Al increase your sales performance

BY: CATHY LIGHT
CHIEF ASSESSMENT OFFICER
How to Increase Your
Sales Performance
Presented by: Cathy Light, Chief Assessment Officer Assessment Leaders LLC. www.asssessmentleaders.com 1-866-864-8200

Assessment Leaders: Who We Are
Best-in-Class Professional Assessment, Skill
Testing, and Leadership Training Solutions
Focused on Identifying, Hiring, Developing, and
Promoting Talent
Clients in All Stages of Development from Pre-IPO to
Fortune 500
Founded in 2003

Assessment Leaders: Our Goals
Assessment Leaders Solutions Are Designed to:
Identify Sales Stars Early in the Recruiting Process
Eliminate Improper Bias
Increase Focus on Key Success Behaviors
Arm the Interviewer with Meaningful Data
Improve the 1st
Year Performance of New Hires
Empower Managers to Effectively Coach
Decrease Turnover

Today’s Objectives
Where Assessments Fit into Process
How To Implement Assessments
Proposed Sales Team Solution
Business & Academic Examples
What to Expect from Assessment Leaders
Next Steps

Talent Acquisition Success
Profile the Ideal Fit
Source Qualified Candidates (Internal or External)
Verify Candidates “Fit” to Top Performers
Verify Skills, Knowledge, & Experience
Compare Remaining Candidates
Select, Check, and Onboard
Though there are innumerable processes and technologies developed in support
of the recruiting process, they all aim to identify a large pool of candidates and
ultimately select down to the ideal candidate.

Where Do Assessments Fit In?
Profile the Ideal Fit
Source Qualified Candidates
Verify Candidates “Fit” to Top Performers
Verify Skills, Knowledge, & Experience
Compare Remaining Candidates
Select and Check
Personality, Cognitive, and Thinking Style Assessments provide key support to
make quick, unbiased, best-outcome decisions regarding candidates at several
key points in the recruiting process. Specific Skills Tests may also be leveraged.
Where Assessments can be
Deployed to Achieve Critical
Advantage

Step One: Benchmark Success
Rank your Sales People by
Performance
Administer the Tool to at Least
3 in the Top Tier
Use the Results to Develop a
Job Match Pattern

Step Two: Integrate Into Recruiting
When to Administer
 Early in Process
 Identifies Best Matches Early
 Weeds Through Large Number of Candidates Efficiently
 Avoids Rejecting Potentially Strong Candidates
 Provides Downstream Interviews With Great Information
 Saves Time and Money

Step Three: Roll Out
Deploy Testing Web Portal
Train HR, Recruiters & Managers
 Quick & Easy
 Change Management
 Consistent Use of Tools
Commence Online Delivery

Sales Assessment Solution
Profiles Sales Assessment
 Purpose: Select & Manage High Performance Salespeople
 Measures
 20 Performance Indicators
 7 Critical Sales Behaviors
 Time to Take: Less than 1 Hour (no proctoring required)
 Validated for Hiring (2010)
 Customizable Job Match Patterns By:
 Company
 Sales Position
 Manager
 Geography

Sales Assessment Solution
Profiles Sales Assessment (continued)
 Applications
 Selection and Hiring (validated)
 Management
 Promotion Fit / Succession Planning
 Analyzing Training Needs
 Delivered Reports
 Selection Report
 Management Report
 Multi-Job Match Report
 Individual Sales Profile Report
 Job Profile Summary Report
 Job Summary Graph

Managing to Key Sales Behaviors
If we know where each
scale ties into our score
card…

Mapping to Assessment Results
We know where
they fell outside of
where we need
them to be

Job Summary Graph
Job Match Score
 Thinking Style
 Behavioral Traits
 Occupational Interest
Distortion Factor

Selection Report Example
Blue Range
 Where the High Performers
Benchmark Scored
Larger Ring
 Where Applicant Scored
 Yellow if Out of Benchmark

Map to Critical Sales Behaviors
Narrative Based on
Individual Results
7 Critical Behaviors
 Prospecting
 Closing the Sale
 Call Reluctance
 Self-Starting
 Working with a Team
 Building & Maintaining
Relationships
 Compensation Preference

Al increase your sales performance

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