The Center for Sales Strategy Blog

Scenario: A team member comes to you, excited because a former coworker, a Top Performer, has just let them know that they are looking for a new position.

They are perfect for an opening on your team! You become excited because that opening has been hard to fill. Finding quality candidates has been hard and the competitive job market brutal.

So you can’t wait to hire this person. But before you meet with them, you have them take the Sales Talent Assessment, confident that their talents will match the glowing description by your AE.

Then comes that email. Not recommended to move forward in your process.

What?! How can this happen? And what do you do next?

Wouldn’t it be lovely if each sales candidate that you interviewed came holding a sign? “I’m Coachable.” “I’m a Hard Worker.” “I’m disorganized.” “You can’t trust me!”

Think of the time savings if everyone summed up their best strengths and their worst weaknesses for you and handed them over before an interview. You could come prepared with questions to find out how those strengths work for them (or trip them up) and if/how they work around those weaknesses.

Too good to be true? It’s not. All you need is a validated talent assessment like the Sales Talent Assessment (STA) and a conversation with a Talent Analyst.

Have you ever met a kid and know what kind of career they were made for?

I bet the answer is YES if you really think about it.

The best time to plant a tree was 20 years ago. The second best time is now.

You’ve probably heard that wise Chinese proverb before. In the business world, the best time to start recruiting was before you had a job opening, but the second-best time is now.   

If you're a hiring manager, recruiter, or HR professional tasked with recruitment and selection for a sales team, your number one priority involves making sure you have the most talented people in the right places on your team. There is no doubt that matching talent to a task in this way will determine the success, or failure, of your sales organization.

During the first 90 days at a new job, the relationship between a new hire and their employer is as vulnerable as it gets: 20% of all employee turnover happens during those crucial three months.

Leaving a job before things really get going is becoming increasingly normal, especially for younger workers: Jobvite’s oft-cited annual “Job Seeker Nation” survey reports that 34% of them have, at some point in their young careers, left a job in the first 90 days.