Home > Attitudes and Beliefs, Sales Candidate Screening, Sales Performance > What does the North Star have to do with Business?

What does the North Star have to do with Business?

I know where the North Star is with 100% certainty. It’s like death and taxes. Unless someone moved it, or everything written about astronomy over the last few hundred years is just a big hoax, it’s usually pretty easy to find if you know where to look. Sometimes when the conversation comes up with others, and I show them where it is, I’ll get a reaction like this … “No, that’s not it. It’s not the brightest. That’s not North”, or some other reason for them to dispute the reality. Although they obviously don’t know where it is, they are almost certain of where it isn’t.

What’s the point Smarty Pants?

So when we recommend to managers that are selecting sales people to use an assessment before making a hiring decision, we sometimes get a similar reaction like this …  “No, they don’t work. I don’t want to spend the money. I’ve done it before. I can trust my gut. But we know him or her.” … and all the other reasons.

OK, I’m alright with skepticism up to the point where it doesn’t fly in the face of the truth or the proof. The stats for our assessments are this: When you follow the recommendation to Hire, there is a 94% chance of success. When you ignore the recommendation Not to Hire, your chances of success go down to 25%. Those stats are based on hundreds of thousands of real life data points and have been back tested to confirm the validity. No doubt that 94% isn’t as sure as 100%, but it’s pretty darned good when it comes to understanding the future potential and production of a very important and expensive asset.

Is it really that simple?

No it is not that simple, so don’t believe it when you hear it. Nothing is that simple anymore. Using an assessment is just a part of a process. First, it has to be the right assessment. Too many products out there are marketed to have the same effectiveness, but the truth is that they do not have the same predictive validity. Secondly, potentially good sales folks can easily be de-railed by a weak on-boarding plan, mis-alignment of sales management, insufficient coaching, poor fit with the work environment or many other parts of the process. Being blind to these others factors is probably the reason that those who have used an assessment in the past no longer believe in their usefulness.

Next time you get ready to put on a new sales rep, can you please ask yourself how certain you are of the parts of your process?

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