Predictive Sales Preference Hiring Assessment

How to Make Better Sales Hiring Decisions

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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 Predictive Sales Preference Hiring Assessment helps mitigate the high customer, opportunity, and revenue costs associated with bad sales hires.

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, the sales assessment assists 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.

It 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 Sales Preference 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.

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They focused on our industry, our customers, and our competitors. The materials and facilitators were world class.

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