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Why DISC Scores Consistenly Lead Sales Managers to Ruin

When I first came across DISC in 1989, I was skeptical about DISC. How could the 20-30 set of words in a DISC test help me recruit quality salespeople?

I had signed up for a marketing conference in L.A together with 200 other attendees. One of the presenters Jim Cecil, a Vistage coach, distrtibuted my first exposure to DISC .

It was pre-Internet so administering the test was quite different. in the end, 200 attendees to a $25,000 a seat conference were“ooing” and “ahing.”

Jim explained that DISC alone, is not enough to identify best sales candidate. Without an test to elicit Values, you won’t find top performers.

That said, I took that tool back to Virginia and we began running 100’s of profiles every month. And what I discovered very quickly was the version of DISC we were using was too difficult to use in sales hiring.

Today, sales hiring done right, means getting lasrge numbers of applicants.

We tell our clients 50 applicants per postion minmum. (We used to say 20-30 but applicants have become more clever at faking a track record of success.)

Using the version we had been using with its 20-30 pages of dialogue was too confusing. Plus the verbiage was open to interpretation in any number of different ways.

SInce 1989 I tested 14 different versions but never got closer to a tool that gave us “thumbs up” or “thumbs down.”

In 2003 I decided to create my own proprietary DISC. What I needed was a sales test that told me, “Should I call this applicant in for an interview or not?”

Most DISC tests have one fatal flaw: They are too vague because they are for many positions. That’s why the Advanced Hiring CORE Style Filtration Extractor(tm) is a sales-only.

We’re happy to share it with any sales manager who is sick and tired of being disappointed with their sales hires. Click the button below and we’re happy to show you an easier, more accurate way to use DISC.

Talent Acquisition

Part 1: The Uphill Battle in Recruiting a Sales Team

This is a story a new client, Jack, told me. It is about how he met with a friend, Chris, who is another client of ours…

Mature businessman using documents to discuss information with a colleague in a modern business office — Jack and Chris discuss sales recruiting

Jack sat alone in his office, staring at sales metrics that reflected the stunted growth of his once-vibrant business. Four years ago, he had been invigorated by the dream of selling top-notch online courses that would empower people to master the art of trading commodities, stocks, and currencies. And for two years, he had been living that dream. As the solo salesperson, he’d cultivated an impressive 43% closing ratio and an average sale of $4933. But things had changed when he tried his hand at recruiting a sales team.

Over the past two years, Jack had hired eight salespeople, but their performance was disheartening. Only one hire had shown some promise, and even his metrics were dismal: an 11% closing ratio and a lower average sale of $3301.

"Why can't I replicate my own success?" Jack mused. He had used all the conventional sales hiring tools available, or so he thought.

Just then, his phone buzzed. It was Chris, a long-time friend and VP Recruiting at a successful insurance company. Sensing an opportunity for valuable advice, Jack eagerly took the call.

Over the past two years, Jack had hired eight salespeople, but their performance was disheartening. Only one hire had shown some promise

Jack and Chris caught up over coffee. Chris listened attentively as Jack described his challenges in recruiting a sales team that could match his performance.

"Jack, you need a more scientific approach," Chris advised. "Have you considered using Advanced Hiring System’s DISC to hire salespeople? It's a psychological assessment tool that categorizes individuals based on their behavior."

"DISC? Is that some sort of fancy sales hiring tool?" Jack was intrigued but skeptical.

"Yes, and more," Chris said. "I've been using Advanced Hiring for a decade. They incorporate DISC among other methods. Our more than 2000 salespeople were all recruited using their system. The hires consistently meet and exceed goals. The few times I went against the system, I regretted it."

Book a free Science of Sales Hiring Strategy Session and see where DISC can improve yours success rate

Talent Acquisition

The Art of Recruiting a Stellar Sales Team: A Comprehensive Guide Part 2

We talked about recruiting a sales team in part 1. Continuing where we left off, one might ask, "How can a company identify these talented individuals, the top 3% of salespeople, and bring them onboard?" This is where Advanced Hiring System steps in, with an established system that's been perfected over the course of two decades, assisting over 2000 clients to double their success rate in sales selection.

To start with, it's all about crafting the right kind of lure. It is common knowledge that the top 3% of salespeople won't be attracted to just any job advertisement. You need to understand what these individuals are looking for and appeal to those needs and wants. So, how do we do this? Our in-depth guide, "A Guide to Writing Effective Job Adverts", provides clear insights on how to craft job adverts that resonate with the cream of the crop in the sales field. A successful sales team recruitment effort begins with capturing the interest of potential candidates through impactful, enticing job adverts.

However, attracting the top 3% of salespeople is only the beginning. You've hooked them with a stellar job ad, now it's time to reel them in with a strong candidate experience. But, what does this mean exactly? A strong candidate experience involves seamless communication, respect for the candidate's time, and transparency about the job and company. This approach makes your company stand out in the minds of top performers. It's not just about how the candidate fits into the company, but also how the company fits into the candidate's career path and life.

Indeed, cultural fit is a crucial component of this process. An employee who feels at home in a company's culture will undoubtedly perform better and stick around longer. So, how do we ensure cultural fit? The article on ["The Importance of Cultural Fit in Recruitment" has the answers. Here, we discuss the significance of aligning a candidate's values, beliefs, and behavior with the company's culture. But remember, cultural fit should never compromise the importance of diversity and inclusion in recruitment. As we've explained in our dedicated post, ["The Importance of Diversity and Inclusion in Recruitment", a diverse and inclusive sales team can drive innovation and foster a broader understanding of a varied client base.

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