• Duane Cashin


Updated: Feb 17, 2020

Over the Thanksgiving holiday, I set out to watch a few new movies with my wife on Netflix.

We didn’t really have anything in mind when we began our post-turkey movie binge, but thankfully, Netflix makes the selection process blindingly easy: Look at titles and pictures and in a particular genre, watch a few trailers that load automatically, read a few reviews, hit enter on what looks interesting. It couldn’t be easier, right?


Here’s how it actually went.

We did everything we were supposed to: We scrolled the titles, watched the trailers, read the reviews, but we just couldn’t commit. After 30 minutes, we were stuck -- in what felt like a sea of infinite options. We got testy with each other as we rejected each other’s suggestions. Eventually, we just gave up and watched old reruns of Cheers -- not bad, but not exciting. We wanted better, but we got overwhelmed and gave up, settling for something familiar that really neither of us wanted. 

Sound familiar?

It occurs to me that the experience we have selecting movies on Netflix mirrors the experience most companies have selecting and hiring sales reps.

When most companies set out to hire, they cast the net far and wide to generate a large candidate pool. They take in hundreds if not thousands of resumes (often because the job posting was too vague to weed out bad candidates), and then they sit back and attempt to identify ideal candidates based on feelings or “hunches” instead of specific requirements. 

The entire process takes an eternity, produces a dizzying number of candidate options, and then becomes overwhelming. In a desperate attempt to just get it over with, companies will just “pick something” like my wife and I did on Netflix. Very rarely does that process produce great results.

What should companies be doing instead? Using the right assessments at the right time (the beginning of the hiring process) to better identify right candidates.

Most companies either don't use assessments, don't use the right ones, or wait until the final interview to ask candidates to take the assessment.  Such improper use affects quota attainment and attrition.  

Consider the following from Objective Management Group (OMG):

Companies that don't use assessments have a 49% quota attainment rate, compared to 61% for companies using assessments and 88% for companies using accurate and predictive sales-specific assessments like these.

Isn't that compelling?

We see this all the time with companies we work with, which is why we’re so adamant about using scientific assessments. ​ Assessing all of your candidates up front allows you to focus on only the candidates who have the potential to be successful in the role, saving time and money that would otherwise be wasted calling and interviewing candidates who don't have what it takes or wouldn't be a good fit for the role. ​ Are you ready to retool your sales recruiting process and adopt a sales-specific accurate and predictive assessment strategy into your business? It’s one of the easiest and quickest changes to make. We can help.

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