Sales Recruitment and Selection
A recurring theme in our discussions with CEOs and Managing Directors is the issue of selecting good sales people. Hiring the wrong sales person is such a costly mistake. Its not just the direct cost of their salary and recruitment but also the lost management effort, lost opportunities that a better sales person would have secured and the reputation damage that a poor sales person causes. Losses of more than $500,000 are common.
If you couple a high failure cost with a high sales team churn rate it gets really expensive. Yet most companies leave the primary search and short listing to recruiting companies that often do not understand sales people and who are mainly concerned with the hiring transaction, not with the long term success of the candidate.
We think there is a better way.
You may think that a job interview is a natural test for a sales person but you are looking for more than just a pleasant conversation. You need to hire someone that can sell and that means someone who has mastered the purposeful sales conversation.
In our opinion there are only two ways observe sales conversation skills:
1. In a real sales meeting with a customer - which is is difficult to arrange with a candidate
2. In a simulated sales meeting. Which is our approach.
By simulating a sales meeting we can assess the candidate's ability to
- Obtain an appointment
- Prepare the meeting
- Open the meeting and set the agenda
- Probe for the customers goals, aspirations and challenges
- Probe for the customers current plans and decision process
- Position your products and services
- Close for to a reasonable next step
The person playing the customer is trained to behave consistently for each candidate and will have direct experience with your customer's business
Full Recruitment Service or Selection Only
If you contract Growth in Focus to locate and short list candidates then all short listed candidates will undergo the simulation skill test. Furthermore, our recruitment service includes coaching for both the new recruit and the sales manager for the critical first six months of employment. We will have a vested interest in your hiring success.
You may also choose to use your preferred recruitment method and contract us for the skills assessment.
The Simulation Service Workflow