Sales Screening for Sales Leaders: Hiring the Right Sales People
With our Profiling Assessment, you’ll finally be able to get solid data and objective performance metrics to know how to hire the right sales people. Learn their greatest assets — and their potential derailers.
Imagine a service so reliable that you could eliminate the majority of mistakes made when hiring salespeople or sales managers. Don’t be fooled by a resume, an incredible track record, or a candidate’s ability to WOO you. We can cut through all this and give you reliable insights into what to expect six months later, and a year later. Do they fit your team? Do they fit the roles and functions you want to hire for? Where will they excel, and where will they fail? They’re missing some key strengths, but should I hire them anyway, and how can I maximize their potential success if I do? What aspects of the sales process will they struggle in: Networking? WOOing? Closing? Maintaining & Upselling relationships? Many people hired to sales positions lack the essential abilities to becoming top producers. We’ll help you cut through all this!
We know how challenging and frustrating it can be when trying to understand how to “Put the Right People, In the Right Seats.” Every Sales Manager needs to be able to take the evaluation of a salesperson’s capacity out of the subjective –“I think, you think” – to the objective – “Here’s your strengths and what I can expect from you.” This eliminates a lot of negotiation and guessing in your hiring process, diminishes the amount of effort, and focuses everyone on the one thing every sales team wants – greater productivity. You’ll look like a superstar.
Take the emotions and the guesswork out of hiring sales people.
Objectively measure a candidate’s natural strengths
Objectively measure a candidate’s potential derailers
Optimize your team by hiring folks that will excel at the particular roles and functions your team needs
Use for profiling new hires to take the guess work out of the interviewing process
With our assessments and consulting — you’ll gain eye opening insights into your sales candidates — and your sales team.
For every single assessment, we will have a 20-30 minute phone call with you to strategically and tactically debrief the results. Incredible insights happen during these collaborations – take the guesswork out of the process.
We are totally sales focused and the results will be incredibly precise and easy to understand language for recruiting high-results salespeople.
We go way beyond style, behavior, and personality – straight to the DNA of the Central Nervous System (neurophysiology). We use the only tool in the world that can accurately assess mental disorder without a behavioral interview — Sales People can’t trick it. We’ll know if there is a bias set, and will work with you to decide whether or not to allow them to retake the assessment.
Our support goes way beyond the data, and we help managers know how to ramp-up, develop, and motivate each individual.
Our consulting and reports are easy to understand and written with a sales manager friendly language… You’ll love the clarity and simplicity.
You shouldn’t have to roll the dice when it comes to sales hiring screening and sales profiling. Today’s leaders face demanding challenges. Personality testing is a $500 million industry which makes finding the right assessments all the more difficult. Our clients want to know how well the instrument measures what it proposes, and how well it predicts their desired outcomes. We use one of the most psychometrically robust tools on the market; with an average coefficient alpha of .83 (among the highest of all assessments).
STEP 1 – Purchase
STEP 2 – We’ll email you a link for the Sales Person to take an online assessment (will take them 20-30 minutes)
STEP 3 – We’ll compile the data and email you to schedule the consultation (usually within 3-4 business days)
STEP 4 – We’ll meet with you for a 20 – 30 minute debrief on the results (30 – 60 minutes for the first few until you’re familiar with the reports and the process). At the end of that call, we’ll email you the results.
Purchase the assessments without any debrief or interpretation for $279 per candidate
Application & Benefit: Perfect for the hiring manager who wants to get a quick overview as to the person’s suitability for the job.
Application & Benefit: Ideal for the hiring manager who wants to get a deeper look at a candidate’s capabilities. Recommended for the person that you want to hire.
Each participant gets their own personalized assessment and access to a powerful video course created by Scott David (our in-house brain expert). Each video can be watched up to 2 times, and the course is available for 30 days from the time of purchase.
Application & Benefit: This is a simple way for the salesperson or sales manager to get a deeper understanding of their report, on their own time schedule. Though it’s not as detailed or robust as the personal coaching options below, it saves money and allows you to go at your own pace.
Application & Benefit: A 2-hour deeper dive with our in-house brain expert, Scott David. You will gain incredible insights that will shine incredible light on how you learn, lead, relate, and SELL!
* Important Note: A 15% discount will be given for coaching 2 to 4 people on one call.
