The world is full of sales imposters seeking to fill sales positions. These imposters carry with them experience, education, and tales of success to persuade any manager they come across that they are sales superstars. Most managers and business owners have fallen for the smooth talk and trickery of these sales imposters.
Why Conventional Selection Process Fails
Why do these, well-intentioned and highly experienced, business leaders end up hiring these sales imposters? There are various reasons which are all tied to the conventional approach to hiring.
The conventional approach depends on the resume, interviewing skills of the candidate, past record, employer references, and how likability of the candidate. This approach may get you a great candidate but mainly it is in spite of the approach rather than because of the approach.
The general assumption behind the conventional sales recruitment approach is that a candidate’s past performance elsewhere will be replicated in your organization. The other assumption is that candidate’s resume attractiveness is an indicator of the candidate’s greatness in the game of selling. The third assumption is that if the candidate performs well in an interviewing session they will perform equally well in a sales situation.
These assumptions have been proven wrong over and over in every industry unfortunately for lack of a better alternative many managers and business owners have stuck with the conventional recruitment approach.
Sales Poaching Doesn’t Work. Why?
Those that have decided to do it differently generally opt for the ‘poaching from the competitors approach’ as well as hiring on the basis of references by other parties such as recruitment agencies, friends, customers, and suppliers.
The main assumption behind this approach is that other people know better than us how to hire great salespeople. There have been successes with this approach though in many cases it has been to do with luck rather than the soundness of the approach. Studies have shown that there are minimal differences in the quality of candidates you get between this approach and the conventional hiring approach.
Why Sales Personality Tests are Great
The hiring approach that we recommend is the strategic recruitment approach is the definitive approach for selecting and engaging top sales talent.
The basic assumptions of this approach are: no two sales organizations require similar sales talent and therefore you have to be clear on what kind of a salesperson to look for as the starting point, use scientific and objectives tools to determine a candidates sales aptitude are better than the subjective judgment of the interviewer and lastly, great recruitment goes beyond the interviewing sessions.
Sales Personality Tests can be horribly bad tools for the selection of a salesperson if they are not properly used. Some of the mistakes people use in choice and use of personality tests include:
I) Choice of the wrong test;
ii) Being biased on the choice of personalities that are similar to us;
iii) Using tests that rely heavily on trustworthiness of a candidate as most candidates will try to influence test results to get a job;
iv) Not having the capability to interpret professionally the results;
v) Use of the tests as the sole basis of making a hiring decision.
In Growth Partners, we safeguard against each of these challenges in administration and the use of sales personality testing.
We combine our approach to sales recruitment that we have refined over a decade in identifying the right candidates for hundreds of sales with an average success rate way above the most experienced sales managers in the market today.
Through our approach, we are able to scientifically identify candidates with sales personality, sales aptitude, skills, and natural selling style that is best suited to your business.