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Sales Max Presentation

  1. 1. SalesMax for Hiring Top Performing Salespeople<br />Achieving Sales Success at<br />
  2. 2. Topics<br />Introduction <br />Your needs<br />SalesMax<br />Hire The Best<br />Validation Study<br />Develop Excellence<br />Summary<br />
  3. 3. Your Needs<br />A process to assist HR and managers in selecting top performers<br />Tools to help identify those with the greatest potential to succeed<br />Resources to make the process easy to use for HR and hiring manager<br />A tool for developing the current sales force<br />Identify strengths and key developmental needs<br />Development resources for salespeople<br />
  4. 4. Background<br />We represent a firm of organizational psychologists and consultants.<br />This firm has a thirty year history of providing organizations with selection and development solutions to meet their business needs.<br />In the past 15 years they have steadily grown into an international consulting & assessment presence <br />Extensive experience serving large, medium and smaller clients<br />Their staff people are:<br />Organizational psychologists<br />Management consultants<br />Software designers<br />Service professionals<br />
  5. 5. Our Areas of Expertise<br />Provide selection and development solutions to meet the business needs of our clients<br />Competency modeling<br />Executive assessment and coaching<br />Test validation and integrated selection programs<br />Succession planning & development programs<br />Web-based assessment tools<br />We offer solutions tailored to all levels of the organization<br />Executives<br />Senior Managers<br />Managers / Supervisors<br />Professionals<br />Associates<br />
  6. 6. Positioning <br />“Scientist-Practitioners”<br />Licensed Industrial/Organizational Psychologists <br />Test validation focuses on criterion-related validation (I.e., predicting job performance measures) Not benchmarking or simple statistical analysis using a Stat program<br />“Client-Centric” Approach<br />Treat each client as a unique engagement <br />Develop customized assessments, if necessary<br />Provide supporting services around selection & development offerings<br />Support clients through a team of consultants, technologists and customer service representatives<br />
  7. 7. Sales Research<br />Actively researched “sales personality” since the mid-1980s. <br />Developed and refined sales success tools since 1992. <br />Researched sales across levels and industries<br />Retail Sales, Telemarketing, Consultative Sales, One call sales<br />Identified certain characteristics that contribute to success in most types of sales positions<br />Assertiveness, Energy, Sociability, etc.<br />
  8. 8. Representative Clients and Ongoing Research Projects<br />
  9. 9. Comprehensive Approach<br />To understand effective sales behavior, you must understand the whole person…<br />Innate – How<br />Personality<br />Learned – What<br />Knowledge<br />Skills<br />Experience<br />Personal Motivators - Why<br />
  10. 10. SalesMax…Select and Develop Top Sales Talent<br />
  11. 11. SalesMax<br />Targeted assessment for sales professionals<br />Focuses only on those factors most applicable to a consultative/relationship oriented sales role<br />A comprehensive, web-based assessment tool designed to aid in selection and development<br />Selection Report – identifies candidates who are most likely to achieve above average success in professional sales<br />Developmental Report – helps current employees to identify strengths and developmental areas and guides them in constructing a personal development plan to achieve success<br />
  12. 12. SalesMax Measures<br />Sales Personality<br />Relatively stable characteristics that do not change easily over time<br />Energy<br />Sociability<br />Expressiveness<br />Resilience<br />Assertiveness<br />Follow Through<br />Optimism<br />Serious-Minded<br />
  13. 13. SalesMax Measures<br />Personality Scale<br />Example of Low Level<br />Example of High Level<br />Energetic <br />Follows Through<br />Optimistic <br />Resilient <br />Lack of urgency, slow to complete work<br />Undependable <br />Negative, pessimistic outlook <br />Sensitive to criticism and rejection <br />Enthusiasm, hard work, visible effort<br />Completes tasks, follows through on commitments<br />Positive, optimistic outlook; Weathers adversity well<br />Thick-skinned; able to handle criticism and rejection well<br />
  14. 14. SalesMax Measures<br />Personality Scale<br />Example of Low Level<br />Example of High Level<br />Assertive <br />Social <br />Expressive <br />Serious-Minded <br />Difficulty exerting influence, taking charge or asking for the sale <br />Shy, more of a loner than a people person<br />Reserved, may have difficulty displaying enthusiasm<br />Makes decisions too quickly or takes unnecessary risks<br />Possesses a confident sales presence<br />Outgoing, enjoys client/customer contact<br />Free and easy conversational style<br />Serious-minded, businesslike and professional<br />
