In the 3rd article of our series Hiring No Assembly Required Salespeople, we cover the Sales DNA competencies a successful candidate must have and how to identify these traits prior to making a hiring decision.
If you’ve been in sales management, hiring, or skill development for any length of time, you have experienced a “Groundhog Day” in sales. In the movie, starring Bill Murray and Andi MacDowell, Bill’s character wakes up every morning to the same day, doing the same things and having the same experiences. He eventually figures out how to get out of the re-cycling of Groundhog Day.
Can you relate?
How many times in a week or month do you find yourself covering the same tactics, talk tracks, and opportunity development strategies? As the late Andy Rooney of 60 Minutes would ask, “Did you ever wonder why”? Wonder no longer.
If the Will to Sell is the fuel (see the second article in our series), then the Sales DNA (audio explanation of Sales DNA) acts either as friction that stops/slows your sales vehicle or as a superset of tires that smooths the road and improves performance.
Looking at the chart, you can see this candidate is “supercharged” based on the green markers. No assembly is required here. The questions now become:
- As of today, are you looking for this data before hiring?
- If a candidate has weak Sales DNA, but you decide to hire them, how do you train and improve the root causes or drivers of sales outcomes?
- Do you have the capacity to address these competencies?
- How is your current vetting process uncovering sales-specific behaviors and beliefs?
- If you are not using any assessment, how would you know if your candidate is weak or strong in these areas?
- Suppose you could hire the candidate assessed above vs. the candidate you see below?
Stop taking chances with your new hire investment. Start taking an extra step-up front to identify if the candidate you are talking to has what it takes to become part of the top 10% of your sales company.
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