You'd laugh if someone suggested using a divining rod to find water, or a mystic to inform strategic decisions. Do you realize how close your current sales hiring process comes to those absurdities?
Most companies make a series of critical mistakes in sales hiring. They:
And then they passively let sales run:
Our Overall Revenue Effectiveness™ Framework brings a process engineering approach (similar to OEE) to the entire Top Line revenue function; from strategy, through marketing to sales. It engineers an efficient and effective process in aggregate and dives deep into components as required.
Sales effectiveness is core to revenue. The raw material of sales effectiveness is great talent - 1 to 3 standard deviations from most. But current systems are expensive, time-consuming, and sadly prone to expensive mistakes and mediocrity.
We help middle-market industrial manufacturers optimize sales talent in several ways.
Good process leads to consistent, repeatable outcomes with minimal waste. And waste - candidate processing and interviewing time, underperforming territories, recruiter costs, and hiring mistakes - characterizes industrial sales teams.
We train you and your team on OMG's STAR™ process or execute it on your behalf. From writing an effective job posting and sourcing better candidates, through efficient processing, to better hiring and faster ramp-up, this efficient approach lets you recruit consistently, at a modest cost, and hire salespeople who actually WILL sell.
Not only are resume's only 18% predictive of sales success* (the same as traditional, time-consuming interviews!) but they're laborious to process and compromise DEI goals. Names and dates convey information that may create unconscious bias in the reviewer.
A critical step in our process - whether we coach you or run it for you - is the OMG Sales Assessment for reps, managers and VPs. With an independently confirmed 91% predictive validity, the assessments let you focus time and attention on the best candidates - those that likely will perform - without any filtering for other bias.
Only 12% of employees believe that their company did a good job onboarding*. Your sales hires will underperform from day one, and may start looking for their next job because of poor onboarding.
Assessments that measure sales skills and capabilities provide detailed feedback to guide the onboarding and coaching plan. Don't just hand them a laptop and credit card, invest in your mutual success by focusing on the areas that will have the biggest impact.
The traditional model of sales recruiting and hiring is so cumbersome and fraught that executives often only endure it when a territory is empty. And they hesitate to make changes when they know it's necessary.
Our process will help you improve efficiency and accuracy, and often significantly reduce costs. But you still might hesitate.
So we can run the process for you for a period of time to prove the concept until you're ready to take it in-house after seeing the efficiency and effectiveness. We specialize in industrial capital equipment. While we're not a traditional "headed hunter" recruiter, we will likely reduce your reliance on them as well as the corresponding expense.
* Andy Miller, The Science of Hiring Quota Busting Sales Teams