An analysis of people working in sales shows that about half of them are miscast for the position. They lack the basic qualities required for success in sales and should be doing something else for a living. It has long been accepted that 80 percent of all products and services are sold by 20 percent of the salespeople. This so-called “80/20” rule is a challenge to all sales managers who strive to build exceptional sales organizations. Salespeople who are well matched to their positions have higher attendance records, less turnover, higher job satisfaction and superior sales performance. Here is a detailed discussion of this Talent Assessment Strategy Canada.
The Sales Indicator assesses five sales success factors:
Competitiveness – (Persuasive, Confident, Assertive) A measure of expressed influence and the desire to win. It is often associated with generalized self-acceptance and confidence.
Self-reliance – (Independent, Individualistic) A measure of the level of an individual’s need for structure and support.
Persistence – (Persevering, Unwavering, Tough) Measures the capacity to stick with a task until it is finished.
Energy – (High Endurance, Spontaneous, Fast-paced) Measures the tendency toward restlessness, activity, and drive.
Sales Drive – (Success-oriented, Internally driven, Outcome-focused) Measures the internal drive for action which motivates activity toward sales.
The Sales Indicator assesses seven critical sales behaviors:
Prospecting – the process of pursuing new business. Requires the motivation to gather the necessary information and the energy to stay with the task.
Closing sales – pushing forward to get the sale, to complete the sales process with a win.
Call reluctance – displaying resistance to rejection and a willingness to push through periods of doubt to get the calls made.
Self-starting – having the initiative to keep things moving, even through slow periods.
Teamwork – the level of comfort when working as a member of a team.
Building and maintaining relationships – the approach to relationships with clients and coworkers.
Compensation preference – the preferred approach for being compensated for sales activity.
When hiring salespeople, the goal is to hire people who have the same characteristics as your top sales performers. Your candidate’s Sales Indicator scores are compared to your hiring benchmarks to help guide your hiring decisions. Candidates with the highest probability of successful sales performance have an 85% or higher job match. Break the 80/20 rule and start using the Sales Indicator today. Contact us for a Sample Report.