Return to site

Sales Hiring Problems Addressed via Diagnostics

How well do you know your people?

Sales Staff Are People; People Are Individuals.

Individuals possess a unique set of…

  • Attitudes
  • Values
  • Interests
  • Behaviors
  • Skills

It is this unique mix that makes them good at some things and bad at others. Fish got to swim…birds got to fly. If you’re hiring fish to fly and birds to swim, you’re going to have productivity, turnover, and morale problems. And all the training in the world isn't going to change that. People can’t be trained to be what they aren't.

Imagine being able to take an X-ray of this unique internal make-up. Then matching it… superimposing it… over an accurate template of the type of person you are looking for. The simple reality is this: the closer the match, the better the fit, the greater the chances for long term success for both the sales representative, the team and the company.

You can’t tell a book by its cover
You've been there. The applicant interviews well, the resume looks good, and he promises to excel in the job. And six months later… another failure. What happened? Cars (still) have manuals, so do people. It’s possible, using diagnostic tools, to accurately determine behavioral styles, attitudes, and skill sets. How much do you know about your people in the following areas?

Behaviors
DISC is the language of observable human behavior. People have similar characteristics in terms of “how” they act. By learning these characteristics, we can increase understanding and communication.

The four types of behavior are:

  • Dominance: people who are forceful, direct, and results oriented.
  • Influence: those who are talkative, fun-loving, and optimistic.
  • Steadiness: normally patient, relaxed and slow to change.
  • Compliance: people who are precise, detail oriented, and methodical.

Attitudes, Interests, & Values
Every day we are faced with real situations which call for thought, decisions, opinions and actions. Consciously or unconsciously, every decision or course of action we take is based on our experiences, beliefs, attitudes and values. Values provide the “why” behind a persons actions. Things they perceive as having value or worth will be deliberately pursued. Values help us make choices when confronted with difficult decisions.

Today we are starting to hear people say that values are one of the most important considerations in selecting people for jobs, whether individually or as a team. People will be more productive when both the intrinsic and extrinsic rewards in their work environment support their basic personal values.

There are six basic values that have been identified:

  • Theoretical: the drive for truth and knowledge.
  • Utilitarian: a characteristic interest in money and what is useful.
  • Aesthetic: a focus on form, harmony and beauty.
  • Social: an inherent love of people; an interest in eliminating hate and conflict.
  • Individualistic: an interest in personal power and influence.
  • Traditional: a search for the highest value in life, unity and order.

We find that certain occupational groups share common values. For example, Sales, Entrepreneurs, Management are usually High Utilitarian (money) and High Individualistic (power) whereas Social Workers tend to be High Social (love of people). From these examples, it's clear that hiring individuals whose basic values are in conflict with the realities of the position can cause frustration, poor performance, and turnover.

Skills
Once you find someone who matches your criteria in the areas of behavioral style and values, diagnostic tools are available to assess the skills that the person has developed. Thus, profiling can aid management in identifying skill areas that an applicant possesses and in determining where training would be beneficial.

 

Diagnostic tools are available to assess skills in the following areas:

  • Sales
  • Management
  • Customer Service
  • Organizational Climate
  • Team Effectiveness

These evaluations can be customized depending on the needs of the organization and can be administered as 360 degree or self-assessment vehicles.

How well do you know your people?
If you have problems in the areas of profitability, productivity, turnover, and morale, you may have people in positions where they are not likely to succeed. Wouldn't you like to have the “manual” for every employee?

Want More?​

Check out our 'Team Selling Manifesto' to learn more about the concept of Team Selling!

Interested in Team Selling for your organization but not sure if it is a fit? Download our extensive 'Team Selling Readiness Checklist' to see if this is right for you.

All Posts
×

Almost done…

We just sent you an email. Please click the link in the email to confirm your subscription!

OKSubscriptions powered by Strikingly