How many times have you chosen a salesperson who had an amazing personality and checked all of the right boxes, only to later find that their performance was less than stellar?
This is a common experience among many CEOs and sales leaders, and according to Shep Hyken of Forbes, 57% of sales reps fail to hit their quotas. But fortunately, there’s a way to get it right nearly all of the time.
In this post, we’ll discuss a proven system you can use to take the guesswork out of hiring salespeople to ensure that you consistently select elite performers.
Accurately Predicting Sales Success
Objective Management Group (OMG) has conducted rigorous assessments over the years to compile a massive amount of data on the sales force selection process. Here are some specific numbers that went into their research.
As you can see, they’ve analyzed over 30,000 companies, more than 86,000 hires, and over two million salespeople to determine what contributes to success. The volume of data is staggering and has generated some fascinating insights into what sales recruiters, sales leaders, and CEOs should look for when assessing and hiring sales candidates.
For example, OMG found that having the will to sell, where a person possesses the right level of desire and commitment, is a key factor in success. They found that being trainable and coachable is critical. They also found that having 21 core selling competencies, like being a “Hunter, Consultative Seller, Qualifier, Closer, and so on are vital — something they can quantitatively measure.
In short, OMG found that there’s a science behind hiring quality salespeople — a formula sales recruiters, sales leaders, and CEOs can use over and over to find top talent and retain them for the long haul.
Check out more data from OMG, see how your sales team compares to the competition and the sales DNA of top performers in your industry here.
92% of Recommended and Hired Candidates Succeed
Through their findings, OMG has developed what they call The Original Sales-Specific Assessment, which measures sales capabilities rather than just behavioral and personality traits. This assessment takes a data-driven approach to finding the best of the best candidates and is so effective that it’s been rated the #1 sales assessment for 9 consecutive years by Top Sales World.
And here’s where it really gets interesting. OMG found that a whopping 92% of candidates that are recommended and hired through The Sales Assessment succeed and reach the top half of the sales force within just 12 months.
This shows how important it is to make hiring decisions based on data, rather than merely a hunch. And this is something that more and more organizations are actively embracing, with a PwC global data and analytics survey finding that 61% of companies want to rely more heavily on data analysis and less on intuition when making hiring decisions.
On the other hand, OMG also found that “75% of candidates who aren’t recommended but hired anyway fail within six months.”
This just reaffirms the importance of assessing candidates based on concrete data and how utilizing a sales-specific assessment can be a real game changer.
Why it Works
Now let’s take a closer look into the details as to why using the assessment works.
First, it’s customized to your unique selling environment. “Your customized Role Specification allows you to specify the unique requirements of your position. Candidates are then assessed against your criteria to create a recommendation custom-tailored to your needs.”
In other words, it doesn’t take a one-size-fits-all approach. Rather, the assessment looks at your exact business and identifies which characteristics the ideal sales rep, manager, or leader should possess.
Next, it uses a Candidate Analyzer to quantitatively score candidates based on their abilities via an easy-to-use portal. This allows you to seamlessly filter through candidates and pinpoint the ones you’re most interested in for later follow-up.
And finally, OMG has a recruiting system called STAR (Sales Talent Acquisition Routine) that allows you to deploy a more structured approach to recruiting sales talent over a four-week period and looks like this:
During the first week, there’s the initial setup, where OMG configures their assessment for the specific role you’re hiring for, creates the optimal applicant tracking questions, and writes an ad that articulates the traits, skills, and experiences a candidate should possess.
The second week is when sourcing takes place, where the ad is placed on relevant job sites and candidates are searched for on resume databases. Then, OMG provides tactics to help you filter through the results to confirm that applicants meet base requirements along with training on how to narrow the list down through phone screening calls.
The third week is when the top candidates are interviewed in-person or through video conferencing. This is where you go more in-depth and really get to know each candidate and see what they bring to the table. The fourth week is when the final interview takes place to identify the true rockstars and when a candidate is officially chosen for the position.
As you can see, the process is very streamlined and can be used again and again to ensure you consistently make the right hires. Also, note that The sales assessment is designed specifically for sales, sales management, and sales leadership roles, making it extremely accurate.
Hiring Candidates Based on Science
74% of sales reps are ineffective and fail to hit the mark, while only 6% are considered to be elite performers. At first glance, this may seem like the odds are stacked against sales recruiters, and it’s true that finding quality people can be tricky.
But comprehensive research has found that selecting salespeople based on hard data that’s generated through tools like The OMG Sales Candidate Assessment enables you to make decisions with relative certainty. It’s just a matter of putting the data to use and objectively selecting candidates based off of it.
Interest in a free trial of the OMG Sales Candidate Assessment? You can register for a free test drive here.
For more helpful information on improving your sales hiring process, there are two eBooks to check out below.
The Top 5 Reasons You Are Failing at Recruiting Consistently Great Sales Teams