All posts tagged Sales hiring

Should Hiring Salespeople Really Be Different?

Selling has changed dramatically in the last 10 years and companies are seeing too many of their salespeople struggle to reach their sales quotas. Sales cycle are getting longer. Win rates are getting smaller and the gap between elite salespeople and mediocre salespeople is growing larger.

Have you ever hired a salesperson that didn’t work out, even though you were sure they would?  Or do you need stronger salespeople to combat how difficult selling has become in 2016? If you answered yes, then this Webinar will provide you with the information to help you identify and select those very salespeople.

Register today for “The Magic of the OMG Sales Candidate Assessment” hosted by Dave Kurlan, Founder and CEO of Objective Management Group. Dave will lead you through a compelling 45-minute session on how the magic in OMG’s Sales Candidate Assessment will put sales hiring problems in the rear view mirror.

This LIVE webinar will be held on Wednesday, September 28, 2016, 11:00am-12:00pm USA Eastern Standard Time (GMT-4).

Register Now

Exsell is a certified OMG Partner.


The Science is Settled

No, this isn’t a post about climate change!

It’s a post on how companies continue to get sales hiring wrong by ignoring the use of science as part of  an effective sales selection process.

I’m sure you’ve heard of the saying, “When all you have is a hammer, everything looks like a nail.” Too many companies are using the same hiring process to hire salespeople as they use for non-sales employees. And they are using the same assessment tools they use for screening non-salespeople to screen sales candidates.

These are the wrong tools to use because typically, these assessments are really behavioral or personality tests and not sales specific. They’re not predictive of the candidates future success for the position. Most importantly, they don’t measure the right competencies and sales DNA for identifying over achieving salespeople.

What happens when hiring companies ignore science? Costly hiring mistakes! Very costly. If you want to find out what a hiring mistake costs your company, go here and use our Free Hiring Mistake Calculator.

Recent Gallup research data shows there is a 20% increase in sales when companies select the right salespeople. Your company can take advantage of science when dealing with the challenges of hiring high performing salespeople by using the most accurate and predictive sales candidate assessment by Objective Management Group.** This assessment has been chosen as the Top Sales Candidate Assessment for 5 consecutive years.

The science, at least when it comes to hiring great salespeople, is settled.

**Exsell is a Certified Partner of OMG





Getting Sales Selection Right in 2016

Getting sales selection has never been more important! Here are a couple of statistics that show why:

  • According to Forbes, businesses in the U.S. spend close to $72 billion each year on recruiting services and products, yet 46 percent of new hires fail within the first 18 months of employment!
  • Our available research reveals that looking at all salespeople, there is an elite 6% that are top performers, another 20% that are good and 74% that are bad.


Unfortunately, when it comes to selecting sales hires who are in the elite (ideally) or good group and can succeed in this tougher selling environment, companies haven’t adjusted their sales recruiting practices. More costly hiring mistakes are being made today than ever before. Many companies have given up finding their next ‘sales superstar’, getting fooled by sales candidates in the interview process and wind up with someone in the ‘74%’ group described above. To get sales selection right requires a process that includes identifying, attracting, interviewing, hiring and onboarding high performing salespeople. And doing it all in a time and cost effective manner.

If you’ve ever hired a salesperson that didn’t work out or you want to learn how hire the perfect salesperson for your role, in your market, facing your challenges, with your competition and your pricing, plan on attending “The Magic of the OMG Sales Candidate Assessment” hosted by Dave Kurlan, Founder and CEO of Objective Management Group. Dave is one of today’s leading sales experts and will lead you through a fast paced presentation. This live webinar will be held on Tuesday, June 7, 2016, 11:00am-12:00pm USA Eastern Standard Time (GMT-5).

To register click here .



Getting Sales Hiring Selection Right

I seem to be getting more requests for help from clients who are looking to fill a sales position with a current employee who is working in a different function than direct sales–technical customer service or quality assurance, etc. Management wants the employee assessed to ffind out if they qualify for a sales position. Sound familiar?

Now here’s where companies seem to experience collective “brain fade”. If they have a structured, formalized best practices sales selection process (most often they don’t…if they’re not currently working with us), they tend to lose all discipline, rush to make a hiring decision and wind up hiring with their business ‘heart’ (“Brian knows our product and everyone loves him–he’d be great in sales!”) rather than with their business ‘head’.

It’s not until a year later when management looks at Brian’s results–his sales are flat with very few new customers–that they begin to have remorse over whether they made the right decision. Meanwhile, a year has been wasted with almost nothing to show for it.

Now don’t get me wrong. I’m not saying moving a current non-sales employee into a sales position can’t be successful. It can but it’s a long shot. But would it help to know what you could expect to happen after you did it…before you did it? Of course it would and here’s where ‘science’ can help plus using a systematic selection process that’s contains effective methodologies and tools. The point is that when a company is considering a current employee for one of its sales positions, they should use the same method as when they are looking at outside candidates.

As always, the three biggest steps to get right in the selection process are:

1)  Write  a clear, concise role configuration describing the successful candidate.

2)  Use a sales specific, predictive sales assessment that identifies the candidate’s sales competencies and DNA needed for success

3)  Make sure that the hiring team has mastered the skill of asking great interview questions.

Want to know how your company’s sales recruiting process stacks up? Click here.

Want to talk about a turnkey methodology that will help your company identify, find, attract, interview, hire and retain top sales talent? Email  me at



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