| When I accept a consulting assignment, I | | | | managers, you are a miserable failure when |
| insist on administering psychological tests | | | | you try to persuade or browbeat someone into |
| to each of the managers and salespeople in | | | | being someone they are not; that is, when you |
| the organization before I arrive on site.I am | | | | try to get people to operate against the |
| no stranger to psychological testing. I | | | | grain.We're all more effective at our jobs |
| majored in clinical psychology in college, | | | | when we are able to be ourselves and operate |
| worked in a clinical environment in my first | | | | with rather than against the grain. Here are |
| job following graduation and brought testing | | | | some of the natural characteristics we look |
| with me when I joined the business | | | | for when hiring salespeople who have the |
| world.Psychological testing is about the | | | | highest odds of turning out to be |
| closest thing to a crystal ball I have found | | | | "keepers."1. Personality characteristics. |
| to predict future behavior.Don't | | | | Anyone can sell, but the odds of sales |
| misunderstand me, psychological testing is | | | | success are the highest when you hire a |
| not perfect. It is not as accurate as, say, | | | | salesperson with the following personality |
| a blood test. However, it is by no means | | | | characteristics:- High drive |
| inaccurate, either. In fact, when I review | | | | |
| an employee's psychological testing results | | | | - Outgoing and persuasive personality |
| with them, most are amazed at how much | | | | |
| insight I have into their strengths and | | | | - Strong sense of urgency |
| weaknesses from the way they filled out the | | | | |
| test.In my company, we have tested over | | | | - High energy level |
| 44,000 people, so we believe our success | | | | |
| models are second to none.I believe you will | | | | - Attentive to detail |
| agree with me that it's important that | | | | |
| managers take hiring seriously. After all, | | | | - Innovative |
| most managers resist terminating employees | | | | |
| long after they have given up on them. Plus, | | | | - Good verbal skills |
| when you consider that personnel-related | | | | |
| expenses make up between 60% and 70% of most | | | | - A natural willingness to live up to |
| company's total operating expenses, it just | | | | commitments.2. High economic values. This is |
| makes sense to take the time to do the job | | | | especially true if your company pays its |
| right the first time?.In the absence of | | | | sales force all or in part via a sales |
| testing, most managers make hiring decisions | | | | commission. If salespeople are not "hungry" |
| based on their gut feelings. They also tend | | | | they will not be motivated by an opportunity |
| to hire people in their own image. This is | | | | to control their income.3. Strong work ethic. |
| not to say that there's anything wrong with | | | | Willing to work the hours necessary to get |
| the manager's image, but it is not wise to | | | | the job done.4. Passionate about the |
| hire everyone with the same or similar | | | | profession of sales. Genuinely enjoys all |
| psychological characteristics because this | | | | aspects of selling, loves people and is |
| causes cloning. And cloning creates inertia | | | | willing to work hard on their sales |
| in an organization.Psychological testing | | | | skills.5. Industry experience. Note that |
| probably won't tell you much about a person | | | | we've listed experience last, not first. A |
| you won't learn after knowing them for six | | | | track-record of sales success increases the |
| months to a year, but by gaining insight into | | | | odds of success substantially.When it comes |
| a candidate's talent and temperament before | | | | to your sales force, it is especially |
| you put them on the payroll, you will save | | | | important to make sure that you have the |
| yourself both a lot of heartaches and | | | | right people on the bus. Taking business |
| money.While psychological testing is not dirt | | | | away from the competition without having to |
| cheap, it's one heck of a lot less expensive | | | | resort to using price as a weapon is a lot |
| than making a hiring mistake. All managers | | | | easier when your people possess the right |
| have learned that it costs thousands of | | | | talent and chemistry to get the job done.Bill |
| dollars when a hiring mistake is made, and | | | | Lee is author of "Gross Margin: 26 Factors |
| that doesn't count all of the lost | | | | Affecting Your Bottom Line" ($29.95) and "30 |
| opportunity. So compare that cost to a | | | | Ways Managers Shoot Themselves in the Foot" |
| couple of hundred dollars for a series of | | | | ($21.95) plus $6 S&H for the first book and |
| pre-employment tests.What's your track record | | | | $1 for each additional book. |
| been at changing people? If you're like most | | | | |