It all comes down to one crucial question: 
Will this person successfully sell your products
and services?  

No resume can answer that question.  When you hire a salesperson, you’ve literally got to be able to predict who’s going to cut it and who’s not.

Let’s face it, professional selling is never going to be easy. In fact it’s getting tougher all the time.  But your challenge as a sales manager is even more difficult – you’ve got to find, hire and retain the RIGHT people. That means you need a reliable method that allows you to weed out the WRONG people and avoid costly hiring mistakes.

Hiring mistakes are especially painful when it comes to sales positions…not only in terms of monetary cost, but also in terms of training time, lost opportunity cost and the potential of losing valuable, hard-won clients. Turnover is expensive, not to mention frustrating.  But turnover in a sales team is extraordinarily expensive because of the resources and potential upside at stake. 

Imagine being able to see into the future before you hire the next salesperson to join your team...

Here’s the good news.

There is a tool available to you that will give you the power to more accurately predict the potential for someone’s long-term success in your selling environment.

This tool will give you the ability to:

• “Look under the hood” when considering someone for a position on your team.
• Get past the typical interview façade
• Predict – with great certainty – whether or not the candidate is going to be able to fit into your company’s culture, fit into your environment, connect the dots, and finally make it happen.

This tool is our revolutionary TriMetrix™ Assessment System.

Click Here To Request Information About How To Reduce Your Risk When Hiring Salespeople

The Missing Piece in Your Hiring Decisions

Success in sales requires 3 sets of skills:

• Job Skills
• Selling Skills
• Personal Skills

Hiring managers often make a fatal mistake – they base their hiring decisions on job skills and selling skills. They look for things like industry experience, product knowledge and sales experience...

But, research indicates that your new hire’s success depends almost entirely on that missing piece -- personal skills.

That’s right, when people are fired -- or when it just doesn’t work out -- it’s virtually always a matter of personal skills.

That’s because job skills and selling skills can be learned, but personal skills are much harder to build. They’re really the raw material that’s required for success. These are things like communication skills, self starting ability, results orientation, problem solving, resiliency. Without them, your candidate is dead in the water – they just won’t be able to withstand the pressures of professional selling.

To make a successful hiring decision, you need to focus far more on each candidate’s personal skills.

Click Here To Request Information About How Our Assessments Can Help You Measure The Personal Skills of Your Sales Candidates

Basing Important Decisions on Guesswork Is Bad Business

The trouble is, personal qualities don’t show up on a resume or even in an interview. Too often, the time-consuming and expensive recruitment and selection process comes down to little more than guesswork. The “gut feeling” of one or two key people is often the final basis for every hiring decision.

Certainly, that “gut feeling” can indicate good chemistry between the candidate and the interviewer. But being successful in a certain position – especially a sales position – requires far more than good chemistry.

And, it goes without saying that most candidates put their best foot forward during the screening process. So that “gut-level” feeling is based on a brief meeting with someone who may prove to be very different once they come to work for you.

And frankly, you shouldn’t put that much pressure on yourself. How can you possibly expect to make a sound decision with so little information?

You Need To Find Out What You Don’t Know Before It Hurts You

In order to truly be able to make an informed decision, you need some objective information that will help you predict how well each candidate will perform in that particular position within your organization.

That’s exactly what our TriMetrix Assessment System does for you. TriMetrix is exceptionally valuable in the hiring process because it’s the only assessment system that allows you to assess people and jobs – using the same criteria.

There’s no mystery or magic involved…it’s just a simple way to find out how well an individual fits in a specific job.

The TriMetrix Assessment System Is:

• Based on decades of rigorously validated research
• Easy to understand
• Designed specifically for workplace use
• Capable of uncovering and examining things you might miss in resumes and interviews
• Focused on helping you solve real staffing and business challenges
  

The Only Sales Assessment In The World That Measures
3 Critical Dimensions…Not To Mention Over 80 Individual Capacities

TriMetrix is actually 3 independent, yet interdependent assessments rolled into one easy-to-use platform. It measures three dimensions to give you a complete picture of each individual.