Purchase the assessment with 1-on-1 ZOOM Video coaching (manager can attend at no charge, if desired)
Application & Benefit: A very thorough and incredibly personalized look at your SALESMapä with our in-house brain expert, Scott David. Scott has coached almost 10,000 people through this, and it will literally change your life. Gain incredible insights that can radically redefine how you improve positive emotions and decrease negative emotions. This is anything but a 1-size-fits-all approach. You will learn exactly what you need to do (based on your unique brain wiring) to increase efficiency, effectiveness, productivity, happiness, and SALES!
Contact Us to purchase: firstname.lastname@example.org
Two half day sessions of live ZOOM coaching; each participant does the assessment and 1-on-Group ZOOM Video Coaching. You can put as many people as you want in the ZOOM meeting.
Application & Benefit: You will experience incredible power in doing a group debrief – you will understand your colleagues at a much deeper level, and also understand your own strengths and potential derailers within the team. To say that this builds camaraderie, respect, and team building… would be a gross understatement. You will learn how the very things that push your buttons, are actually strengths in your team members (when others annoy you, it’s actually much less personal than you think). You will learn where your team has group-think (where the team is too “in-the-box” in strategy, tactics, and execution) and also where your team has gaps (needed
strengths that don’t exist anywhere on the team) – and what to do about this. This coaching is not only a debrief of the team’s results – but provides opportunities for team members to contribute ideas to help with: Strategy > Tactics > Execution. Though not necessary, we highly encourage Sales Managers, VP of Sales, Executives, and the President to attend — even if they don’t take the actual assessment. You will gain insights about your team that can literally change your culture and approach to leading and selling.
PROFILING DURING THE INTERVIEW PROCESS (United States only)
We use the WB5P (WorkPlace Big 5 Profile) which is individually based and quantitative (in other words, it is not broad stroke categories like most tools such as the DiSC behavioral instrument). It is a very statistically sound (valid & reliable) instrument.
WB5P CAPACITOR REPORT
When using profiling during the interview process, you need to use the WB5P Capacitor Report (specific competency requirements for each employee segment) in order to ensure full compliance with current labor laws. This is included in our service.
In other words, regarding segments, we would create competency requirement profiles for each segment (e.g. office workers, customer service reps, sales professionals, etc.) and then measure potential hires against those segmented pre-created profiles. Unless we hear differently from you, we’ll order the Sales Profile Segment.
Now, there is one very important caveat in order to be within compliance standards. Once you decide to do this, you must make a commitment to always use the profile with future candidates moving forward. This does not necessarily mean that you would have to run a WB5P on every single prospective new hire. Allow me to explain:
1) EMPLOYEE SEGMENTS – We would NOT necessarily need to run the profiles on all prospective new hires, but only on those segments which we pre decide upon. In other words, if we decide to profile customer service reps, we would need to profile all CSRs in the future — but wouldn’t need to profile other segments of employees. Doing this makes the process definitive and consistent within a given employee segment; this keeps us within legal regulations.
2) ALL PROSPECTS IN A GIVEN SEGMENT? – Furthermore, we would not need to run a WB5P on every single new hire candidate. For example, you may interview 15 people for a CSR position, and then after the oral interview process, we may run the WB5P on the top three finalists. It doesn’t matter if you decide to do it on all candidates or just the finalists; but we need to be consistent in our method, which ever you choose.
OVERALL CONSISTENT PROCESSES & MATRICES
Furthermore, the method/process you create must be fully objective across the entire interview process — not just the profiling instrument (i.e. WB5P). As is good standard practice anyhow, you must be consistent and have matrices across the entire interviewing process. For example — and minor changes are of course ok — there should be a consistent and standard set of interview questions that are always used with every single prospective interviewee in a given segment. This should be done regardless of whether or not you choose to use an instrument such as the WB5P.
OVERALL COMPLIANCE OBJECTIVE
The goal is to be sure you can prove that you made consistent and logical sense of who you are assessing and who you are hiring.
The cost per person is $427
This would include a 15-60 minute phone call with you (or video conference) to discuss the candidate
Early on, the calls will be closer to 60 minutes, but as you become more comfortable with the report, it will take less and less time to debrief you on your candidates
You will receive a digital profile on each candidate, which will be emailed to you after the consultation call
About Dave Kahle
In his first career as a sales person, Dave Kahle was the number one sales person in the nation for two different companies, in two distinct selling situations. That led to his second career as a sales authority.
As a sales authority, Dave has written 13 books, which have been translated into eight languages and available in 20 countries, and presented over 1,000 times in 47 states and 11 countries. He’s trained literally tens of thousands of sales people to sell better, thousands of sales managers to manage better, and has worked personally and contractually with over 459 companies.