Sales Training Assessment

Use this tool to assess your sales training effectiveness in terms of Process, Self-Management & Planning, Business Development, Sales Presentations, Relationship Management, and Closing Sales.

Sales Analyst Job Description

 
Use this template to create a Sales Analyst Job Description.

Evaluating Candidate Interviews

So you have just finished a round of 5 interviews, and most of the candidates seem to be competent enough; how are you going to select the right person? With so many factors influencing hiring decisions, and so much risk of making the wrong hire, you need a method for quickly, effectively, evaluating each of the candidates. Use Demand Metric’s Interview Evaluation Matrix to eliminate the guesswork.

What are Decision-Making Criteria for Hiring?

• Relevant Experience – Has the candidate worked in your industry before? Have they demonstrated a deep understanding of your business? How recent is their relevant experience? What are their academic credentials?
• Skill Set – does the candidate have the leadership, communication, problem-solving, analytical, project management, technical, performance measurement, and general management skills required for the position?
• Professionalism - did the candidate offer references? Were they on-time and professionally dressed? Was their attitude calm and confident? Do you feel that the answers to your questions displayed honesty and integrity?
• Knowledge of Position - do you feel that the candidate really understands what it will take to be successful in this job? Did they provide a plan of attack to take your organization from its current state to the goal state?
• Personality & Fit – is this candidate a good fit for your company culture? Did everyone else agree that this person would be well received by staff? How enthusiastic and self-motivated do you believe this candidate will be?

Reduce Employee Turnover Costs

There are many statistics and complex methodologies to support the notion that employee turnover costs are seriously affecting mid-sized enterprises. On the low end, the Hay Group reports that the cost to replace an employee is 50% of their total compensation, including benefits. On the high-end, Hewitt & Associates puts the cost between 100-150% of annual compensation. While executive management and sales staff are more costly to replace, churn in any function affects the bottom-line.

How Can You Retain Top Talent?

• Share Long-Term Vision – it is critical that all employees understand the long-term vision for the organization to find real meaning in their work. In particular, star performers who are shut out of the high-level strategy and direction of the company will be the first to defect, while costing the most.
• Conduct Employee Surveys – establish an annual Employee Satisfaction Survey to gather information and determine some of the reasons why people may be looking for greener pastures. Be sure to keep this anonymous.
• Consider Flextime – for employees who are managed based on deliverables, consider implementing a flextime policy, which allows for telecommuting. Best Buy recently instilled a Results-Only Work Environment and boosted productivity in their corporate office by over 35%.
• Offer ‘Personal’ Days - consider offering 1 day per month/quarter for a personal day. This will allow your employees to take care of business in their personal life without having to call in sick to work for fear of persecution.
• Create Focus Groups – bring leaders from each level in the organization together for informal employee focus group sessions. Discuss corporate culture, social activities, and the work/life balance at your company. Use our Facilitating Insightful Focus Groups report for advice.
• Do Exit Interviews - last but not least, be sure to conduct an exit interview. Use Demand Metric’s downloadable Exit Interview Questions Tool for help in this area.

Conducting Insightful Interviews

Considering how important the interview process is for scrutinizing potential employees, it is surprising that most organizations do not have a formal set of interview questions. Don’t misread another hire because you didn’t take the time to plan for the interview accordingly. Use Demand Metric’s Interview Questions Tool to create a list of standardized interview questions from your perspective.

What Types of Questions NEED to be Asked?

• Situational – what previous experiences will help/hinder this prospective employee with success at your organization? Can your prospect articulate their problem-solving or critical thinking skills effectively? What type of management style is this prospect used to? Will they fit your culture?
• Behavioral – how will this prospect react to various situations they will encounter in your work environment? Can your prospect actively listen, and communicate well, both verbally and in business writing? How has this prospect handled pressure in the past, or dealt with a work-related conflict?
• Attitudinal – Does this prospect have a genuinely positive attitude, or are they just acting excited for interviewing purposes? Is your prospect an optimist or a pessimist; both can be useful depending on the role you need. What are the career plans for this prospect; are they an over-achiever?
• Self-Awareness – can this person paint an accurate picture of their capabilities and constraints? Does your prospect have plans for building on their deficiencies? How coachable will this person be? Are they defensive?
• Skills – some positions require specific skills; ensure your prospect has them.
• Knowledge-Based – many positions require specific expertise; test for it.

Account Executive Job Description

 

Use this template to create an Account Executive Job Description.