  15. 15. Personality Scale<br />Example of Low Level<br />Example of High Level<br />Self-Reliant <br />Accommodating <br />Positive About People<br />Lacks initiative <br />Overly competitive, aggressive and disagreeable <br />Distrustful, negative view of people and their intentions<br />Takes charge, gets things done<br />Win-win style<br />Balanced outlook regarding people and their intentions<br />
  16. 16. SalesMax Measures<br />Sales Knowledge<br />Scenario-based questions measure understanding of effective strategies at key stages of the sales cycle<br />Prospecting/Pre-qualifying<br />First Meeting/Impressions<br />Probing/Presenting<br />Overcoming Objections<br />Influencing/Convincing<br />Closing<br />
  17. 17. SalesMax Measures<br />Sales Knowledge<br />Description<br />Identifying sales prospects and pre-qualifying them.<br />Recognizing the importance of first impressions in initiating positive and productive sales relationships.<br />Developing a clear understanding of the customer&apos;s specific needs.<br />Problem solving and overcoming objections.<br />Convincing the customer of the value of company products and/or services.<br />Negotiating and closing the sale.<br />Prospecting / Pre-qualifying<br />First Meetings / First Impressions<br />Probing / Presenting<br />Overcoming Objections<br />Influencing/Convincing <br />Closing <br />
  18. 18. SalesMax Measures<br />Sales Motivations<br />Through a forced-ranking approach, candidates reveal their key motivational drivers<br />Recognition/Attention<br />Control<br />Money<br />Freedom<br />Developing Expertise<br />Affiliation<br />Security/Stability<br />Achievement<br />
  19. 19. SalesMax Measures<br />Motivator<br />Description<br />Extent to which one values recognition for work well done; enjoys being the center of attention.<br />Extent to which one prefers positions of leadership or control. Likes to be in charge.<br />Extent to which one is motivated by financial rewards, such as money and material possessions.<br />Extent to which one values personal freedom to make decisions and function independently.<br />Recognition/Attention <br />Control <br />Money <br />Freedom <br />
  20. 20. SalesMax Measures<br />Motivator<br />Description<br />Extent to which one values becoming an expert and perfecting skills within a chosen field.<br />Extent to which one is motivated by interactions with other people. Enjoys helping and other people. <br />Enjoys helping and dealing with people<br />Extent to which one is motivated by stability and security in life and in career.<br />Extent to which one is motivated by overcoming successive challenges; enjoys challenges for their own sake.<br />Developing<br />Expertise<br />Affiliation <br />Security/Stability <br />Achievement<br />
  21. 21. SalesMax Research<br />Designed based on<br />10+ years experience assessing professional sales candidates<br />Input from top sales experts/trainers<br />Published sales literature<br />Originally validated with 3 organizations<br />Business services<br />Office products/services<br />Home remodeling/building<br />
  22. 22. SalesMax Results<br />Original Validation Sample<br />Salespeople with top SalesMax scores sold 34% more than bottom scorers <br />
  23. 23. Probability of Success in Sales<br />Range Score Probability of Probability of Bottom Half Top Half Performers Performers <br />Avoid 0 – 18 84.2% 15.8% <br /> OK 9 – 23 53.8% 46.2%<br /> Good 24 -26 33.3% 66.7% <br /> Better 27 -33 32.0% 67.8% <br /> Best 34 -45 33.3% 66.7%<br />Opportunity for Sales Success<br />
  24. 24. SalesMax Results<br />Fortune 500 Insurance Company<br />By selecting those with scores of 25 and higher, mean sales for the selected group would be $4,895,083 for an average improvement in sales of $1,146,113 per sales rep.<br />
  25. 25. SalesMax Results<br />Sales of Consulting Services<br />Those who “passed” SalesMax had double the gross profit as compared to low scorers<br />
  26. 26. SalesMax Results<br />Advertising Sales<br />Low scorers (Avoid) sold less than 10% of goal versus over 90% of goal to top scorers (Best).<br />
  27. 27. SalesMax Results<br />Mortgage Loan Officers<br />Top scorers (Best) had sales volumes that were double that of bottom scorers (Avoid)<br />
  28. 28. SalesMax Results<br />Commercial Lines Insurance<br />Top scorers sold almost double compared to bottom performers<br />
  29. 29. A Complete e-Solution<br />Candidate logs-in to our secure Survey Site<br />Affirms a Statement of Informed Consent<br />Completes the survey in about an hour<br />Client logs-in to our secure User Site<br />System software scores the survey<br />A report is produced immediately<br />Anywhere, anytime, with an Internet connection <br />
  30. 30. SalesMax Selection Reports<br />Graphic Profile<br />Success Profile<br />Selection Advice<br />Probability of Sales Success<br />Assets and Potential Liabilities<br />Interview & Reference Probes<br />Management Suggestions<br />
  31. 31. SalesMax Selection Reports<br />Graphic Profile<br />Success Profile<br />Selection Advice<br />Probability of Sales Success<br />Assets and Potential Liabilities<br />Interview & Reference Probes<br />Management Suggestions<br />
  32. 32. SalesMax Selection Reports<br />Graphic Profile<br />Success Profile<br />Selection Advice<br />Probability of Sales Success<br />Assets and Potential Liabilities<br />Interview & Reference Probes<br />Management Suggestions<br />
