38803631_mlFive Points to Know, Now, About Talent Analytics as You Look at Sales Team Resumes

 

You already know that successful companies are creating a personalized experience for customers – and that it’s no longer a nice touch, but instead, a requirement for growth. However, you might be overlooking the vast opportunities for growth that can be realized with the use of talent analytics to build your best possible team of employees.

 

Particularly when it comes to your sales team, the ability to accurately predict the success level, performance style and level of motivation of each member you hire could result in significant growth. For most businesses, payroll is around 40 percent of the total revenue, so this investment is worth your attention – not to mention the costs of rehiring or retraining when a new team member doesn’t match your expectations.

 

There are five points you should keep in mind about talent analytics as you consider hiring new sales reps:

  1. You likely already have some of the data you need, but not all. If you have been in business for a few years, you have data to analyze. You have important information about your sales reps’ education, work experience and salary history. But what do you know about what actually motivates them, or if they’re in a position that can help you move forward in the coming months or years? Using a talent analytics system can provide these answers.
  2. Enhance accuracy by going beyond the simple demographics. If you’ve got more in-depth information about your team’s potential, are you able to use it? Are you truly tapping into the data that identifies behaviors and tendencies? Sometimes talent analytics tools can be overly complex and difficult to apply to your daily operations. What you need is a proven behavioral assessment or skills assessment tool that’s on-target but easily applied to daily decisions.
  3. The predictors of success may not be what you think. If you always look for a marketing degree or a highly-recommended candidate, you may be making assumptions that don’t necessarily translate to a successful sales rep. One company that always prioritized GPA and college experience found that a grammatically-correct resume was more predictive of future success than either of the school-related data points. Without knowing what truly indicates potential or motivates your team members, it can be difficult to look past the resume accolades and make the decision that will pay off toward your goals.
  4. Data will tell you information, but you have to listen. Once you identify the data, it will be tempting to disbelieve the factors that help you identify your future top sales reps. It can also be challenging to take the steps toward reorganizing your team if the data suggests it, or changing your leadership style to maximize your talent. However, when you consider the financial impact of hiring the right reps, and knowing how/when to shift them on your team, refining your hiring process to include talent analytics has a clear and immediate effect on your bottom line.
  5. Do it now. Not only can talent analytics help you hire the right people for your sales team, but it can help you organize the team you already have. Your sales team is made up of individuals that have distinct personalities and behavior patterns. Identifying which traits and actions lead to success can help you refine and train to heighten the performance, confidence and satisfaction of your employees.

 

PI Consulting Group offers talent analytics that send a message that you genuinely care about the talent you hire. When you want to offer a sophisticated level of attention to the candidates you consider for your sales team, give us a call. We provide data-driven, practical information about your staff that refines and optimizes your sales team’s potential.