Last updated on May 13th, 2019 at 02:42 pm
I really enjoyed all the articles in the Small Business Times’ recent cover report on "Dearth of a Salesman."
The coverage provided a lot of great information techniques and tools used to find and select top sales performers.
What I find interesting and missing from all of this is a critical first step – providing the exact metrics for personal skills, behaviors and motivational environment specific to an organization’s culture (benchmark the job).
Statistics continually show us that we tend to hire for experience and technical skills but when a person fails, it is almost always for the lack of these attributes specific to the job and the culture.
When organizations start out with this critical first step they:
- Create a blueprint (maybe for the first time) specific to the job within their culture.
- Provide the metrics to measure the job benchmark to the candidates attributes through assessments.
- Understand and measure the reward system within their culture that encourages high performance.
- Define the critical personal skills needed for success.
- Have a platform for developing (training) the critical skills defined in the benchmark.
All of this dramatically increases an organization’s ability to attract and retain top performers the first time.
Hiring mistakes are very expensive. The last number I have come across is five times the salary. For sales, that can translates well into the six figures. In a tight hiring market, this is a critical first step.
Jerry Woodrow is the senior partner at Quantum Performance Group LLC. He can be reached at (262) 337-0622 or JWoodrow@QuantumPerformanceGroup.com.