We are all familiar with the traditional interview process. An ad is put online and the manager receives a bunch of resumes. Some people look good on paper. The manager gets them in for an interview. The applicant does well. But frankly, those interviews may represent the best sales job that person has ever done. After they are hired, the manager discovers he or she can’t sell a Hershey’s bar to a three year old. This situation is all too common.
The problem is the traditional interview process can’t go deep enough. It doesn’t uncover the truth as it relates to how one will deal with rejection, or if they have a positive or negative perception of the market place or the profession of selling. This detail really matters. Issues such as these can significantly diminish a salespersons ability to sell.
Say a prospect is getting bids, looking for a low price and tells the salesperson “I have to think it over.” A sales representative may automatically say OK, and leave it at that, because that is how they personally buy products and services. To them this put off is completely acceptable.
Because they personally agonize over making decisions, and shop for the lowest price, they will accept the prospect’s answer without further probing. Instead, this rep needs to be taught to think differently. They need to learn to challenge that notion and to have an open and honest business conversation to gain a clear understanding of exactly what it is the prospect needs to think over. With that information they can determine their next step and move the sale forward.
Uncovering information such as this is a critical part of the qualification and closing process and will either support or sabotage sales success.
This is where the Objective Management Group’s (OMG) assessments come in. Everybody has weaknesses without question. The questions become what weakness does a person have, how critical are they, do I, as a sales leader, think I can help this person, and how much bandwidth do I have available to invest in training and coaching them.
OMG’s assessments show us how coachable an applicant is and how quickly they learn. They provide the insight into whether a person’s weakness is pivotal to closing sales. These are traits that the typical interview process will miss.
It’s time to move beyond the traditional, inefficient interview process. The assessments offer a better option that can save a company owner hundreds of thousands of dollars. Say you think an important hire is a home run but then he or she doesn’t deliver. You’ve just thrown $75,000 in cash out the window thanks to the cost of salary with no ROI, taxes paid, health, vacation, and sick time benefits, plus the lost sales opportunity. It typically takes an owner eight to twelve months to get rid of a bad hire. That’s far too long to live with such a costly mistake.
The answer is to make a better choice up front and significantly increase the odds by selecting someone who has been accurately and deeply vetted. It’s like when someone breaks a bone. You’ll get a better diagnosis when a doctor looks at an X-ray than if he or she simply looks at or feels your arm.
The assessment enables an organization to look into the person’s skill set, and understand the way they think. It gets at their DNA, which a simple interview can’t do.
Want to see just how big a mistake the wrong hire can be? Click here to check out this free Sales Hiring Mistake Calculator. You may find the results eye opening.
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