world of difference. Unfortunately,
it is not easy to hire good sales people and sales interviews can be
deceiving. The customer, opportunity, and revenue costs
associated with bad sales hires
are painfully high. For instance, on average, sales people
with "sales reluctance" cost companies 15 sales per month.
Surprisingly "sales reluctance" occurs in 40% of veteran salespeople
(5 years or more experience).
To help improve the odds, LSA
provides proven
behavioral sales hiring assessments to assist sales managers in
selecting and cultivating talented sales professionals. The sales
hiring assessment can be used by sales management as both a sales
recruitment and sales development tool, offering insights into
potential sales candidates and providing development insights for
the current sales force.
The Predictive
Sales Preference Hiring Assessment is designed to predict
prospecting and new business development talent and to answer the
following questions:
-
How much will
the candidate sell?
-
How fast will
they get up to speed?
-
How much time
will management have to invest in the candidate in order to get
results?
-
What are their sales strengths
and weaknesses?
The Predictive
Sales Preference Hiring Assessment is designed to gauge how much a
salesperson is likely to uncover new business opportunities and
close new business. The results include individual
sales coaching and
development reports to support the ongoing growth and performance of
the salesperson. It also includes suggested
interview
questions sales hiring managers can use for a better in-depth
screening of sales candidates.
The Predictive
Sales Preference Hiring Assessment is based upon over 25 years of
sales research showing that top sales people have:
-
NO reluctance
to prospect
-
More
opportunities to sell
The Predictive
Sales Preference Hiring Assessment measures:
-
Total energy
available for contact initiation with prospective customers
-
Total energy
diverted to avoiding making contact with prospective customers
-
12 distinct
forms of sales reluctance
-
General level
of motivation available for investing in goal-supporting
behaviors
-
Overall drive
and desire for success and level of sales ambition
-
Degree to which
available motivation is dispersed across goals that are
competing for sales time and attention
-
Ability to
focus attention on the completion of complex procedural sales
tasks
-
Degree of sales
talent as a ‘hunter’ vs. degree of sales talent as a ‘farmer
If
you would like to
learn how our
Predictive Sales
Preference Hiring Assessment expertise has helped leading organizations across multiple industries
succeed, please contact us.
See Also:
Sales
Training Best Practices Community
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