It is an established fact that about 80 percent of all products and services are sold by 20 percent of the salespeople. This so-called “80/20” rule is a challenge to all sales managers who strive to build exceptional sales organizations. Salespeople who are well matched to their position have higher attendance records, less turnover, higher job satisfaction and superior sales performance.
Competitiveness – (Persuasive, Confident, Assertive) A measure of expressed influence and the desire to win. It is often associated with generalized self-acceptance and confidence.
Self-reliance – (Independent, Individualistic) A measure of the level of an individual’s need for structure and support.
Persistence – (Persevering, Unwavering, Tough) Measures the capacity to stick with a task until it is finished.
Energy – (High Endurance, Spontaneous, Fast-paced) Measures the tendency toward restlessness, activity, and drive.
Sales Drive – (Success-oriented, Internally driven, Outcome-focused) Measures the internal drive for action which motivates activity toward sales. At the highest levels, these individual’s may act as if the end result will justify the means.
Prospecting – the process of pursuing new business. Requires the motivation to gather the necessary information and the energy to stay with the task.
Closing sales – pushing forward to get the sale, to complete the sales process with a win.
Call reluctance – displaying resistance to rejection and a willingness to push through periods of doubt to get the calls made.
Self-starting – having the initiative to keep things moving, even through slow periods.
Teamwork – the level of comfort when working as a member of a team.
Building and maintaining relationships – the approach to relationships with clients and coworkers.
Compensation preference – the preferred approach for being compensated for sales activity.
The Profiles Sales Indicator™ can be completed in 20 minutes. The hiring benchmarks can be customized by:
• Sales Position
• Sales Department
• Sales Manager
Baseline Turnover Rate: 65.48% (84 Candidates Hired, 55 Candidates Separated)
Outcome Turnover Rate: 23.26% (86 Candidates Hired, 20 Candidates Separated)
Baseline Turnover Cost: 55 salespeople at $15,000 each equals $825,000
Outcome Turnover Cost: 20 salespeople at $15,000 each equals $300,000
Annual Turnover Savings = $525,000.
When hiring salespeople, the objective is to hire only those who have the characteristics of the top sales performers. The challenge is to find an instrument that can assess those characteristics with a high degree of accuracy. The Profiles Sales Indicator is a cost-effective solution as it costs only $25 to $50 per sales candidate depending on the number of sales applicants assessed.