The standard wisdom used to hold that the very best salespeople came with a solid marketing or business background.
But that wisdom has proven to be built on an unsteady foundation: Sure, great salespeople can come from those two typical career paths, but they don’t have to. How then do you find the best of the best to generate top sales for your company?
This graphic can help along the journey to hiring the best salespeople yet.
Where to Find Salespeople in Non-Sales Careers
This article was originally published on The Salesforce.com Blog.
Jessica Bennett is a writer, editor, and novelist. Continue reading
Implementing People Analytics
Michael Cavaretta, Lead Data Scientist (before data science was cool) at Ford Motor Co. crafted a striking article on the fundamentals of analytics. With over 15 years experience, Michael points out the most critical question that is too often overlooked, “so what?”
Many analytics presentations crash and burn because no one answered the question, “so what?”
We often talk about the power of people analytics and the potential it holds for business large and small. Michael even makes note in his piece, “Anytime you look at business metrics there is an opportunity to use analytics. A hot area right now is the application of big data and analytics to HR processes.”
It’s clear that human resources and hiring are itching for a revolution – but without defined strategy, many firms will fail. Continue reading
The business case for people analytics
Most recruitment processes are simple:
You send in a resume
A human reads it and decides they like the words on the page enough to interview you
They bring you in for an interview and have a few people that are not well trained
in interviewing, ask you questions
The firm makes decisions based on the personality
of the applicant and interviewer
1 in 3 new hires leave within 12 months
On the flip side, rejected candidates can go on to become extremely successful, leaving firms sorry they missed the chance when they had it. Continue reading
Just when you thought you were on top of the newest HR trends: video interviews, payroll automation, virtual conference rooms… “People Analytics” crops up. What does it even mean? And where should you start?
The term people analytics refers to any data-backed people management decision. While it seems to be the hottest buzzword in HR circles today, be weary of implementing too quickly. In an expert panel last week David Woodward, Chief Product and Innovation Officer at Ceridian put it well, “HR mustn’t run before it can walk. Getting an accurate headcount is still a challenge for some companies.”
If this rings a little too true at your firm, don’t panic – small, calculated steps can quickly put you ahead of your competition and there is a lot of new software out there to help you. Continue reading
Recruiting sales reps at a startup is so important that, David Skok, entrepreneur turned VC, considers recruitment the third critical startup skill.
I’ve helped hundreds of customers hire sales reps at their own companies, and these are the top 3 mistakes I see startups make when recruiting sales reps summarized in an infographic below.
Mistake #1: Going with your gut when it’s not backed up by data
I hear it all the time – hiring managers say “I just don’t think they are a fit” which is code for “I don’t like them.” This is controversial, but I don’t think you should recruit using gut feel. Continue reading
In Episode 4 of Ideal’s video series The Science of Sales Hiring, I explain how following your ABCs
reduces your time-to-hire sales reps by 32% on average.
Reduce time-to-hire sales reps at the top of your sales hiring funnel
What do I mean by Assessing Before Conducting? Specifically, you should be assessing sales reps’ personality and culture fit before conducting the interview. Why?
According to The Harvard Business Review, you should:
Use short, online assessments as a first screening step before the interview to weed out the least-suitable applicants, leaving a smaller, better-qualified pool.
Ideal’s data has found that by reducing the top of your sales hiring funnel by assessing sales reps’ before conducting interviews reduces your time-to-hire sales reps from 41 days to 17 days on average. Continue reading
What’s a sales personality assessment? And how does it help you hire better salespeople?
In the third episode of Ideal.com’s video series The Science of Sales Hiring, I explain how a sales personality assessment helps you identify salespeople who are more likely to succeed in your sales role – and produce 20.7% higher sales revenue on average.
The personality traits to look for when hiring salespeople
The most commonly researched personality traits for salespeople are the OCEAN traits (aka The Big Five):
Openness to Experience (how creative you are)
Conscientiousness (how hardworking you are)
Extraversion (how social you are)
Agreeableness (how nice you are)
Neuroticism (how negative you are)
Out of the five OCEAN traits, the ones that have the highest correlations with sales performance are: Conscientiousness and Extraversion. Continue reading
The best way to assess a sales rep’s personality is by, well, using an assessment. But if you want to also assess a sales rep’s personality in an interview, our infographic below summarize the research on how to accurately do it.
The sales rep’s personality traits that are best assessed in an interview
Research has found that people are more accurate when judging someone else’s personality on more observable traits such as how extraverted or hardworking that person is.
Research on personality and interviews has found this to be true: Extraversion and Conscientiousness show the highest correlations between self-rated personality and interview ratings. Continue reading
Experts like Jason Lemkin and David Skok agree that the number one priority for a sales team is recruiting the right people.
Source: David Skok
Hiring the right salespeople can lead to a 21% increase in revenue, yet sales hiring is still plagued by bad assumptions and old-fashioned practices.
Not only are you losing potential revenue by not hiring the right salespeople for your open roles, you’re losing money: the average cost to replace a failed sales hire is $114,957. Ouch.
To help you avoid making costly sales hiring mistakes, I hosted a free 30-minute webinar on the 5 Costly Mistakes You’re Making With Your Sales Hiring (And How to Fix Them). Continue reading
Welcome to the second episode of Ideal Candidate’s video series: The Science of Sales Hiring.
In this episode, I’ll go over 4 science-backed tips on how to write a sales job posting to find, attract, and hire the best salespeople for your team.
Why your sales job posting matters
Don’t make the mistake of neglecting your sales job posting! A recent survey by CareerBuilder found a bad job posting is the third most important factor that causes job seekers to have a negative perception of a company.
So it’s important to keep in mind your sales job posting is part of your talent brand that candidates use to judge the attractiveness and fit of your sales role. Continue reading