SPQ* Gold is the only psychometric application for diagnosis of sales call reluctance® in the world.
Welcome to Recruit Top Producers
In the highly competitive market of sales generation, the factor that plays an undeniable role is the art to recruit top producers and retaining them over time. Sales achievers will always have different ways to approach prospects, the common goal being talking over benefits of product or service being sold to potential customer without sounding too obvious, and guiding him to take an informed decision.
In practice though, many sales persons fall short of performing their best, often underplaying or overplaying their part, as a result of which it becomes difficult to successfully close a deal in minimum time. This indicates the need to recruit top producers who are able to be consistent in results while constantly exploring ways to convince prospects.
Two main principles of sales psychology are:
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1. People do things for their own reasons, not salespersons’. |
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2. People rarely bother about product or service being offered. They would much rather like to know what the product or service can do for them. |
Loosing sight of sales psychology would mean ineffective sales calls, causing a drain on resources. On the other hand, if sales companies recruit top producers, who are conversant with sales psychology, there can be significant savings on resources over a length of time.
Unfortunately, not many companies are aware of and therefore realize the importance of hiring right and capable salespersons. Sufficient plan and disciplined approach lack, creating self-made hurdles on way to recruit top producers. “There just are not qualified salesperson around!” is a common refrain.
The question is how to recruit top producers. The key is to appreciate necessity of well-modulated screening process that is designed to weigh several parameters while putting it across to salespersons waiting to be hired. For, unless the screening is thorough and unbiased, the chance to recruit top producers vastly diminishes.
Fortunately, SPQ* Gold’s Sales Preference Questionnaire provides a great help in a company’s quest to recruit top producers. SPQ* Gold is a veteran of many applications since 1980 and today boasts of a formidable array of norms detailing differences both within and between groups of interest. SPQ* Gold comes with an extensive body of research that have excellent concurrent validity, cutting across disparate organizational settings.
What boosts SPQ* Gold’s ready acceptance is the availability of online test administration. This significantly reduces cost to companies willing to recruit top producers while also ensuring complete reliability of end-result. Authored by George W. Dudley and Shannon L. Goodson, SPQ* Gold is considered as the most widely used psychometric application for diagnosis of sales call reluctance in the world, with more than 300,000 applications worldwide.
No wonder, SPQ* Gold is the only really proven tool in the hands of companies to faultlessly recruit top producers.
 Learn more about Recruit Top Producers |
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Pause awhile and think. When did you last hire the best sales people? After you selected them, did they prove useful to your company? Or did they turn out to be ineffective contrary to what you thought when you interviewed them?
Let’s get it. You know you have a very good product. But if your salespeople fail to translate the advantage into more sales, nothing accrues to you. In fact, non-performing salespeople can wreck you financially. Therefore, the most important aspect of your business is to hire the best sales people and retain them. Research has shown that organizations willing to allocate more resources to hire the best sales people, usually earn much more than their industry peers.
When you hire the best sales people, there are certain indicators you would be aware of:
1. The best sales people will take in to new work pretty fast. They would learn about your product even while planning sales visits.
2. Successful salespeople do not usually misinform customers. If they don’t know a thing or two, they’ll readily admit it with the promise of getting back with the information asked.
3. Able salespersons will have it in them to establish relationships. Out on a call, they’ll try to connect with everyone meeting there, even not excluding the doorman who greets first at the front-office.
4. To hire the best sales people, you would know that if they are really good, they will generally do well in interviews. Why? Because if they can't sell themselves well, how can they sell your product? |
Most employers however do not make a good job while seeking to hire the best sales people. They rely on outdated and ineffective techniques, refusing to take help from some best tools available. As a result of neglecting this vital process, companies end up hiring the wrong people. Here are some reasons why traditional techniques rarely help:
• Most jobseekers inflate abilities to get job.
• Without scientific tools, hiring decisions are based on intuition within first few minutes of the interview.
• Often, interviewers lack basic training to go about in selecting right candidates.
• There is no method to check veracity of information collected from applicants, leading to erroneous judgment.
• Wrong placement of selected candidates – meaning even excellent salesperson get frustrated soon. |
Given the necessity to hire the best sales people for optimum performance, the priority will be to set in motion an effective selection and interviewing process. SPQ* GOLD’s Sales Preference Questionnaire is an excellent tool to help you evaluate relative abilities of prospective salespersons. Based on computer-scored 110-question assessment, SPQ*GOLD is by far the most rigorously validated instrument of its kind that can be gainfully employed to hire the best sales people.
Used by sales-dependent organizations worldwide, SPQ*GOLD is the most appropriate answer to your quest for streamlined selection procedures, thus ensuring an almost error-free process on way to hire the best sales people.
SPQ*Gold and Sales Call Reluctance are registered trademarks of Behavioral Sciences Research Press.
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