Reluctance Assessments, Sales and Management Training, and Consulting, Mike
Stewart enabled my team to close
more than $35,000,000 in new annual sales revenue." - Tim Matthews, Vice
President, Overhead Door Corporation
Successful sales behaviors of otherwise
well qualified sales candidatescan
be predicted to a reasonable degree of accuracy by identifying a
DNA of Sales Success™
through our exclusive pre-hiring sales process.
"Totally unbiased, non-emotional view of every candidate...
enabled us to turn our sales force completely around."
- Dennis Gillespie
Vice-President of Sales
High Producing Salespeople are
'Genetically Different' They Possess the DNA of Sales Success™
Extensive psychological research, and statistical analysis, reveals
that there is something inside highly successful salespeople that is
not present in those who aren't as successful. We refer to
this 'genetic difference' as the DNA of Sales Success™.
"We used to think our fate was in our
stars. Now we know,
in large measure, our fate is in our
- James Watson, Nobel Laureate
Identify candidates most likely to prospect for new business,
Improve retention by reducing turnover of unsuccessful
Constrain the potentially enormous costs of hiring mistakes.
costs of hiring mistakes can be stunning.
Tangible costs of such mistakes can easily run between 200% and 300%
of the salesperson's annual earnings. I have recently had
several Human Resource Professionals tell me that the cost of hiring
mistakes in their companies are significantly greater than these
course, this doesn't include many devastating intangible costs of
hiring sales people, such as:
Lost prestige and reputation of the manager in the eyes of
Lessened credibility and authority in leading the sales force he
Lowered self-confidence and self-esteem
Increased anxiety and stress and related health risks of the
Lowered morale within the sales force as other salespeople are
higher standards that non-performing new hires
Lost prestige and reputation of the entire sales department in
of the rest of the company
Lost prestige and reputation of the company in the eyes of
other influential people in the marketplace
Morale and economic boosts for competitors in the marketplace
Through good recruiting practices and interviewing techniques,
it's relatively easy for most companies to find sales candidates who can
do the job.
Unfortunately, such techniques do not predict whether or not they
will actually perform these tasks when and where they need to.
In fact, a study by Michigan State University revealed that
interviews are only 17% predictive of how a person
perform on the job.
The challenge, then, is identifying those who will do the
weeks after hiring a new salesperson, you don't want
to find yourself asking, 'Who is this guy?'" - Mike Stewart, CSP
FREE White Paper providing
extensive discussion of this topic
Characteristics of Effective Pre-Employment Assessment Instruments
Assessment instruments used in the pre-employment process for
business-to-business salespeople should:
sales-specific and show consistent statistically significant
corrections between quantified test results and measurable units
of sales production
the result of extensive empirical research
Not discriminate against protected groups thus posing no
Support the culture of the company using them for selection
administered completely on line via the internet
Represent a sound financial investment
provided by an expert consultant or firm devoted exclusively
sales profession, with appropriate credentials that include
business-to-business sales experience
"Highly qualified salespeople who are not performing will make
This should not be a mystery."
- Mike Stewart, CSP
misled by "Personality" (DISC) assessments.
Assessment of 'behavioral style
or preferences' is the most common form of
pre-employment testing of sales candidates. Sales managers and
professionals, as well as the subjects themselves, tend to be
the 'accuracy' of such assessments. They say things such as,
him perfectly," "It was right on," and "Amazing! That's
exactly the way she
These assessments are,
indeed, usually very accurate in describing how a
person will do something, which can be very useful in facilitating
and relationships within a sales team. However, such
instruments do not predict what a person will do when it comes to performing the selling
tasks required to develop new business.
"The assessment of
behavioral style (DISC) will not predict success in sales"
- Conclusions of Extensive Research
According to this research, measuring behavioral style is usually
not a significant factor in pre-hiring assessment of sales
"We always find ways
to out-dumb ourselves."
- Kari Saragusa, Sales Executive
For a preliminary assessment of the
overall presence and severity of
within your sales organization, and what to do
about it check our FREE
SPQ*GOLD®, Fear-Free Prospecting & Self-Promotion
Workshop®, Psychscore® are registered
trademarks of Behavioral Sciences Research Press, Inc., Dallas,
Texas. ALL RIGHTS RESERVED.
"We recruited players who were intrinsically motivated. We
interested in guys we had to 'build a fire under."
- Marv Levy, NHL Hall of Fame Coach
salespeople intrinsically motivated?
Research studies reveal
that 72% of top sales performers are motivated primarily by
a Utilitarian attitude. This means that they seek to satisfy
their passionate desire
for money in a practical and efficient way before they seek to
satisfy other, less compelling, motivations.
"Show me the money!"
- Cuba Gooding, Jr.
To find out what is, or is not, motivating your salespeople