sales selection
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What Is the Makeup and Function of the Ideal Sales Force
- December 12, 2013
- Posted by: Dave Kurlan
- Category: Understanding the Sales Force
I’ve written four White Papers over the last several years, all backed by science and data from the more than 700,000 salespeople and sales managers that Objective Management Group has evaluated and assessed. They include:
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Do You Need to Save All of those Sales Assessments and Evaluations?
- August 22, 2013
- Posted by: Dave Kurlan
- Category: Understanding the Sales Force
The best reason to save all of those sales candidate assessments which you ran last year can be answered with a few letters: EEOC. That’s right. It’s especially true if you don’t follow the sales hiring process to a “T”, or worse, if you don’t always follow the recommendations on the assessment. Let’s say that you loved one candidate so much that you hired him despite the recommendation not to do so.
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Latest Research on Personality Assessments for Sales Selection
- April 15, 2013
- Posted by: Dave Kurlan
- Category: Understanding the Sales Force
Two articles caught my attention today.
The first, 10 Traits of Successful Salespeople, was typical of the misinformation that often passes for must-read information:
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Illuminate and Dust Off Your Sales Force
- March 14, 2012
- Posted by: Dave Kurlan
- Category: Understanding the Sales Force
Have you ever noticed the same thing in your home, apartment or office? The air looks clear, but when the sun comes beaming through, it suddenly illuminates billions of tiny dust particles that you didn’t know existed.
Sometimes, you get an even rarer peak into that confused state when you are between awake and asleep. You know you just caught a glimpse of a conversation that even seconds later you can’t recall. But it was there.
It’s the illumination factor that I want to talk about.
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Sales Team Morale is Overrated
- March 2, 2012
- Posted by: Dave Kurlan
- Category: Understanding the Sales Force
Someone posted the question, “Are you already behind on your YTD sales goals?”.
One responses was another question, “What are some different ways you keep morale high when the team is behind on goals?”
I responded to this question with the following answer:
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10 Reasons – Don’t Worry When Sales Candidates Don’t Take the Test
- January 19, 2012
- Posted by: Dave Kurlan
- Category: Understanding the Sales Force
Recent statistics show that only 34% of the candidates are taking the assessment without additional prompts. Isn’t that awful?
Maybe – let’s explore it further.
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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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Why OMG’s Sales Candidate Assessments Can’t Help These Companies
- December 12, 2011
- Posted by: Dave Kurlan
- Category: Understanding the Sales Force
If companies hire the right salespeople to begin with, their churn problem disappears!
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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.