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The Art and Science of Selecting Sales Professionals (HBR Has It Wrong!) - Self Management Group - ContactCenterWorld.com Blog

The Art and Science of Selecting Sales Professionals (HBR Has It Wrong!)

Selecting salespeople who will become high performers can be difficult when your organization doesn’t have the right processes in place. You can’t hire based solely on “gut-instinct” (you aren’t sure why you feel the way you do), but then again, you shouldn’t ignore the intuition (a feeling based on information you can pinpoint) of your hiring managers either.
Hiring talented sales professionals is both an art and a science.
You need to determine what you are already doing well in your hiring process, build upon those strengths, and find a way to replicate them consistently (for example, what if your hiring manager with the finely honed intuition leaves the company?).

Attracting and hiring high effort sales people is one of the most important parts of building a top performing sales team.

A recent article in the Harvard Business Review tackles the topic of hiring successful salespeople. The articles states that the “average annual turnover in sales is 25 to 30%. This means that the equivalent of the entire sales organization must be hired and trained every four years or so, and that’s expensive.”

That’s why your organization needs to hire salespeople who will not only be top performers, but who will also have a high rate of retention.

However, the HBR article goes on to claim that “fit” is not a critical factor in selecting salespeople from the available candidates. It suggests a hiring breakdown as follows:

  • 30% Structured Interview
  • 30% Assessment Results
  • 30% Background and Reference Checks
  • 10% Company Culture Fit

At SMG, with over 35+ years of practical data from real companies, we know that fit is extremely important for retention specifically. In fact, fit is the biggest predictor of retention. If you hire salespeople who don’t fit with your company culture and management style, you will have high turnover.

Our Selection Rater for Choosing High Performing Salespeople

Our decades of historical data and research have led us to the best way to select salespeople. Firstly, it is not comprised of static components, as HBR’s model recommends.

Instead – since hiring is an art and science – it is a dynamic model that allows an organization to weight each component based on their strengths as an organization and the hiring managers. If your organization is excellent at assessing a specific element, that should be built directly into your selection process through strategic weighting of that element.

With proper weighting of the following three components, you can get the best predictions of performance and retention:

1. Science (Objective Profile)

The science portion comes from the creation of position-related norms using the appropriate normative profiles, customized to the position and culture.

For example, our popular POP™ profile is specifically designed for selecting salespeople and can be refined to match your specific needs.

You can also think of this portion as the candidate’s “talent”. Do they have the right DNA to do the job?

2. Effort (Structured Interview)

The effort component is based on a structured interview that focuses on the competencies identified for the specific position.

You can also think of this portion as the candidate’s “habits”. What are their habits of thought and habits of behavior while on the job?

3. Fit (Unstructured Interview)

The fit is a subjective view of how well the candidate will represent the organization, interact with existing team, and match to the manager.

As mentioned above, fit is the single biggest predictor of retention (and therefore, how much time and money will be wasted due to turnover!).

Fit is assessed once you know the candidate can do the job and will do the job. Fit is figuring out: Will the candidate do the job with me and my specific company?

A Powerful Sales Hiring Process

Each of these three components is a source of data, which becomes the basis for ongoing validation and continuous improvement in your hiring process. The data becomes information that can be transformed into knowledge about your company’s culture and selection system. This in turn becomes a powerful source of HR strategy.

The more data you collect, the more understanding you will gain about the best way to weight these components to make the best selection decisions possible. Only through systematic data collection and predictive workforce analytics can you fully understand which candidates have the right mix to become top salespeople at your organization.


SMG has over 35 years of data and research on the characteristics of top performers, particularly in sales roles. Contact us to learn more.

Download a sample POP™ profile.

Source: https://www.selfmgmt.com/blog/the-art-and-science-of-selecting-sales-professionals-hbr-has-it-wrong/

Publish Date: February 24, 2016 5:00 AM


2020 Buyers Guide Speech Technology

 
1.) 
Call Center Studio

Call Center Studio
Call Center Studio is the world’s first call center built on Google and is one of the most secure and stable systems with some of the industry’s best reporting. It is one of the most full-featured enterprise grade systems (with the most calling features, one of the best call distribution, outbound dialing features and integrations—including IVR, AI Speech Recognition, blended inbound/outbound calling and includes Google’s new Dialogflow and Speech API. Call Center Studio is the absolute easiest to use (with a 10 minute setup), and is the price performance leader with lower equipment cost and less setup time.
PH: +1 512-872-7565

2.) 
Daisee

Daisee
Daisee builds technology that empowers people to solve problems by making interactions simple and smart so they can have a more significant impact, be more productive and be better at what they do. We believe incremental improvements carry huge potency and provide exponentially greater change for the better.

Genesys customers can now automate risk and quality management using Daisee’s speech and sentiment analytics and remediation workflow software. Daisee helps improve customer experience, ensure regulatory compliance, identify missed commercial opportunities & training requirements as well as provide valuable insights back to the business directly from the frontline – the true voice-of-...
(read more)
PH: +61404697151

3.) 
Eckoh

EckohASSIST
Advanced speech recognition and natural language expertise that routes callers by simply asking ‘how can I help you?’. It allows customers to use their own words to ask for what they want and steers them to the right place.

Menus are eliminated altogether and contact centres can use a single inbound telephone number.
PH: 01442 458300

4.) 
MattsenKumar LLC

SmartSpeech
SmartSpeech – The Best In Class Speech Analytics Software

An all-inclusive speech analytics application that enables you to visualize your audio using state-of-the-art speech recognition, transcription, and text analytics technologies.
PH: +91 99026 10044

5.) 
Voci Technologies Incorporated

V-Blaze Speech to Text
Our GPU-accelerated, AI-based technology enables you to deliver greater insights to the contact center by transcribing audio into analyzable text.

- Transcribe large volumes of recorded audio quickly
- Integrate transcripts with your analytics or business intelligence platform
- Reduce your hardware footprint and minimize total cost of ownership
PH: 412-621-9310

6.) 
Voxjar

Voxjar
Voxjar is your one-stop-shop for driving better phone calls with your customers. We're a modern Conversation Analytics and Call Coaching Platform.

- Custom Charts and Dashboards give you the freedom to analyze calls from the highest level down to the details of each conversation.

- AI-Powered Speech Analytics transcribes, searches, and analyzes your reps' phone conversations, at scale.

- Quality Assurance and Call Coaching tools let you evaluate and improve agent performance with a human touch.

- Long term recording storage for historical analysis


All of these together provide the holistic, easy-to-use software that you need to manage a modern call team and create better con...
(read more)
 



View more from Self Management Group

Recent Blog Posts:
Positive People = Positive PerformanceAugust 16, 2016 5:00 AM
Succession: Who Is the Best Match for Your Business?May 10, 2016 5:00 AM
5 Simple Steps to Effective Talent SourcingMarch 8, 2016 5:00 AM
The Art and Science of Selecting Sales Professionals (HBR Has It Wrong!)February 24, 2016 5:00 AM
Selecting Salespeople: How to Select and Set Compensation to the Specific Sales PositionFebruary 12, 2016 5:00 AM
How A+ Leaders Leverage Their Top Four StrengthsJanuary 8, 2016 5:00 AM
Did You Just Lose a Great Salesperson and Gain a Bad Sales Manager?November 12, 2015 5:00 AM
30 Questions Suggesting It’s Time for an Employee SurveyOctober 26, 2015 5:00 AM
Dr. Richard Earle Brings Expertise on Stress and Capacity-for-Change to SMGOctober 9, 2015 5:00 AM
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