My good friend and sales trainer extraordinare Rory Clark, CEO of Focus $elling, says that “A tired salesperson is a lousy salesperson.”
Who could argue with that?
The SPQ*Gold assessment includes a measurement for physical and psychological energy. How important is it to know whether the salesperson you are considering hiring actually has enough gas in their gas tank or juice in their battery to get out there and prospect, generate leads and follow through?
Sometimes salespeople who score low on motivational energy, say “I am a marathon runner, how can I be low on energy?” Well, just becomes someone is a runner, doesn’t mean that they have enough energy left for a full-fledged sales career making and showing up to 12-15 appointments a week.
Connie Kadansky, administers the only assessment in the world that measures Sales Call Reluctance plus motivation, goal level, goal diffusion and problem solving. Please call her at 602-380-5431 or email her at email@example.com
Recently I cold called an employer inquiring about how his salespeople were doing with prospecting. He was a happy-go-lucky guy and said, “We are doing okay now. However, I just got rid of a guy who didn’t want to interrupt prospects.” This employer paid $4,000 to a salesperson who did not produce one penny.
So, decision time! Does it make more sense to invest $175 in a pre-hire sales assessment or to spend two month’s of base salary to find out a salesperson has Yielder Sales Call Reluctance?
This does not include the time and effort spent to train and develop this individual, plus lost opportunity costs.
Yielder Sales Call Reluctance is the most costly type of call reluctance and the most common. Salespeople with this behavior do not want to interrupt their prospects. They do not want to be pushy or intrusive. They make better account managers than account developers.
Save yourself a whole lot of money, plus headaches, by assessing sales candidates prior to hiring them.
How do you feel when someone wants to give you a “test?” Most of us have a little anxiety around taking a test. I immediately remember how overconfident I was at age 16 when I went to take my first driving test and I did not pass! I was devastated because my girlfriend passed it the same day getting 100%.
We encourage our clients to position the SPQ Gold assessment as a part of their “interviewing” process. Notice “interviewing” process and not “hiring” process. Also we recommend you refer to it as an assessment and not a test.
We recommend that our clients have their candidates take the assessment in their office under standardized conditions. It normally takes 40-45 minutes. If it is not possible to have your candidates take the assessment in your office, please talk with Connie Kadansky as to how to properly administer the assessment through email instructions, etc.
If you are going to invest in an assessment, why not make sure that you are properly administering the assessment? This is positive for you and for your candidates.
Connie Kadansky, authorized/certified licensee providing the only assessment in the world that measures Sales Call Reluctance. firstname.lastname@example.org or 602-380-5431
A VP of sales called last week to inquire about the SPQ Gold Assessment. He is currently using an assessment that clearly states “hire” or “don’t hire” on the report. His suspicion is that he is passing up on good sales candidates. In my view and experience, he has a legitimate concern.
We give our hiring authorities more credit than completely basing their hiring decisions on an assessment. The SPQ Gold and all other assessments are only tools in the tool box.
There are some sales managers who can train and develop through Overpreparer and Yielder Sales Call Reluctance. At the same time, there are managers who have zero patience for the Yielder behavior. This needs to be taken in consideration when making hiring decisions.
When reviewing a sales candidate’s assessment with my clients, I provide a professional consult and interpret specific measurements, along with inquiry as to the manager’s style and leave the decision to “hire” or “don’t hire” to them.
Lives are becoming more and more complex as we evolve. The heavy use of technology is a factor of whether someone can concentrate and focus. Some people are literally training their brain to NOT pay attention due to their multi-tasking and high dependence on technology.
Last weekend I attended a Saturday seminar and a father was there with his daughter. He said that he was in attendance to spend some time with his daughter, whom he rarely sees. Interesting, during the breaks, I noticed that he was heavily concentrating on his Ipad and his daughter was seriously focused on her Iphone. No judgment. Just a notice.
The SPQ*Gold has a measurement for Goal Diffusion, measuring the candidates’ internal and external distractions. This is not a make or break measurement, or a “hire” or “not hire” component for most sales organizations. However, the ability to focus is an important characteristic of a successful salesperson.
It is normal for hiring authorities to call a sales assessment a “test.” However, it is an assessment and only a tool in the tool box of hiring. Think about it. When you are told you are going to take a “test,” you immediately get a little jittery; right? We immediately recall the tests we took in school, our driver’s license test, test to get accreditations, etc. and most of those experiences created anxiety.
There is no “pass” or “fail” with the SPQ Gold assessment. There are many different dynamics that play into a hiring decision. We encourage our clients to use assessments wisely and take into account all the dynamics of the hiring process.
Connie Kadansky helps hiring authorities take the guesswork out of hiring salespeople. 602-380-5431