Comments on: Mis-Hiring Senior Executives. It's An Epidemic.

By: SalesJournal.com » Preventing the Mis-Hire

SalesJournal.com » Preventing the Mis-Hire — Fri, 26 Jun 2009 12:22:55 +0000

[...] a recent posting, fellow blogger Dave Stein commented on what he views as an epidemic: the mis-hiring of sales executives. Dave notes that too [...]

By: Dave Stein

Dave Stein — Wed, 10 Jun 2009 15:38:56 +0000

Thanks for the comment, Bill. Just one point. Psychometric test is very effective and very affordable. Every sales hire as well as manager applying for a job should have to take a psychometric test.

By: Bill Lynch

Bill Lynch — Wed, 10 Jun 2009 14:44:36 +0000

Interesting commentary regarding what doesn’t work but wide of the mark, I fear, in terms of what does count. Hiring someone on the basis of having produced superior numbers is indeed a common mistake but “creating” your own is often simply not feasible for smaller firms, neither is psycho testing.

The plain fact is that the “C” executives in most firms seeking executive sales talent are not equipped to evaluate/differentiate among and between the better talent supplied by excutive search firms. And the search firms are far from objective, they typically want to win a placement.

A compelling, verifiable track record is the only meaningful and objective place to start assessing the calibre and capabilities of the person sitting in front of you. Even a moderately skilled salesperson will arrive prepared to address/deflect even insightful/probing questions. Check the references and have the person articulate just how he or she achieved the grand results portrayed in the resume.

By: Dave Stein

Dave Stein — Tue, 09 Jun 2009 18:50:17 +0000

Thanks, Adrienne.

By: Adrienne Wiggins

Adrienne Wiggins — Tue, 09 Jun 2009 16:49:37 +0000

Dave, you’ve hit the nail on the head. Understanding the “DNA” of a candidate is what allows “outside the box” executives to be hired successfully on a regular basis. The right assessments can greatly increase the success rates of new hires by an organization — even at the executive level.

As for Sales Leaders, since so many are hired/promoted solely based on their stellar sales numbers, they often come ill-equipped in experience, training, and core behavioral tendencies to be developers of people and advocates for their teams. If better pre-hire and succession assessments were utilized and more management training opportunities were offered to sellers, fewers mis-hires would plague our sales organizations.

Keep up the great blogging!

By: Dave Stein

Dave Stein — Wed, 27 May 2009 18:44:06 +0000

Ares, I disagree. First, you can’t create a good employee from someone who doesn’t have the DNA required for success in the job. Second, even if you could, few business can afford the time and money to wait until someone is able to fill their roles effectively.

With that said, perhaps in your company things are different.

Dave

By: Ares Vista

Ares Vista — Wed, 27 May 2009 17:52:26 +0000

The only sure way to hire a good employee is to create one. Excellent, thorough training and clear expectations will allow your employees to fill their roles effectively. Choosing the right people is usually an instinctual decision, but getting any employee to produce is attainable for any business.

By: Dave Stein

Dave Stein — Tue, 26 May 2009 12:10:53 +0000

That’s an important point, Lynda.

By: Lynda Stakel

Lynda Stakel — Tue, 26 May 2009 11:43:24 +0000

At this level, do we really need Sales Managment as much as strong leadership in other he disiplines that
affect our time and sales strategy?

What I mean is, professional Sales Executives know where to find business and how to secure it. What keeps sales people from devoting the time and concentration required to maximize potential, are the failure points in an organization that force sales into the role of “customer advocate” . Customers/ organizations should not have to escalate or have the sales relationship leveraged just to get a proper invoice or a resolution to a departments inability to follow the customers agreed upon proceedures.

Value in leadership for the sales professional comes from the management in departments that hold their people accountable to get the job done so that sales does not have to get overly involved with anything that does not produce growth and revenue.

By: Dave Stein

Dave Stein — Fri, 22 May 2009 12:50:18 +0000

Hi Kell,

A hiring process, including profiling, structured, behavior-based interviewing, vigilant reference-checking and psychometric testing will greatly reduce mis-hiring.

Dave