Uncategorized

The Adaptive Style: Grow Where You’re Planted? Really?

 

 

“Grow where you’re planted.”

It’s a lovely proverb; very uplifting—if you’re a weed. Humans, however, have a free will, and growing where we’re planted isn’t always practical, depending on our natural style. Oh, sure, if we’re the crabgrass type, we can pretty much grow anywhere. But those of us who are more like azaleas are certainly not going to bloom in the desert!

 

That’s why the natural vs. adaptive style analysis available in the AHS sales hiring pre employment test is a valuable tool for determining whether an applicant will or will not be a good salesman who will fit well with your sales team. As we’ve discussed before, administering a DISC assessment is a good way to identify the best candidates by singling out the high D and I (Drive and Influence) qualities in the potential salesmen.

 

To one degree or other, all of us have each of the components measured on the DISC assessment, and we’re all generally higher on two of the characteristics than the other two. The thing is, different sets of questions on the DISC assessment reveal that most people actually demonstrate two distinct styles. Their Natural style is their essential self; it’s what they say and do spontaneously when they’re in their natural element. Their Adaptive style is what they say and do when they stop and think about what they should say and do.

 

In an ideal world, everyone would have the same chart for both their natural and adaptive styles. Unfortunately, this is the real world, and many of us find ourselves in work situations where our natural style just doesn’t cut it. That’s when we modify our behavior so that we are actually more conscious of the way we approach other people and situations. We’re out of our comfort zone, so we have to think about how we respond, rather than just react. In sales, the more distance between the high D and high I on the adaptive and natural charts, the more likely a salesman is to be stressed out on the job.

 

For example, when high S people find themselves in a high D environment like sales, they may need to shift some of their natural behaviors to accommodate the expectations of the workplace. If their D factor is too low, they feel completely out of their comfort zone, and their efforts to adapt their style to respond appropriately to the expectations and demands of their environment will cause them a great deal of stress. Those are the azaleas in the desert. Not hiring them would actually be a kindness.

 

The objective of administering the DISC assessment to screen all applicants is to identify candidates’ natural inclinations so that there will be less need for them to make uncomfortable, stressful adaptations. Although there are some talented individuals who can assume different persona for different occasions, most of us would prefer not to go there.

 

When you have candidates who show high D and I levels on both the natural style and adaptive style levels of the DISC assessment, you can be sure that these people will be good interview candidates. One exception might be applicants who are just out of college. Since they have never been required to adapt to any workplace situations, their adaptive style score will probably be unreliable, so pay more attention to their natural style score.

 

 

Read More
Personality Assessments, Sales

Sales Personality Tests: The Ultimate Weapon for Hiring Success

Riddle me this: why are some sales organizations still holding out on pre-employment testing?

Sales personality tests have been around since the 1970’s. That’s nearly 50 years of data, all leading to the conclusion: assessing candidates improve hiring success.

This is also important in sales hiring where motivation, company culture, and level of comfort in the position are very critical to the success and growth of your bottom line.

Why Employers Avoid Personality Testing Their Candidates

Let’s address the elephant in the room: legality.

Use of litigation when civil and employment rights appear to have been violated often scares employers into hiring candidates blindly.

The fact is, however, that there is nothing illegal about personality assessments as long as it’s not discriminatory, is valid and up-to-date, and follows equal employment best practices.

If an employer is able to demonstrate that the test in question is directly related to potential performance and competency for the job in question, then there is no reason to avoid testing.

Another reason that a company may be unenthusiastic about sales personality tests is just simply being reluctant to change. This includes:

  • Unwillingness to add new line items to the costs of hiring.
  • Creating a rift in employment processes where previous employees did not receive equal testing, which makes it more difficult to fairly evaluate performance, merit increases, and promotions.
  • Deploying a new hiring process across all departments, thus involving all managers whose resistance to change likely varies.

7 Advantages of Using Personality Tests In Sales Hiring

Let’s face it – if you care about your company’s bottom line, you can’t base your sales hiring decisions on sentiment or gut feelings. The only true objective method for identifying potential top performers is by creating a benchmark for success.

That’s why sales personality tests are a great place to start. They allow you to identify and classify a candidate’s personality, values, and dispositions, making it easier to predict their proficiency in the sales world, whether that’s on the sales floor, the road, over the phone, or online.

Contact Advanced Hiring System today to learn more about how we use sales assessments to attract and hire top sales talent.

Makes Hiring More Reliable

Rather than taking a candidate’s word for what they have done via their resume, sales personality tests evaluate what a candidate will do in a given scenario. This helps put people in the right role.

While they may not make sales managers, the candidate may be ideal for an auxiliary role as a senior business development representative or account executive.

Shrinks the Candidate Pool

Let’s say you work at a large hiring organization in your city or metro region. Or maybe you have a blanket policy of always accepting resumes, even when not actively hiring.

These are scenarios that can add to your hiring manager’s frustration in simply getting through the flood of low-quality applicants. By subjecting candidates to personality tests, you do two things:

    1. Lower the number of application submissions by eliminating those only casually looking for employment.
  1. Screen for a predetermined set of success factors.

These two things will help you narrow your focus and attention on hiring top performers instead of a mixed bag of candidates.

