![]() In my experience, the best way to prove the validity of any sales assessment is to ask the vendor to administer the assessment to a handful of your top and bottom performers to see whether the data would have predicted their performance. You should also make sure that it can be calibrated to the sales roles that you're trying to fill or replace, as well as to your specific industry. My best advice is to pick an assessment that is specific to the sales function and that has been validated by an independent agency. Those may not be as useful for addressing this turnover problem. Some are simply personality or cultural fit assessments, which can help you create the right atmosphere but may not be as predictive of a seller's performance on the job. There are many assessments available to help you evaluate your sales team. Most vendors already have skill gaps mapped to training and coaching solutions if you don't have your own. They should show you a seller's strengths and weaknesses and be equally effective for entry-level positions and experienced selling roles. If you've never used data to help make these decisions, look for assessment reports that are simple and straightforward. Data science can help you drive your hiring, onboarding, training and coaching decisions. To those of us who have had to deal with this kind of turnover, this kind of predictability is irresistible. But today, some companies advertise predictive validity rates of 90% or higher. (Full disclosure: My company offers sales assessments.) Five years ago, most of us wouldn’t have trusted them. Today, we have sales assessments that can help us find the right people. These are all signs to me that we are simply not hiring the right people. Couple that trend with the fact that, according to Salesforce data reported by Shep Hyken, 57% of sales reps missed their quotas in 2017, and you can start to see the picture. Many have discussed the decreasing tenure of sales VPs over the last decade. But I believe a turnover rate is the true bellwether of a company's ability to identify and hire the right individuals for the job. ![]() They know sales lingo and can often say all the right things during an interview. After all, most sellers are trained to respond to questions well. ![]() The odds of picking a winner for a particular job role and industry could be extremely low if you don't know a lot more about the candidate's sales competencies and what makes them tick. I think we're simply doing a bad job of hiring the right candidates. Traditionally, high sales turnover has been blamed on deficient seller compensation, bad leadership issues and the ineffectiveness of a company's products and services. ![]()
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