1. Personal Talents (Attitudes) – Will this person sell?

• Includes an accurate ranking of personal skills that shows each person’s potential for success.
• Answers questions like:
• Does this person have a strong sense of accountability for their actions?
• Is this person results oriented?
• Is this person a self-starter?
• Can this person manage himself or herself?

2. Personal Motives and Values – Why does this person choose to sell?

• Identifies what motivates each individual or what they find personally rewarding in their work.
• Answers questions like: Is this person driven by helping other people or by money? Is this person motivated by being in control or by beauty and harmony?

3. Behavior Style – How does this person sell?

• Describes natural behavior style.
• Answers questions like: Is this person dominant and demanding or accommodating and friendly? Is this person methodical or haphazard?

AND we’ve added a fourth component that’s designed specifically to help you identify top-performing salespeople:

4. Selling Skills – Can this person sell?

• Shows how well the individual understands effective selling strategies through every step of the sales process.
• Answers questions like: Does this person know how to find and qualify prospects? Can this person effectively ask questions to uncover a prospect’s needs and wants?

Let’s face it. That “gut feeling” is not always an accurate predictor of which salesperson is going to perform at your organization.

Click Here To Request Information

Here's How The TriMetrix Assessment System Works:

Step 1 - Assess The Postion
We start by helping you assess your open positions so that you know exactly what you’re looking for in each candidate.

You get:

• A Job Benchmark -- A “blueprint” of the ideal candidate that clearly defines the qualities needed for success in the job.
• A complete set of recommended interview questions that are specific to the job’s attitude, behavior and values requirements.
• A comprehensive performance management system with criteria for measuring on-the-job performance.

Step 2 - Assess Your Candidates
You decide which candidates you would like to assess and give them each a password for our easy-to-use online assessment system.

You get:

• Instant access to the complete profile of each candidate.
• An at-a-glance Comparison Report that tells you exactly how each candidate’s personal skills stack up against what the job requires.

  For example, click on the links below to view two sample comparison reports.  You can easily see which candidate’s personal skills are a better fit for this particular job.

  

Step 3 - Identify Candidates Whose Personal Skills "Fit" The Position
Using the standard you established in Step 1, our experts help you evaluate each candidate’s assessment report in the context of your unique work environment and the specific requirements of the position.

You’ll be able to:

• Identify the best candidates before you spend valuable time bringing them in for interviews.
• Focus on possible areas of concern in each candidate’s assessment that you might want to discuss in the interview.

Click Here To Request Information

With Three Easy Steps, TriMetrix Gives You The Power To:

• Minimize Risk – arm yourself with all the information you need to make a sound decision.
• Reduce Turnover – By getting the right people in the door.
• Leverage Interviews – You’ll know who to spend your interviewing time with and what questions to ask.

But it’s not just about getting them in the door…

Remember, we said that the toughest part of building a great sales team is finding, hiring and retaining the RIGHT people. So, once you’ve made the decision and hired a candidate, we’ll send you a complete “user’s manual” for your new hire.

That may sound a bit far-fetched or even absurd, but consider this: Every person you hire is different. Each one has their own unique communication style, goals, values, attitudes, skills, strengths and weaknesses. And to make your job even more difficult, each one needs something different from you in order to achieve their absolute best level of performance.

For Every Salesperson On Your Team, You need to know:

• How you should manage them to get the best possible results
• The best way to communicate with them
• What their potential strengths and weaknesses are
• What additional training they may need
• What might cause them to butt heads with you or other coworkers

After all, what’s the use in getting the right people if you aren’t able to manage them effectively?

This assessment system also empowers you to hold onto the RIGHT people. The same tools that help you select the right people also help you manage them. We’ll send you a coaching report on each of your newly hired salespeople that contains over 60 pages of targeted instructions for managing the new hire and helping them achieve their maximum potential.

Once you identify and hire the RIGHT person, and you know exactly how to manage that person, you won’t have to struggle to keep them motivated and you won’t have to worry about them leaving your organization.