Hiring Sales Representatives: Focus on Behavior
An interesting article from the Harvard® Business Review (hbr.org) reveals what we have preached for years: when it comes to hiring good sales representatives, forget the resume, the industry experience and the hard skills. Rather, focus on the needed soft skills and behavior-related characteristics.
It is estimated that direct replacement costs for a telesales employee range from $75,000 to $90,000, while other sales positions can cost a company as much as $300,000. And these numbers don’t reflect the lost sales while a replacement is found and trained. So how do improve your hiring while reducing your sales force turnover (the US average being 25 to 30%)?
The chart below suggests that more emphasis should be put on assessing a candidate’s soft skills in relationship to a specific job environment. Does the applicant’s behavioral package fit with the job and vice-versa?
Our Recru-Tec™ Test also perfectly fits with the suggested soft-skill approach to job fitting assessment. To evaluate job-related soft skills and measure how they fit (or not) your specific work environment, use the Recru-Tec Test. With a precision of over 90% it guarantees to detect what you did not see during an interview – no matter how structured it is.
The Recru-Tec test will tell you if a candidate for your sales job
- Can fit in YOUR work environment,
- Will be able to persist and follow up on potential clients,
- Will be courteous and friendly – no matter how tough clients are,
- Is a natural “hunter” or rather a “farmer”,
- Will be honest with you and with your customers,
- Can work under pressure,
- Is customer and company-driven or mostly money-motivated,
- And much more…
Use the Recru-Tec test to avoid trouble. It is your best insurance policy against costly, sometimes deadly hires which may take months or even years to fix.
Best Selling author of “No-Fail Hiring 2.0”