sales hiring
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How Many Sales Candidate Assessments Does it Take?
- February 9, 2012
- Posted by: Dave Kurlan
- Category: Understanding the Sales Force
Why wouldn’t you just wait until the end of the process to assess the candidates? Three reasons:
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5,000 Reasons to Hire Salespeople Today
- January 12, 2012
- Posted by: Dave Kurlan
- Category: Understanding the Sales Force
If you don’t use OMG’s Sales Candidate Assessments early in the process you will waste a tremendous amount of time and money interviewing and hiring imposters. If you don’t get started hiring salespeople now the pickings will be even slimmer as spring approaches.
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The Difference Between Sales Commitment and Desire
- November 18, 2011
- Posted by: Dave Kurlan
- Category: Understanding the Sales Force
I was explaining this difference to a client and the two findings, which we were comparing, were striking in their contrast.
The candidate in question scored 100 (off the charts) on Desire (how badly he wants to succeed in sales); yet, as low as he was high – 16 – on Commitment – his willingness to do what it takes to succeed in sales. So as you might expect, the client asked, “How can he score so high in Desire but so low in Commitment?”
Great question.
I’ll explain it in exactly the same fashion I explained it to him.
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Will This Sales Candidate Really Fail If We Hire Him?
- October 26, 2011
- Posted by: Dave Kurlan
- Category: Understanding the Sales Force
When it says Not Recommended, you really need to believe the science behind the recommendation – if you dare to hire one of these candidates 75% of them will fail inside of 6 months.
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The Sales Interview – When One Candidate is Actually Two?
- September 30, 2011
- Posted by: Dave Kurlan
- Category: Understanding the Sales Force
You can overlook what you like and discount the candidate.
You can overlook what you don’t like and hire the candidate – a compromise.
Or you can play best 2 out of 3.
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What Does Sales Longevity Really Mean?
- September 9, 2011
- Posted by: Dave Kurlan
- Category: Understanding the Sales Force
Objective Management Group has included the Sales Longevity Finding for about a year and clients still ask, “What does it really mean?”
It’s really 3 things:
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Why Do Salespeople Quit in the First Year?
- June 9, 2011
- Posted by: Dave Kurlan
- Category: Understanding the Sales Force
When companies do everything correctly in the sales hiring process, they do these 10 things, …and they are still vulnerable to salespeople leaving within the first 9 months. Why?
The reasons fall into 4 basic categories:
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How Four Variations Influence Sales and the Way People Make Decisions
- January 26, 2011
- Posted by: Dave Kurlan
- Category: Understanding the Sales Force
My regular readers know that I fall on the side of science, but the other three types of commenters feel so strongly about their positions that you would think they were talking science too. It’s great when many people chime in with their comments. That’s the beauty of a discussion forum or Blog – everyone gets to participate and weigh in. But in the case of a question where its author expects an answer based on science, it becomes more difficult to separate opinions from experiences, gut instincts and facts. Regardless of the type of comment offered, they all believe their comments to be factual.
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Case History – How Not to Hire Salespeople
- April 2, 2010
- Posted by: Dave Kurlan
- Category: Understanding the Sales Force
A company wants to hire 5000 salespeople – but why?
2000 drop out before completing training, and another 2000 drop out during the first 90 days in the field. Another 500 drop out during the first 6 months, and at the end of the year they only have 500 of the original 5000 standing. What would it be worth to them from a cost, time, resources and practicality standpoint for us to simply identify, in advance, the final 500, before anyone is hired?
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3 Powerful Excuses for Maintaining Mediocrity in Your Sales Hiring
- January 26, 2010
- Posted by: Dave Kurlan
- Category: Understanding the Sales Force
When I answered questions from the audience, the best one, in my opinion, was the most obvious. It went something like this:
“If your recruiting process works so effectively, and your assessments are so predictive, and they save so much time and money and consistently identify top performers, then why don’t more companies use them?”