EAP 4

NELSON SERNA BARANDICA

MAXIMIZING THE PERFORMANCE OF YOUR

SALES FORCE

One of the most effective ways for reducing turnover and enhancing productivity

in an organization is by hiring for “fit”. Numerous studies have shown that

selecting employees with the right skills and traits impacts performance and

retention. Effective selection practices can have a real bottom-line impact in an

organization. We have witnessed increases in sales of up to 150% and retention

of up to 40% for clients as a result of better hiring. Actual cost savings can be in

the millions depending on size of the workforce and severity of turnover.

That selecting

Job Analysis: A thorough understanding of the job is critical to ensure that the

right knowledge, skills, abilities and traits are screened during the selection

process. Minimum qualifications can also be determined. A job analysis process

should be in full compliance with the Uniform Guidelines on Employee Selection

Procedures and ensures a selection process that is job related and

consequently defensible.

That Process

All of these goals can be achieved. Using the steps below can help reduce

turnover, increase sales productivity, and select ideal candidates that best

represent the company to the community.

these referes to a “select ideal candidates “

The key is to do a good job of identifying the ideal assessment(s), profiles and

methodology for your organization, and making a commitment to doing it right

the first time. Of paramount importance is ensuring that your process is validated

to the requirements of the job, so that it can empirically predict performance, is

in compliance with federal regulations, and is legally defensible.

your referes to a “organization”

Assessment Choice: Once an understanding of the job is attained by

identifying competencies (e.g., knowledge, skills, and abilities), the key job-

related attributes candidates need can be identified. These may include

cognitive ability, physical ability, personality traits, biographical data, values,

integrity, situational judgment and specific skills. Commonly assessed attributes

for sales positions include personality, cognitive ability, integrity, and sales-

specific aptitude. Methods for assessing these attributes should also be

considered next, and could include web-based or paper-and-pencil

assessments, structured interviews, assessment centers, and simulations.

These referes to Assessment Choice

Validation: Validation is the process of studying the relationship between your

assessments and the job to ensure that it is related to the content of the job and

actually predicts the criteria most important to you (i.e., retention and

productivity). Content validity is established by linking the content of the

assessments to the work performed in the job. Subject matter experts from your

organization should be used to link the job to the assessments and determine

any gaps. Criterion related validity is established by linking performance on each

test to performance on the job. This is accomplished by having a sample of job

incumbents complete the tests, and then studying their test performance

juxtaposed against actual job performance, as determined from supervisor

ratings and any available objective performance data.

this referes to a “assessments”

Validation: Validation is the process of studying the relationship between your assessments and the job to ensure that it is related to the content of the job and actually predicts the criteria most important to you (i.e., retention and productivity). Content validity is established by linking the content of the assessments to the work performed in the job. Subject matter experts from your organization should be used to link the job to the assessments and determine any gaps. Criterion related validity is established by linking performance on each test to performance on the job. This is accomplished by having a sample of job incumbents complete the tests, and then studying their test performance juxtaposed against actual job performance, as determined from supervisor ratings and any available objective performance data.

This is accomplished referes to a “validation”

Developing good selection processes that are effective and defensible is not

simple, but the aforementioned steps are essential. They result in a selection

system composed of a series of steps and tools that are job related, defensible,

and empirically linked to higher performance and greater retention.

They result the good selection processes

Activities: As a result of the analysis, key activities are identified. This might

include training workshops, new hiring standards, and tools that will help

facilitate development and the replication of the behaviors exhibited by top

performers.

This referes to a “tools”

Developing good selection processes that are effective and defensible is not

simple, but the aforementioned steps are essential. They result in a selection

system composed of a series of steps and tools that are job

related, defensible, and empirically linked to higher performance and greater

retention.

they referes to a “steps and tools”