Sales Assessments Compared
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Masks and Sales Assessments – You Lose a Little Freedom and Control for Safety and Confidence
- September 18, 2020
- Posted by: Dave Kurlan
- Categories: Analogies, Sales Assessments Compared, Understanding the Sales Force
The same thing happens when clients use Objective Management Group’s (OMG) accurate and predictive sales candidate assessments. They lose a little freedom because they no longer arbitrarily interview salespeople who they feel like interviewing, and refrain from simply offering positions to people because they have a gut feeling about a candidate. However, they lose some control because one half to two-thirds of the candidates will not be recommended when they aren’t great fits for the particular sales role for which the company is hiring, or simply aren’t very good salespeople – period.
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How the Correlation Between Restaurants and Covid 19 Applies to Sales Assessments
- September 17, 2020
- Posted by: Dave Kurlan
- Categories: Analogies, Sales Assessments Compared, Understanding the Sales Force
But does it really matter whether this is causation? Is there that big of a difference? Is correlation enough? It depends on what you are trying to show. Let’s take sales assessments for example.
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The New York Times’ Misleading Article on Assessments and Their Use Cases
- March 3, 2020
- Posted by: Dave Kurlan
- Categories: Sales Assessments Compared, Understanding the Sales Force
The New York Times, which is often accused of publishing fake news, published an interesting article comparing personality tests to astrology. The story included specific assessments like The Myers-Briggs Type Indicator, The Hartman Personality Profile (Color Code), Plum, and DiSC. Myers-Briggs reports on sixteen dimensions of personality, the Hartman Profile has four dimensions of personality, Plum uses AI to predict cultural awareness, teamwork and communications, and DiSC has four dimensions of behavioral styles.
I had so many reactions to this article and I have attempted to collect and assemble them into a coherent article that I believe will be worth your while.
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The Deal Breaker That Prevents you From Hiring a Great Salesperson
- January 13, 2020
- Posted by: Dave Kurlan
- Categories: Sales Assessments Compared, Sales Data and Science, Understanding the Sales Force
One of the questions we are often asked by HR Directors is, “Can people game the OMG assessment?” Of course they can try, but we have a very effective algorithm that smokes out those who attempt to cheat. It doesn’t happen very often that somebody attempts a big cheat but when it does, it’s almost magical in the way we uncover them.
There is a very small percentage of salespeople who attempt an all out cheat. This unethical group can usually be found in the category of weak salespeople – the bottom 50% – which explains why they think they need to cheat. But what happens if a good salesperson attempts to game the system? What would that look like?
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Epic Debate on the Science of OMG’s Sales Assessment
- March 9, 2015
- Posted by: Dave Kurlan
- Categories: Sales Assessments Compared, Understanding the Sales Force
In my opinion, that very conversation is now the ultimate, defining conversation comparing the science behind OMG’s award-winning sales assessments, to gut instinct, faith, intuition and experience. The conversation explored whether or not the science was accurate, valid, predictive, consistent, and reliable. The contrarions weighed in, the know-it-alls spoke up, and eventually, the supporters arrived in droves. If you read only one article/discussion on sales selection tools in your lifetime, this must be the one. Read and Join the discussion here, but I warn you, it contains a LOT of very compelling and highly-charged reading.
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The Sales Assessment that Dave Kurlan Developed
- January 12, 2015
- Posted by: Dave Kurlan
- Categories: Sales Assessments Compared, Understanding the Sales Force
This is my 600th article since the inception of the Understanding the Sales Force Blog 4 years ago. It seems that around every 66 articles or so I write an article to explain how inferior all of those other assessments are when it comes to the sales force. The last time I made an attempt like this was four months and 115 articles ago. So it basically comes down to a formula where I provide 65 articles with great content, and in return, you read about how our Sales Assessments blow the lid off of any other assessment you place along side them.
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More Sales Assessment Imposters Exposed
- May 29, 2012
- Posted by: Dave Kurlan
- Categories: Sales Assessments Compared, Understanding the Sales Force
Assessments can have a huge impact on selection, diagnosis and development of the sales organization. However, if you choose the wrong assessments – imposters – you won’t receive any of the powerful intelligence or predictive benefits that OMG provides its users.
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The Sales Assessment that Dave Kurlan Developed
- February 9, 2010
- Posted by: Dave Kurlan
- Categories: Sales Assessments Compared, Understanding the Sales Force
If you sell high end business services and your salespeople earn in excess of $250,000 annually, would you want to use the same hiring and selection criteria that they use to hire salespeople that sell long-distance telephone services to anyone who will listen?
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More on Push Back from Sales Assessments
- February 29, 2008
- Posted by: Dave Kurlan
- Categories: Sales Assessments Compared, Understanding the Sales Force
Yesterday’s post generated a number of emails – mostly good. But one particular question that was raised deserves a post of its own. The reader asked, “why are your assessments so black and white?” and “why isn’t more attention paid to the strengths and skills?” and “why can’t they be like other assessments which take more of a neutral position?”
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