Profiling
Why is profiling so important when selecting a new salesperson?
Consider why the following exists
- The sales person who insists on more training before going to see prospects or customers as opposed to one who sees no obstacle in meeting prospect with virtually no information at all!
- The sales person who never gets back to their customers or correctly resolve problems, or the one who spends an inordinate amount of time managing customer detailed expectations.
The answer is in understanding how a salespersons character affects their working style. Every sales manager understands the concept of "Hunter" and "Farmer" – which is a basic form of profiling.
Understanding why sales people act and respond differently is the core objective for any senior sales manager. This variation if correctly identified, answers why sales person "A" is good at getting new business, but bad at maintaining customer relationships, and why sales person "B" is excellent and producing and delivery a strong technical presentation to a board of directors, where sales person "C" tries to constantly wing it?
The SalesMatch model has built in profiling within the search engine so that candidates are correctly matched with job vacancies.
Key Elements:
SalesMatch identifies 4 key elements that form the basis of any sales role.
- Assertion
- Communication
- Pace
- Detail
They are not confined to these four elements but they do provide objective recruitment selection criteria as opposed to traditional C.V. word search. Two additional elements are intellect and desire – both of which can be assessed with the right interview and assessment techniques.
In Summary
Matching character profiles with job roles ensures reduced stress levels, because you are fitting sales people in their natural environment. This creates a compatibility which leads to higher performance and greater stability for the candidate and the employer.