Are you ready to revolutionize your sales team and drive unprecedented success?
As the Customer Growth Expert, I’ve witnessed firsthand the transformative power of embracing non-traditional sales candidates and leveraging science-based sales assessments. In this article, I’ll make a compelling case for diversifying your talent pool and adopting a data-informed approach to hiring.
The traditional approach to sales hiring is fraught with limitations and missed opportunities. Recruiters and sales leaders often draw from a narrow well of experience, perpetuating a cycle of poor behaviours and limited innovation. But the truth is, sales is much more than just selling – it’s about understanding people, solving problems, building relationships and making a business case. And these skills aren’t confined to only those with a sales background.
Gartner’s Peer Community, a crowdsourced platform with respondents includes 50 Directors, VPs and C-Suite executives recruiting for B2B front-line sales positions. This research highlights the obstacles facing organisations seeking to diversify their sales talent. Resistance from existing teams, candidate reticence, and a limited talent pool are significant challenges.
What if I told you a vast pool of untapped potential is waiting to be discovered?
Consider the success story of a VP at a software company with less than 1000 employees. By recruiting salespeople from non-traditional sources like hospitality and teaching, they were able to build a high-performing team without the need to undo bad habits. This approach not only broadens the talent pool but also brings fresh perspectives and diverse skill sets to the table.
How can you replicate this success in your organisation?
The answer lies in reimagining your hiring process and leveraging science-based assessments. Traditional interviews and resumes/CVs have limited predictive effectiveness, with success rates as low as 20% and 18%, respectively. Our assessments focusing on sales-specific competencies offer higher predictability.
One such competency is the “Will to Sell” – the drive and determination to succeed in sales. Research shows that this trait is the number one predictor of high-performing salespeople. While skills can be taught, WILL (or Drive) cannot – which is why it’s crucial to hire for this trait.
Another critical factor is “Sales DNA” – the core beliefs and actions that either support or limit sales success. Sales DNA tests are 72% predictively valid in selecting top-half performers and 100% predictively valid in identifying bottom-half performers. By understanding a candidate’s Sales DNA, you can make more informed hiring decisions and mitigate the risk of making a bad hire.
But it’s not just about assessing candidates before the interview – it’s also about supporting them throughout their journey. Once you’ve identified top talent, it’s essential to provide targeted onboarding and ongoing coaching. By understanding each individual’s strengths and areas for development, with targeted coaching notes, you can ensure they thrive in their new roles and drive revenue growth for your organisation.
We use a rigorous assessment process to support CEOs, CROs and Sales leaders to recruit the right people for the right seat in sales. The process draws from 2.6 million previously assessed salespeople. By benchmarking data and identifying top candidates tailored to your culture and industry, we ensure that only the best make it through to your interview stage. This data-informed approach not only reduces hiring mistakes but also guarantees sales success.
It is time to break free from the limitations of traditional hiring practices and embrace the power of non-traditional talent and science-based assessments. By diversifying your talent pool and hiring for sales-specific competencies, you can build an elite, productive sales team that drives revenue growth and delivers exceptional results. So why leave your sales success to chance?
Reach out today to learn more about how you can unlock the full potential of your sales team.
