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The typical recruiting interview starts with "So, tell me about yourself." This type of informal interviewing often fails to identify the true predictors of sales performance. A recruitment method based on proven predictors of success, however, delivers results that can help you make the right hiring decisions.
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How are you making your hiring decisions?
| Weak Predictors | Strong Predictors | ||||||||||
• Academic achievement
• Presence and personality
• Book of business
• Years of experience
• Interest in position
• Attractiveness and appearance
• Current title, role, compensation
• "Gut feel"
• Experience in the industry
• Experience with a competitor
• Résumé |
• Rigorous assessment of core personality, including:
• Structured interviews to assess previous behavior patterns
• Success in similar selling situations
(such as comparable sales cycles and sales processes) • Motivation and competence
• Reference checks that candidates personally arrange |
Most companies rely on weak predictors, which studies have shown to be approximately 57% predictive of success — about as reliable as a coin toss. This often results in underperformance, missed targets and turnover.
Strong Suit uses the right list to evaluate candidates. Applying knowledge, experience and proprietary technology, we can map a candidate's DNA to yours and deliver a successful match. This enables us to make a bold promise:
Strong Suit delivers sales professionals who will achieve their quotas in their first year. Guaranteed.