A Scientific 5-Step Method to Hire Superstar Sales Reps

Superstar sales reps increase your company’s sales, profits and reputation. In contrast, below-average or average reps do not help your sales much. So, you absolutely must hire Superstars.

Superstar employees are both highly productive and low turnover.

I have made it possible to consistently and scientifically select superstar sales reps. My five-step method achieves this fast and efficiently so you save valuable time.

Overview: Research shows that scientifically validated pre-employment tests are the most accurate, scientific method to assess job applicants. Even better, if you find the benchmark test scores of your company’s superstars and focus on hiring applicants who get same scores as your company’s superstar benchmark test scores, you vastly increase your odds to select applicants who could become your company’s highly profitable superstar sales reps.

Step 1: Review Applicant’s Resume

Does the applicant have seemingly relevant work experiences, education, training and time-on-jobs similar to your company’s superstar sales reps?

If yes, then continue considering that applicant. If no, then stop considering that applicant.

Time Needed – 5 minutes

Step 2: Custom Pre-Employment Tests

Custom-tailored pre-employment tests scientifically compare an applicant’s test scores versus your superstar reps’ benchmark test scores.

Before testing job applicants, conduct a benchmarking study. Your benchmarking study will statistically research and find exact benchmark test scores of your company’s superstar sales reps. Tests can be administered to applicants online.

If an applicant’s test scores are the same or close to benchmark test scores of your company’s superstar sales reps, then you scientifically know it is worth spending more time considering that applicant.

If an applicant’s test scores differ much from your superstars’ benchmark test scores, then you have scientific reason to stop spending your valuable time considering that applicant.

This graphic shows test scores of an applicant whose test scores are the same as one company’s benchmark test scores of its superstar sales reps.

Time Needed – 5 to 10 minutes

Step 3: In-Depth Interview

In-depth interviews are ultra-time-consuming:

  • 30 minutes to schedule the interview + wait for applicant + nicely greet applicant
  • 1 to 2 hours to conduct the interview
  • 30 Minutes to write notes and rate the applicant

That’s up to three hours of your valuable management time! Of course, you should only spend two to three hours on applicants who did well on Step 2 – i.e., got test scores the same or close to your superstars’ benchmark” test scores.

If you rate an applicant highly after an in-depth interview, then continue to Step 4. If they don’t rate highly following the in-depth interview, then stop considering that applicant and find someone better.

Time Needed – 2 to 3 hours

Step 4: Time-Consuming Assessment Methods

These time-consuming assessment methods may include

  • Reference checks
  • Background checks
  • Drug tests
  • Role playing
  • Realistic job observation

These are time-consuming and often expensive assessment methods, so, make sure you only continue considering applicants whom you rate very positively on these time-consuming assessment methods.

Time Needed – 1 to 4 hours

Step 5: Your Hire or Not-Hire Decision

If you rated applicant favorably on all of the first four steps, then you can seriously consider making a job offer. Alternatively, you may want to see if you can find another applicant you rate even higher.

These five steps give you a consistent + scientific method to assess sales candidates and hire applicants who have crucial work-related qualities like your company’s superstar sales reps. When you put these five steps into action, you and your company will reap a huge return on investment (ROI) thanks to your new superstar sales reps who produce big sales and profits.

Learn More In a Free Webinar

Michael Mercer will share more about his 5-step scientific method for hiring superstar sales reps in a free webinar hosted by Sales & Marketing Management Connect. The webinar is scheduled for Tuesday, March 7, at 2 p.m. Eastern. Learn more and register to attend here.

Author

  • Michael Mercer

    Michael Mercer is a speaker, business psychologist and author of six books, including “Hire the Best & Avoid the Rest.” He is the researcher and creator of three pre-employment tests – the Abilities, Behavior & Dependability Forecaster™ tests. Visit www.MercerSystems.com for more information.

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