I haven’t written a movie/sales analogy in a while so why not today?

We saw Deadpool & Wolverine and if you like the action/adventure/comedy/comic book genre you will love this.  Even my Mother-in-Law was laughing and that, my friends, is a rare event.  For me, the opening sequences were the best, most entertaining, and funniest but it’s not like the movie went downhill from there.  I liked the opening sequence because it included the scene for today’s sales analogy.

While Deadpool was deadpanning, dancing and killing the TVA missionaries in the opening scene, he flashes back to the interview where it all began. He was interviewing to become an Avenger but was rejected because he didn’t look or act the part of a superhero.  His rejection brings us to the all important can sell vs. will sell.  Can sell is when they look good, sound good, act good but don’t.  Will sell is when they are Deadpool – they don’t look it, act it or sound it, but they find a way to succeed.

In the interview, Deadpool said, “I need this.  I want to be an Avenger!”  Happy Hogan replies that the other Avengers are doing this because people need them – not because they need to be an Avenger.

In the video below, do not click the watch now button as that will take you to TikTok and random videos.  All you need to do is make sure the audio in this video is turned on.

@fun_clips444

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♬ original sound – Fun_clips

If Deadpool was applying for a sales position, he would be an example of someone who can’t sell but will.  He needs it and wants it because it would fulfill him and if he has the skills and the Sales DNA, that’s the ticket.  But how would you know?  Can you sit behind a desk and correctly identify that this candidate can’t and won’t, or can’t and will, or will but can’t, or will and does?  How can you determine the strength of the candidate’s Sales DNA and if it is strong enough for the challenges of your particular sales positions?  Can you determine the tactical and strategic selling capabilities and how that will play out in the field.

Unfortunately, most humans cannot do this and while most sales managers think their gut instinct is spot on, it rarely is.  They simply fall in love with a candidate’s experience, resume and/or personality and once in a while they get lucky.  Most sales managers would reject Deadpool but he would likely succeed despite them.  For the other side of the example, I’m certain that you have a number of people you fell in love with, who failed at your company, despite their personalities, experience and track records.

That’s where OMG (Objective Management Group) comes in.  The OMG Sales Candidate Assessments are sales-specific, role-specific, accurate and predictive.  They take the guess-work out of hiring salespeople because they identify the sales candidates who will not succeed in a specific role in your company early in the process to save valuable time from being wasted on resumes, phone calls, Zooms and face-to-face interviews.  Sound helpful?

Hiring salespeople doesn’t have to be complicated but most companies get the entire process wrong, skipping important components and failing to effectively execute others:

• Setting appropriate expectations as to the timeline, candidate quality, and acceptable performance
• Creating a useful and practical job description
• Nailing the Compensation
• Creating the role specifications for the role
• Identifying the skills required to perform successfully in the role
• Writing a killer job posting to attract the ideal candidates
• Utilizing a predictive, accurate, customized sales candidate assessment
• Conducting the preliminary five-minute phone interview to determine whether the candidate should be formally interviewed
• Using the resume and assessment to conduct effective, challenging, fact-finding first interviews
• Selecting candidates for final interviews
• Conducting final interviews to sell the opportunity to great candidates
• Winning Job Offers
• Effective On-boarding for new salespeople to produce out of the gate

We can help you, but you must want to be helped.  That means getting your ego out of the way, embracing a different way to hire salespeople, a willingness to pay for the help, and being more patient than before.  If you are willing to do that, you can be a big winner and your new salespeople will outperform those who you previously hired.  Here are some resources:

• Sales Hiring Mistake Calculator 
• Free Trial  of OMG Candidate Assessment
• Free Sample 
• White Paper on the Science of Salesperson Selection 
• Skip the free stuff and help me hire the right salespeople