We have kicked around a pricing model in jest but it conveys a point. One part of our business is assessing candidates for many different positions but sales is our specialty. We have clients that do their own sourcing and interviewing and then use our online assessments to measure the candidate’s sales skills, aptitudes, motivations and style.
That being said, here is what the Rock Star and I were discussing:
- If a company locates a sales candidate they feel is strong, we assess them and confirm that they are strong, the fee is $500.
- If a company locates a sales candidate they feel is strong, we assess them and reveal that they are weak, the fee is $1,000.
Now, I don’t believe for a minute that this pricing model would fly in the marketplace, but you see the logic behind it. We posted many times about a salesperson’s ability for building rapport during an inperson interview. Many salespeople have that bonding ability and nothing more. Yet they have learned to use it to land a new job and then “schmooze” their way through 1 to 2 years before moving on to another opportunity.
Imagine if a hiring manager becomes smitten with a schmoozer candidate. Isn’t it worth more to a company to keep that sales candidate off the payroll?
As I’ve said before, the best time to get rid of a bad salesperson is before you hire them.