In this blog article, we discuss the similarities between the NFL Draft and hiring better salespeople and increasing sales. Like the draft, sales managers must do their best to discover if their potential candidate is a fit not only for the particular sales role, but the organization
What tests must your next recruit pass to excel on your sales team? What are you doing to ensure that your sales candidates have what it takes to become a top performer?
Last night, the first round of the NFL draft took place and here are a few important facts about the event:
- There are only 224 out of 16,000 eligible draft players
- Roughly $1.3 Billion in contracts will be negotiated and signed
- They must participate and attain a certain score in the following;
- 40-yard dash
- Bench press (225 lbs x reps)
- Vertical and broad jump
- 20 and 60-yard shuttle
- 3 cone drill
- Position specific drills
- 60 interviews in total at 15-minute intervals
- Physical measurements
- Injury evaluation
- Drug screen
- They Cybex test
- The Wonderlic test
Not only must the player submit to these evaluations, but keep in mind that their entire college career, has been videotaped. Statistics on yards, catches, passes, tackles, rushes, etc. are kept and used by professional scouting organizations to determine the likelihood of an athlete having what it takes to make and succeed on an NFL Football Team.
What tests must your next recruit pass to excel on your sales team? What are you doing to ensure that your sales candidates have what it takes to become a top performer? How much data do you collect, and how reliable is it? How much interviewing do you do? And finally, is it consistent enough to eliminate variability in data, thus eliminating variability in hiring and eventually in performance?
In the coming months, I’m guessing that the following are going to happen:
- The sales talent pool will be flooded from many industries that suffered partial or complete shut down and had to let people go.
- A lot of unqualified salespeople will be hired only to be let go within the following 12 months.
What should you do?
Take some pointers from the NFL playbook on drafting talent:
- Know EXACTLY what role you are looking to hire for
- Know EXACTLY what a candidate has to do in order to succeed in that role
- Create the ideal job attraction post of the candidate that will execute the role
- Assess ALL candidates before your interview them for their will to succeed in selling and sales DNA
- Interview them for most the critical characteristics like:
- Phone skills
- Have these candidates audition through roleplays and their ability to demonstrate success, recover from rejection and ask questions while listening intently
- Implement a consistent vetting process that is managed and inspected
- Prepare them to make a decision when you offer them the position
- Onboard them as if they are new to the industry and role
I’ve talked to several people today. All of them told me that they are on a hiring freeze and the companies they work with are also on a hiring freeze. That probably includes you. But this will not last. When it is over, you need to be prepared to act rather than wait until it’s time to start the process all over again.
Here are some resources to help you hire the best people to be successful in your company:
- Access to a free trial of the highly predictive pre-hire sales assessment
- Objective Management Groups SmartSizing tool that will help you evaluate who to keep on your team and in which roles