Busting Sales Hiring Myths - Hire Talent NOT Retreads

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Sales hiring is hard. Most companies fail to consistently hire superb talent.

There are many reasons, but the chief one is the focus on hiring people with industry experience.

There's a reason they've worked at several companies in the industry, for 2-4 years. Eventually, their mediocre or inadequate performance catches up. Whether they're exited or leave on their own, sensing that outcome doesn't matter. They're not producing.

Alternatively, how about using an engineered process to self-select likely candidates, use a predictively accurate sales-specific candidate assessment to help, and then run a carefully structured process with scorecards and steps to yield better talent.

Here's the thing. There's a lot of implicit bias in sales hiring.

We often look for the wrong attributes.

Research shows that resumes and traditional interviews are each only 18% predictive of sales success. Personality and behavioral assessments are only slightly better (plus most are not appropriate for pre-employment testing!)

In my conversation with Kurt Palmer, president of Schmoll North America - a machinery company that sells to the PCB (printed circuit board industry) he shares his experience working with me to adopt a sales recruiting and hiring process designed to add 2nd standard deviation talent to the sales team.

Learn more here and check out an assessment here

Discover how an engineered process and a sales-specific assessment can transform your hiring strategy. We share insights on overcoming skepticism and adapting to a modern approach in sales recruitment, focusing on skills rather than just industry experience. #SalesRecruitment #HiringStrategies #SalesSuccess #BusinessGrowth #ModernHiring #SalesAssessment #Leadership #MindsetShift #TeamDevelopment #SalesExperts #SalesHiringProcess #SalesRecruiting #SalesTalent #SalesCandidateAssessment #OMG #ObjectiveManagementGroup #SalesTesting