Stop Screening Out the Best Sales Candidates: Robert Cameron Shows How to Adjust the Hiring Process and Launches Pre Employment Sales Test to Help Companies Select the Best

Companies hiring sales reps stick to the same old hiring practices, and hire low performers that turn over, while screening out some of the best candidates. Robert Cameron examines two hiring myths and shows how to easily select sales people who can sell.

Weston, FL (PRWEB) February 26, 2006 -- Companies hiring sales reps stick to the same old hiring practices, and hire low performers that turn over, while screening out some of the best candidates. Robert Cameron examines two hiring myths and shows how to easily select sales people who can sell.

There are two common sales recruiting myths that are screening out top sales candidates. The first is having some sort of college degree and the second is a number of years sales experience. Wouldn’t you want to see a candidate that has the talent for sales or one who has established relationships with prospective clients? You may not be attracting those people because of these two knockout questions in your hiring process.

Studies show that 55% of sales people shouldn’t be in sales and 20-25% are selling the wrong product or service. So hiring experienced sales people simply recycles mediocrity and gives companies an 80% chance to fail.

Lack of experience can be overcome with training. A lack of sales talent cannot. Hiring an experienced sales rep who was someone else’s low performer is not a winning strategy. Ever heard about the 80/20 rule?

The 80/20 rule in sales says 20 percent of the sales people make 80 percent of the sales. Our research has proven that the selling profession requires qualities not everyone has. The high turnover of salespeople in so many organizations simply reveals ineffective sales hiring and selection processes.

The Profiles Sales Indicator is the solution. With this 20 minute online assessment tool companies will be able to hire people who match your top performers, and beat the 80/20 rule. What would sales be if a sales force had more people like their top performers?

The Profiles Sales Indicator takes the guesswork out of hiring people for sales positions. It assesses five key qualities, including competitiveness, persistence, sales drive, energy, and self reliance. It also predicts seven critical sales behaviors including prospecting, closing sales, call reluctance, self starting, teamwork, building and maintaining relationships, and compensation preference.

Boost sales and lower sales turnover by selecting people who can sell like the top performers. This assessment is available from Robert A. Cameron & Associates, Weston FL. Mr. Cameron works with employers to help them increase the effectiveness of their sales force and improve their company’s productivity and profitability. They can be reached at 954-385-8701 or visit their website at http://www.racameron.com

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