Screens without Unconscious Bias

If you are struck by a strong first impression that dilutes the rest of the application process, how can you be certain your hiring process is truly valid? Studies have shown that by creating a system that lessens the weight of first impressions you avoid unconscious bias.

To further put testing into a positive light regarding its legality, sales personality assessments prior to a face-to-face meet can help reduce the liability of discrimination based on age, race, gender, sexual orientation, or disabilities. It ensures that you see the potential of a prospective hire based on values before anything else.

Finds the Right Cultural Fits

Did you know that 83% of recruiters surveyed that finding a cultural fit is the second most important hiring factor? That means hiring someone who aligns with a company’s culture, values, and mission is sought after than employee referrals or industry knowledge.

But why is there so much emphasis on hiring cultural fits? For good reasons, of course:

  1. Employees that feel connected are more productive, happier, and less likely to jump ship. That equates to increased performance, stronger morale, and decreased turnover rates.
  2. Cultural fits shine with future potential and willingness to take on greater responsibility down the road.
  3. They help you determine and understand what are your company values and principles and how they set your business apart.

Behavioral interviewing is another effective technique for hiring cultural fits. They allow you to ask open-ended questions that help you gauge how candidates would operate in day-to-day challenges as well as predictors of future behaviors and how they will mesh with the rest of your team.

Strengthens Your Sales Team and Onboarding Process

Everyone has their preferred sales approach, so understanding their personality type can help determine which team or environment works best for them.

You also want to onboard qualified candidates that balance your strengths and weaknesses. If you have too many introverts versus extroverts, cold callers versus account managers, or D-personalities versus C-personalities, you may be doing your team an injustice.

It Takes Money To Make Money

Think of the time, cost of materials, and hours you’ll be saving your company by using sales personality tests for screening candidates, especially if you offer pre-employment testing online. The time and money saved can be invested in improving your company elsewhere.

Provides Valuable Hiring Insights

Everything can be improved, including the hiring process. Sales personality tests can identify questions that may be trickier than others. It may not be intentional, but you could be weeding out qualified candidates without even knowing it.

Make sure to add a step in the onboarding process where new hires provide their feedback about the personality test. It will help you evaluate the testing you have in place, and whether it’s worth seeking out new options.

Let Us Improve Your Sales Hiring Success Rate

Here is a recap of the benefits of using a sales personality test in your hiring process:

  1. Makes hiring more reliable
  2. Shrinks the candidate pool
  3. Screen candidates without unconscious bias
  4. Opens the floor for discussion
  5. Finds the right cultural fits
  6. Strengthens your sales team and onboarding process
  7. Saves time and money
  8. Provides valuable hiring insights

Our data here at Advanced Hiring Systems has shown that using sales assessments, when used correctly, can tremendously improve your sales hiring effectiveness.

Free yourself from hiring headaches. Contact us today for a free consultation.

Alan Fendrich

Read More
Uncategorized

The Rejection Letter: an Essential Element in the Sales Hiring Process

 

I think most people would agree that companies who hire sales people expect them to be respectful, responsive, and communicative with their customers. Unfortunately, the majority of these companies don’t practice what they preach when they are doing their sales hiring. In fact, many job applicants are often left in a puddle of confusion after the application process, and often never really know if their application was even considered.

It’s basically a matter of manners. To stay successful, a company needs to maintain a positive image, not only with the public and its employees, but with those who may or may not end up working for the company someday. When candidates apply indirectly online, through the mail, or otherwise, it’s important to acknowledge receipt of the application. Otherwise, the applicants find themselves in an agony of indecision: should they assume that the application has been rejected, or reapply and risk being thought of as a pest?

When you hire sales people,  it may take a little time and effort to send applicants an acknowledgement, but it’s a courtesy to the applicant to let him know that he is or is not being included in the hiring process. Considering the positive perception it will create for your company, and the relative enormity of the rest of the sales hiring process, it’s a small price to pay.

Another small courtesy that could have a big impact on your company’s image is a respectful rejection letter sent to candidates who don’t make the cut at different levels of the hiring process. Timely notes to candidates who have been eliminated will allow them to know where they stand so that they can focus their attention on other opportunities. It will also save you the time and trouble of answering emails and phone calls checking their application status.

Your rejection letters should be sent to every candidate who is eliminated from the hiring process, no matter what stage of the process this occurs. The AHS sales hiring materials include a form letter that you can use when initial applications and résumés are declined, but you can also choose to write a note that’s a little more personal. In fact, the further through the process the candidate has progressed, the more personal you can make the rejection letter.

Two things your rejection letter should do:  show appreciation to the applicant for taking the time to apply to your company, and state the reason for the rejection in a diplomatic way. (Skills don’t match the job requirements, pre assessment tests don’t indicate a match, position has been filled, etc.) You can also indicate what the company might do with the applicant’s information (i.e. forward it to another department, hold on to it for a specific amount of time, in case of future opportunities, etc.), or offer some advice on how to proceed.

Your note should end by wishing your candidate the best, and it should be personally signed. With a considerate, respectful rejection letter, you not only provide closure for the applicant, you also leave the door open for some positive PR.

 

 

 

Read More