It is funny how often I talk to CEOs that are struggling with forecasting or predicting sales. It could be that the business is broken and you need to master a few things to better manage the company. Or it could be the sales culture and/or salespeople. It is sad, but over 70% of salespeople suck. 6% of salespeople are high-performance the other 20-some percent are just okay salespeople.
If you are going to be hiring salespeople in the next 12 months, how do you plan on avoiding the bottom 70-some percent? Do you know how to tell the difference between a quality salesperson and an under-performer? Most CEOs don't. This is why we see ongoing turn-over in the sales department or worse long-term salespeople who are kept on staff, but consistently under-perform, sometimes for years.
I understand you are attached to this person now that you know them. But if the business is dying, how loyal can you be?
Well there is. Instead of posting an ad, collecting resume's and starting the interview process, what if we added a step that saved you a boatload of time and money, and what if it actually landed you high-performance sales candidates you wanted?
That extra step would be adding the world leading Sales Candidate Assessment. Now, to follow EEOC rules, if you use sales hiring assessments on one person you must assess everyone. Luckily our solution is EEOC compliant. We Assess everyone and give you three options Not Recommended, Worth Consideration, Recommended. If you hire our recommended candidate they turn into one of your top salespeople within the first year. Hiring a Not Recommended based on 25 years of data results in these people being fired within 6 months.
If you would like to learn more check out this free 30-minute webinar titled: The Magic of the OMG Sales Candidate Assessment.