“Scientific Talent Management”
With the broad implementation of 360-degree feedback instruments over the past two decades, many large organizations are sitting on reams of data that hold critical clues to identifying and developing their best performing employees. But the vast majority of companies using 360-degree feedback instruments fail to fully exploit the information these tools produce – the data is most often used for developmental reviews, and seldom for increasing productivity or generating incremental revenue. The Korn/Ferry Institute (2008)
Competency-based human capital management practices can prove to be of substantial value in real financial terms. In order to realize the return-on-investment (ROI) of such practices, a company must know how to measure competency and how it directly affects the bottom line. Human Capital Institute (2006)
Sales Force Training
Sales Force Management
“As a result of this assessment, we learned that we need to run our training programs like a business. In the past, it was all about the relationships that are developed at the programs. While those are still important, we now know how much the program helps our bottom-line. “ (2010)
Based on the results from two organizations pre-employment assessments generated huge difference in actual performance. Original study: Two different organizations wanted to re-align their sales forces to better meet changing business strategies. They used the Sales Assessment Process to determine what their “A” players did differently from their “C” players. The results for both companies were outstanding. They are now using the Sales Assessment Process to predict the hiring of “A” players. The predictive validity for hiring “A” for both companies is higher than the ACT and SAT. (2013)
Sales Force Website
This link will take you to my SalesAssessmentSolutions.com website. This website will provide you with the information you need to start to upgrade your sales force. Key results are highlighted.
Design Within Reach (DWR) has been using the Sales Agility Test to as a pre-employment assessment fpr their sales force applicants. This article showcases DWR success over the past several years. The Chief Human Resource Officer highlights the contribution that the Sales Agility Test has had on the company’s overall success. HRCI Certification Magazine (2014).
One client has been using the Sales Agility Test to as a pre-employment assessment for their sales force applicants. This article highlights several significant outcomes. Using the SAT resulted in 25% higher sales rates for sales associates that fit the “success formula” and a 35% reduction in turnover. (2014).
By using the Sales Agility Test one client was able to predict sales success one full year in advance. Had they only hired people who were at or above their unique Sale Agility Test selection point they would have made millions more in sales. (2016).