  33. 33. SalesMax Selection Reports<br />Graphic Profile<br />Success Profile<br />Selection Advice<br />Probability of Sales Success<br />Assets and Potential Liabilities<br />Interview Probes<br />Management Suggestions<br />
  34. 34. SalesMax Development Reports<br />Graphic Profile<br />Detailed Feedback<br />Personality<br />Knowledge<br />Motivations<br />Developmental Suggestions<br />Action Plan Guidance<br />
  35. 35. SalesMax Development Reports<br />Graphic Profile<br />Detailed Feedback<br />Personality<br />Knowledge<br />Motivations<br />Developmental Suggestions<br />Action Plan Guidance<br />
  36. 36. SalesMax Development Reports<br />Graphic Profile<br />Detailed Feedback<br />Personality<br />Knowledge<br />Motivations<br />Developmental Suggestions<br />Action Plan Guidance<br />
  37. 37. SalesMax Development Reports<br />Graphic Profile<br />Detailed Feedback<br />Personality<br />Knowledge<br />Motivations<br />Developmental Suggestions<br />Action Plan Guidance<br />
  38. 38. Use Standard Version of SalesMax <br />Assess Systems will conduct a Job Analysis for a reasonable investment<br />Identify areas where Behavioral Interview Questions can be helpful<br />Develop Behavioral Interview Questions with management<br />Build a Behavioral Interview based on the Job Analysis<br />Incorporate the Behavioral Interview within the SalesMax report<br />
  39. 39. Validation by Licensed Psychologists<br />Includes These 9 Steps<br />Job Analysis<br />SalesMax Survey administration<br />Supervisor Rating collection<br />Compiling Performance data<br />Data analysis<br />Validate a custom SalesMax success profile<br />Customize SalesMax report<br />Construct Interview Guide<br />Report and documentation<br />
  40. 40. Understand the Job First<br />Review Existing Documents<br />Job descriptions, training manuals, etc.<br />Facilitate Focus Group(s)<br />Include job expert, such as top performers, sales managers, strategic visionaries<br />Define the key success factors for the job<br />Understand how the job and organization are changing<br />Document results<br />Results guide…<br />Data collection<br />Selection and Development programs<br />Customization of assessment tools<br />
  41. 41. Process Design<br />Your Organization’s SalesMax Success Profile<br />Construct based on job data<br />Answers “who will be successful” specific for your specific job and company<br />Validate predictiveness using SalesMax and performance data from study<br />Control for any adverse impact<br />Construct Interview<br />Construct new or integrate existing interview<br />Structured, behavior-based interview<br />Focused on key competencies<br />Integrated into SalesMax report<br />
  42. 42. Gather Validation Information<br />SalesMax<br />SalesMax survey completed by 150 – 300 members of sales force<br />Easy web administration, takes about 1 to 1 ½ hours<br />Objective Performance Data<br />Compile existing sales volume and market data<br />Supervisor Ratings<br />Special ratings, not annual performance reviews<br />Collected in facilitated sessions, either live or by telephone<br />Yields a much higher quality data – greater accuracy<br />
  43. 43. Report & Apply Results<br />Summarize<br />Group summaries of all measured areas<br />Apply Results<br />Design selection process<br />Customize assessment tools<br />Validate predictiveness of tools <br />Plan development<br />
  44. 44. Hire the BestTypical Validation projects range from $$75,000. to $100,000.Assess Systems will conduct a typical validation study for $55,000.00<br />
  45. 45. Typical Hiring Process<br />Targeted Recruiting<br />Pre-Screen<br />Review of application and resume<br />Brief telephone interview for basic qualifications<br />SalesMax Assessment<br />Candidate completes on the Web, anytime, anywhere<br />Results are reviewed and top few candidates invited for interview<br />Interview(s)<br />Structured, behavior-based and focused on key success factors<br />Interview guide integrated into SalesMax report<br />Interview Guide includes individualized probes based on assessment results<br />Hiring Decision<br />
  46. 46. Benefits to the Organization<br />Fewer expensive hiring mistakes<br />The cost of a bad hire is typically estimated at 1 to 1 ½ times annual compensation<br />Increased sales performance<br />By avoiding the potentially worst performers, effectively raise the average productivity of your sales force<br />Consistent, legal hiring practices across the organization<br />Increased efficiency means sales managers spend less time hiring and training<br />Managers can invest more time with their high potential salespeople <br />Increased retention by improving person-job fit<br />
  47. 47. Summary<br />We offer <br />Extensive experience with sales assessment and large organizations<br />Scientifically developed assessment tools<br />Consulting resources to help you implement effectively<br />Flexible technology and a tailored approach<br />SalesMax is a Comprehensive Sales Assessment for Selection & Development<br />Effective hiring helps you choose the top talent of the future<br />Individual development helps grow your current sales team<br />