BENCHMARKS FOR HIRING

ADVISORY SERVICES

BENCHMARKS FOR HIRING

Build stronger sales teams with benchmarking by identifying the best sales DNA for your organisation and hiring accordingly.

OVERVIEW

Psychometric Benchmarking helps your business target the characteristics of your top performers and replicate these attributes within your organisation.

By identifying these characteristics you can recruit and develop candidates and existing employees, applying your organisation’s success formula to build a successful sales team.

ROLES THAT SHOULD BE BENCHMARKED

  • Sales Executives
  • Sales Managers
  • Call Centre Sales Executives (inbound and outbound)
  • Call Centre Sales Managers

WHY IMPLEMENT BENCHMARKING?

Eliminate the ‘guess work’ from recruiting:
  • Benchmarking enables you to identify the characteristics of top performers – essentially enabling you to ‘bottle the magic’ and replicate it in future hires
  • Because Benchmarks are tailored to your company, they help you identify individuals who will be successful within your unique organisation and selling environment
  • Use the Predictor Indicators to identify a good long-term fit, to reduce churn and retain good staff
  • Without Benchmarking your organisation you will not have insight into the unique characteristics of top performers within your sales teams
  • This may lead to a loss of revenue due to missed targets or low performance. This could result in an increase in staff turnover and a decrease in overall productivity.

 

CLIENT CASE STUDY
“The cost of the assessment is such a small portion of the cost vs the return on investment that we get from that – you can’t even compare.
The information you get from the assessment and the use you get out of that; the time saving. It’s a no-brainer for us, we use it all the time.”

– Katinka Beeslaar
HR Manager, PMG

THE BENCHMARKING PROCESS

The Benchmarking process entails the following steps:
  • An ideal sample size, for inclusion in the study is set with our client
  • The employees who form part of that sample then complete the relevant profile
  • The data from the profiles are then statistically collated and graphically represented to demonstrate the characteristics unique to the top performers for that company
  • This profile is then utilised, as a Benchmark, for future selection against which new recruits could be compared
  • This profile can also be used to compare current employees, in determining their strengths and development areas. This assists managers to identify and prioritise highest impact training areas.

 

BENCHMARKING FOR SALES FORCE HIRING FAQs

What is Benchmarking?

  • Benchmarking is the framework utilised for identifying key sales personality characteristics of top performers within your organisation.
  • Benchmarks are utilised to lower or eliminate the ‘guess work’ in hiring, ensuring correct candidates for the organisation.
  • Benchmarks enable targeted sales training for existing sales staff as well as new hires.

What is the difference between Qualitative and Quantitative Benchmarking?

Quantitative Benchmark:

  • This benchmark is created by profiling 20 or more of your star performers.
  • The results thereof are analysed and the characteristics of the star performers are identified.

Qualitative Benchmark:

  • This benchmark is created by utilising information from various sources, such as a job description, structured interviews and profiles of 3-5 top performers.
  • This benchmark is utilised when an organisation does not have 20 or more star performers.

 

HIRING & DEVELOPMENT ADVISORY SERVICES

ThinkSales offers this suite of services to assist companies in hiring and developing their Sales Managers and Sales Reps
BENCHMARKING FOR HIRING

Build stronger sales teams with benchmarking by identifying the best sales DNA for your organisation and hiring accordingly.

DEVELOPMENT PRIORITY MAP

A scientific development tool for identifying the strengths and development areas within your existing sales force.