Data-Driven Hiring – Using Science to Build a Winning Sales Team

1,947 views

Published on

Perhaps the single greatest key to sales success is hiring the right sales people. Get it right and you can accelerate sales. Get it wrong and you waste a lot of time and resources, and miss closing important deals.

Published in: Sales, Business, Technology
0 Comments
2 Likes
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total views
1,947
On SlideShare
0
From Embeds
0
Number of Embeds
154
Actions
Shares
0
Downloads
12
Comments
0
Likes
2
Embeds 0
No embeds

No notes for slide

Data-Driven Hiring – Using Science to Build a Winning Sales Team

  1. 1. Identify Optimal Salespeople
  2. 2. 2 Before we get started • #SalesAcceleration • Q&A Console • Resources • Poll • Webinar recording and slides
  3. 3. 3 Who is Brian Wixom? • 20 yrs. teaching & coaching baseball • Scout for Atlanta Braves • New InsideSales.com sales executive • 500% quota
  4. 4. 4 How to identify baseball talent?
  5. 5. 5 How to identify baseball talent? Compared to Avg. Human • Eyes 12% faster • Ears 10% faster • Attention & Quickness 1.5X
  6. 6. 6 How to identify baseball talent? “If baseball-club owners take the hint from the Ruth experiments, they can organize a clinic, submit candidates to the comprehensive tests undergone by Ruth, and discover whether or not other Ruths exist.” -Hugh S. Fullerton, Columbia University 1921
  7. 7. 7 Fundamental Problem in Sales Sales Leadership Challenges by Most Votes
  8. 8. 8 Why is hiring a problem in Sales? 2X Turnover 2X Salary Opportunity Cost in Lost Sales Compared to other professions $7,500 Average Recruiting & Onboarding Costs
  9. 9. 9 Actual Sales Missed Sales $205K Why lost sales?
  10. 10. 10 Avg. Annual Turnover 26% (Sources: SHRM & Journal of Personal Selling & Sales Management) Avg. Rep Count 30 Avg. Replacement Hires 7 Avg. Replacement Cost $215,000 Total Hiring Costs $1,505,000!!! What does this mean for my organization?
  11. 11. 11 How do sales organizations solve this problem today? Experience EducationGPA
  12. 12. • Ivy League school • 10+ years experience • 4.0 GPA • Fortune 500 • Endlessly resilient • Hungry to learn • Understands people • Desires to be the best TalentSkills & Experience Who are your best salespeople?
  13. 13. 13 How should sales organizations solve this problem? Talent
  14. 14. 14 How many reps have what it takes? “7/10 sales reps lack the threshold talents to be consistently successful in their jobs.“ - Gallup
  15. 15. 15 Why isn’t HR analyzing talent? 81% 77% 58% 56% 14% 19% 23% 42% 44% 86% Finance Operations Sales Marketing HR Departments Using Analytics Yes No **Deloitte, 2014
  16. 16. 16 HR Capability Gap -40 -35 -30 -25 -20 -15 -10 -5 0 Diversity & Inclusion Workforce Capability Performance Management HR Technology Talent Acquisition Talent & HR Analytics Leadership **Deloitte, 2014
  17. 17. 17 62% 30% 8% Weak Adequate Excellent Ability to Execute Why isn’t HR analyzing talent? **Deloitte, 2014
  18. 18. Behavior-Prediction is Notoriously Difficult. Cognitive Processes are often not Rational People use memorable experiences to infer future outcomes Memorable experiences are generally negative and few “Negative and few” is a perilous basis for generalization
  19. 19. 19 How do you credibly predict sales-performance? ?
  20. 20. 20 By identifying relevant talents. ? Ambition ResilienceEmpathy Openness
  21. 21. 21 What is ambition and why is it important in sales?
  22. 22. 22 What is resilience and why is it important in sales?
  23. 23. 23 What is empathy and why is it important in sales?
  24. 24. 24 What is openness and why is it important in sales?
  25. 25. 25 What is Sales Indicator? • Assessment tool • Easy to use analytics • Customized models (both to company and sales role)
  26. 26. 26 What do InsideSales.com’s company scores look like? 125.0 130.0 135.0 140.0 145.0 150.0 155.0 160.0 Sales Marketing Business Dev Client Services Admin / HR Technology Executive
  27. 27. 27 How are scores calculated? 1. Assess current sales team 2. Define quotas Administrator Neuralytics • Identify optimal scores Sales Indicator Continually Calibrated Model ®
  28. 28. 28 Why is there an optimal score?
  29. 29. 29 How does this work? Mike (Sales Hiring Manager)
  30. 30. 30 Whom to hire? VS Cory Michelle 3.8 GPA Business Degree 3 Years Experience 3.79 GPA Business Degree 2.5 Years Experience
  31. 31. 31 Which football team won? Overall: 46 Wins* Overall: 58 Wins Last decade: 9 Wins* Last decade: 1 Win
  32. 32. 32 A deeper dive with Sales Indicator Cory Michelle AMBITION AMBITION RESILIENCE RESILIENCE EMPATHY EMPATHY OPENNESS OPENNESS FINAL FINAL 73 0 100 0 100 0 100 0 100 0 100 0 100 0 100 0 100 98 50 86 74 94 97 80 0 1000 100 68 90
  33. 33. 33 Predictive Performance • Predicts Quota Attainment Emailed Report
  34. 34. 34 Remember Brian Wixom? • 5th highest Sales Indicator score in company
  35. 35. 35 Special Offer 1) Profiles + Survey Volume 2) Implementation $4,000
  36. 36. Thank you

×