I’ve been swamped of late with sales candidate assessments for different customers and have encountered an important trait – common sense. This is a broad topic, but we use it in a fairly defined manner – using common sense. We actually measure this aptitude in one of our assessments which often leads to rather pointed discussions…especially when a candidate has a low score in this area. But what of it? Our definition utilizes speaks to common sense being more of a natural reflex as opposed to a logical thinking process. I’m not talking about intuition but rather the practical thinking in regards to seeing the world. Does that make sense? … Read More
Continue ReadingOf Objectivity
I preach this point from the mountaintop as often as possible so I’ll continue here – sales is the single most difficult position to hire in any company. The reason is simple, accurately predicting sales success by discerning candidate capabilities is…well, often a crapshoot. This fact is why it is imperative to use assessments to gain an understanding of what the candidate has “under their hood.” A prime example is emotional control. Successful salespeople have this trait. It is a broad term so let me put a finer point on it: This is the ability of a salesperson to maintain rational and objective actions when experiencing strong internal emotions. This… Read More
Continue ReadingSocial Skills vs. Sales Skills
If you’re talking you’re not selling. That is an old axiom I learned early in my sales career and it is always true. Talking does not equal selling. Unfortunately, people not experienced in sales hiring often have the opposite view. Their stereotypical belief is that the best salespeople are the ones who are perceived to be the best talkers. This misguided view often leads to bad hires. Here is where the mistake occurs – hiring managers assume that social skills are equivalent to sales skills. Ok, maybe that is too strong, but the assumption is that the social skills are the key to successful selling. Social skills are a component… Read More
Continue ReadingFundamental Attribution Error
Warning – psychology babble coming your way from Fast Company. I encounter this effect often with clients: That judgment is what’s called, in psychology, the Fundamental Attribution Error. Meaning that we tend to attribute people’s behavior to their core character rather than to their situation. So when somebody cuts you off in traffic, you think, “What a jerk!” You don’t think, “I wonder situation he’s in that’s causing him to drive so crazy.” Even though in those times when YOU have driven crazily, it was almost certainly because of the situation you were in—you were late for a job interview or a date. May I make a suggestion? The use… Read More
Continue ReadingBig Personalities In Selling
We’re an assessment company so you can imagine how adamant I am about assessing candidates (not just for sales positions either). However, in sales it is crucial to use assessments to cut through the sales candidates’ well-developed social skills. Unfortunately, many assessment tools focus on personality only which is not a reliable or repeatable predictor of sales success. My experience has been that most people focus on big personalities when it comes to selling. If the person is a good talker, tells funny stories, lights up the room, etc., then they must be a good salesperson. The bigger the personality, the more they will sell. Ok, I grant you that… Read More
Continue ReadingSpooky Accurate Assessments
From Inc.com’s article on how to screen sales candidates: It cost $400 a candidate, and the recruits took the tests online. Dolan and Kinaxis’s star salesperson took the test, too, and Opus analyzed their test scores and created a personality benchmark. Afterward, Opus discussed the results with each of the candidates to see if any of them disagreed with the assessments. None did. “They’re spooky accurate,” Dolan says. We use spooky accurate assessments for all of our sales candidates. Assessing sales candidates is one of the best ways to cut through the veneer and see what they are truly made of. This article places a priority on personality assessments which… Read More
Continue ReadingThe Experience Myth
As you have probably ascertained, we are strong proponents of hiring for ability/potential that matches your sales as opposed to tenured experience in your industry. Naturally, this article – The Myth of Experience – from Managesmarter.com is right up our alley. Please allow me to reference an analogy from later in the article: Don’t fall into the myth of relying upon experience. Instead look for potential. That’s why there is always an image of flowers on a package of seeds. We don’t really care what the seeds look like. We want to know what they will become. I like that characterization even though I am not one to use “potential”…I… Read More
Continue ReadingThe Cost Of Underperforming Salespeople
Here’s an interesting little article I stumbled across this morning from Seacoastonline.com titled Get the most out of your sales team. The premise is simple and accurate – nonproductive salespeople are the bane of any small (or large) business. A nonproductive sales team is among the top common dangers that cause many small businesses to fail. Analyzed studies reveal that a large percentage of small businesses are unsuccessful because of underperforming sales people who bring in, at a minimum, 50 percent less revenue than top performers, according to researcher Dr. John Sullivan, professor of Economics at San Francisco State University. … Studies indicate that a common reason for poor performance… Read More
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