Sales hiring and selection
A sales candidate aces the interview, sales call simulation, and reference check.
Should you hire them?
For thousands of savvy sales leaders the answer has been “not yet.” Rather than risk the costly consequences of a sales hiring mistake, they rely on the Chally Assessment, proven 80% accurate in predicting sales candidate success.
Far superior to so-called “sales personality tests” the Chally Assessment draws upon 30 years of field research among nearly 1,000,000 sales professionals.
- Reliably predicts success of sales candidates using the same actuarial science approach insurance firms use to predict accident likelihoods and lifespans.
- Certified EEO-compliant; evaluates candidate potential independent of race, national origin, and gender.
- No psychobabble; delivers unambiguous “hire” or “don’t hire” recommendations.
- Evaluates candidates against your specific sales job.
- Measures 140 sales attributes and distinguishes among 14 sales roles including sales management
Some hiring managers prefer to introduce the Chally Assessment upstream to save scarce interview time for candidates already proven to possess the required “sales DNA.” Other hiring managers use the assessment to expand the candidate pool by identifying high potential talent that would not have been considered on the basis of career experience alone.
Sales succession planning
Smart sales leaders think ahead.
When you choose the Chally Assessment to help you address an immediate hiring need you receive a report that also illustrates how the candidate measures up to 14 other sales roles, including sales management. This means you can:
- Avoid wasting scarce hiring opportunities on candidates that don’t have the potential to grow along with your organization.
- Be better prepared should market disruptions require you to ask your salespeople to undertake unforeseen new roles.
- Build bench strength and succession planning so you can fill key sales leadership roles from within rather than have to take a flyer on recruiting unknowns.
“Will the territory rep I hire today grow into the strategic account manager I may need tomorrow?”
“Can I confidently pencil in that promising new hire for a future sales leadership role?”
When you choose the Chally Assessment, you engage a talent management resource that will address questions like these and help prepare your sales force for whatever the future may bring.
Sales organization transformation
You return from a woods meeting committed to a major change in your go-to-market strategy.
From now on your reps will be calling on the C-level rather than technical specifiers. Or perhaps you’ll be pursuing a channels strategy rather than going direct. Maybe you’ll be organizing around industries rather than geographies. Or you’ll be loss-leadering systems and making money on services.
Perhaps it’s time for smaller customers to be handled via ecommerce and telesales. Or you’ve determined SAMs will now be responsible for account profitability and margin, not just top line revenues.
You’re excited … but you worry. Does our sales organization have the talent set to pull this off?
A Chally Sales Talent Audit conducted by Revenue Partner will deliver the answers you need.
Working together, we’ll tap the Chally database of 140 sales behaviors to identify the core attributes your people will need to perform their new roles.
Then, every member of your organization will complete the Chally Assessment.
The result is a remarkable report diagramming how every sales team member measures up to your new requirements.
You’ll see at a glance, some individuals will easily slot into the new roles. Others may need to be reskilled or reassigned. Perhaps the sales talent audit will also reveal key needs that can only be addressed by an external search.
However, if you’re like many Revenue Partner customers you’ll be pleasantly surprised to find that meeting the needs of your future sales organization can be largely addressed by making the most of the talent you already have on board.
Sales training requirements
What sort of sales training do you provide after basic school?
Some organizations are always in training needs analysis mode. Countless interviews with reps and execs that never achieve consensus.
Other organizations resort to a carpet bombing approach, subjecting the entire force to regular all-hands training on negotiation skills, presentation skills, account planning skills, prospecting skills, consultative questioning skills, right brain meditation skills, empathetic alignment skills, whatever the sales training flavor du jour.
There’s a better way.
An organization-wide Chally Sales Talent Audit by Revenue Partner measures each member of your sales team against the 4-6 critical success factors they require to excel at their specific job role.
Simply examine the results of the Chally audit to identify the success factors where the majority of your force fall short. This should be the primary focus of your training.
Front line sales managers will want to examine the core skills workup of individual team members. This will provide a clear blueprint for field coaching efforts.
The Chally Assessment vs. sales personality tests
There are more than 200 commercially-available sales personality tests. The Chally Assessment is not among them.
The Chally Assessment uses the same actuarial science approach insurance firms use to predict accident likelihoods and life spans.
Unlike any sales personality test, it’s been statistically proven to predict how well a sales candidate will perform. Meanwhile, there is little evidence that any test based on personality theory can predict candidate performance. Let’s examine the differences:
Jung, Eysenck and Keirsey, the godfathers of today’s personality test providers developed their theories to classify psychiatric hospital inmates and disturbed adolescents, not predict workplace performance.
Reviewing 12 years of research published in the Journal of Applied Psychology and Personnel Psychology, psychologists Robert Guion and Richard Gottier concluded “it is difficult in the face of this summary to advocate with a clear conscience the use of personality measures in most situations as a basis for making employment decisions about people.”
Remember, when you choose the Chally Assessment you benefit from an actuarial-sciences-powered instrument that was designed from the get-go to predict sales candidate success in role-specific sales jobs
Don't be fooled
Not surprisingly, providers of sales personality tests frequently go to great lengths to disguise their origins. One giveaway is the presence of the so-called “Big Five” personality traits.
If an instrument features the behavior labels Agreeableness, Extraversion, Openness to Experience, Conscientiousness and Neuroticism, then you are almost certainly looking at a personality test. Be forewarned that some test providers have provided their own labels to the “Big Five” including Emotional Stability, Sociability, Introversion, Openness, Intellectance, Cautiousness, Dependability, Responsibility, Ego Drive, Resilience, Empathy, etc.
Chally Assessment origins
When young psychometricians Howard and Sally Stevens received a grant from the U.S. Justice Department to come up with a test to determine whether a candidate for peace officer was fit to bear arms, they made a startling discovery. Candidates who could be counted on to pack a gun responsibly and candidates who were accidents waiting to happen had much in common, and the traditional testing methods Howard and Sally had learned in the classroom weren’t reliable in discriminating one from the other.
So they decided to invent a testing method that zeroed in on the 10% to 20% that separated superior candidates from their high risk peers.
Their innovative research became the Chally Assessment, and it wasn’t long before Howard and Sally were sought out by sales leaders who realized that a salesperson without the correct talent set could do almost as much damage as a trigger-happy FBI agent.
As Howard and Sally began to expand their Chally Assessment practice it became evident that there was no such thing as a single sales success profile, and attributes that distinguished a candidate for one sales role, say business development, could actually cause that same candidate to fail in another role, say account management.
As the assessed database grew to nearly 1,000,000 sales professionals it became possible to document 140 sales attributes contributing to 14 distinct sales roles, including sales management – with high confidence across job roles, industry segments and EEOC-sensitive populations as well.
Howard and Sally retired in 2015. Sally still maintains an interest in the sales world as executive director of the Sales Education Foundation, a consortium of more than 100 colleges and universities that offer a curriculum and career advice in professional sales.
Want to learn more about the Chally Assessment from Revenue Partner? Shoot us a contact request.