Why Ignoring Your Talent Assessment System Will Cost You Sales!

Huh? Come at me again? You say I will lose sales if I don’t develop my company’s talent assessment system?
OK, so I am in the dark – I don’t know what a talent assessment system is. Please explain.

Yes, I have had these comments presented to me when I discuss developing a vibrant talent assessment system, so let me start from the beginning – and then get to the point!

What It Is

Every company that hires employees uses a process to screen candidates for each open position. Oftentimes this process involves recruiting candidates through a variety of methods. Once a candidate applies for an open position a company evaluates that candidate’s suitability for the open position, for instance –

  • AI screening of a résumé to see if the candidate’s résumé has the requisite keywords that enable a person to open the résumé and start a more thorough review of the application,
  • Questionnaires,
  • Interviews, and
  • Psychometric assessments.
  • And sometimes none of this applies – the company hires the first person who applies!

The screening process helps the human resources professional to identify candidates worthy of further review.  The next stage of the selection process can involve substantive interviews, skills testing, and reference checks.

In essence, these processes usually comprise a company’s talent assessment process.

Sometimes it works – and sometimes it does not.

That’s where I usually come in – as a recruiter.  Companies usually contact me to conduct a search when there is a need to conduct a more “thorough” recruitment.

Over the years I have developed a straight-forward approach to recruiting

  • one that uses the same psychometric instruments I use in my executive coaching practice,
  • the development of benchmark profiles for each open position, and
  • competency/behaviorally based interview questions.
  • It works quite well to identify qualified candidates, is EEO-compliant, increases candidate retention, and improves the client’s return on investment in the recruitment, onboarding, and training process.

How Does it Impact Sales – Generally?

Simply put – if you hire right the first time – you are going to hire people who are right for your company. They will have the potential to learn their position better, be more productive, get along better with co-workers, and, depending on their position – contribute positively to the goals of the company.

Whether a company sells product(s) or service(s), the strength of the workforce is an important factor in a customer’s confidence in the company’ product or service. Customers and clients want assurances of competence in their interactions with employees – from the first contact to the last. Does this make sense?

How Does it Impact Sales – Specifically?

  • If your company is going to hire sales representatives does it makes sense that you will want to hire individuals who are going to match what your company values in the position?
  • Developing a benchmark profile for the position, administering psychometric assessments that can measure applicants decision-making talents, behavioral preferences, and motivators specifically for your company’s open sales position helps to refine the applicant pool to those most likely to be successful in the role.

When this part of the talent assessment process is combined with competency/behaviorally based interviews and/or skills testing, it helps human resource professionals and sales managers to better understand the capabilities of qualified candidates. Once you’ve hired that new employee, the process further assists in tailoring the onboarding and training process to the new employee’s profile and the expectations for the position.

Why Is It Important To Hire Right – The First Time?

  • Yes, a client did ask this question. I asked in return if they had calculated the expense to recruit new hire. They had not.
  • If you want to know the dynamics involved, and not just for those higher level positions, please look up this link from SHRM, The Cost of a Bad Hire Can Be Astronomical. I think the facts are telling.
  • If you consider the expense to develop an effective talent assessment system, the expense will far outweigh the costs of a not-so-well developed hiring process (another way of saying that the end justifies the means).

If you have an interest in looking at a talent assessment system that uses a cutting-edge psychometric assessment, try this complimentary profile that is based on the Innermetrix ADVanced Insights® Assessment.

It effectively identifies a person’s decision-making, motivators, and preferred behaviors quite effectively.

As an added bonus you will get a good read out of your EQ. And if you want to chat about your EQ, well, let me know. Thanks.

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