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Just two weeks after beginning to use our Sales Candidate Assessments when we also delivered our proprietary STAR Training, a comprehensive, consistent, effective sales recruiting process, this client was in heaven. Plenty of candidates, a third of them were recommended, and they feel like they’re in control again.

It’s important to assess your candidates but it’s equally important to surround that assessment with a proven, effective process that assures a flow of quality candidates and a successful hand-off to sales management.

The single issue that seems to occur most often is the company which, early on in their use of our sales specific, pre-employment assessment (Express Screen) learns that the lion share of their candidates are not recommended for hiring. For some reason, rather than being thankful for avoiding another hiring mistake, they become angry, at the assessment, for discounting their candidates.

It doesn’t matter what kind of business you’re in. Having an effective recruiting process that incorporates the use of an accurate sales assessment early in the process is as important as an accounting system that provides cash flow reports.

A sales manager from the company we discussed in ‘Retooling the Sales Force’ asked me about a candidate they were considering. He had mixed emotions: on the one hand, this candidate was actually borderline hirable, a rarity for them. On the other hand, the sales manager was frustrated over the lack of recommended candidates. Now that they were assessing candidates prior to interviewing them, he didn’t understand why so many of the candidates were not recommended.

Today we learned about a company that has 100% turnover – and they aren’t in the insurance business! This company burns out its 6-figure performers as well as the other 85% of the sales force, those who fail inside of 60 days.