Hiring and Developing High-Performing Salespeople

The first interaction a potential customer has with your company is often with your sales team. High-performing salespeople will significantly impact your success, and so will bad ones.

Across industries, there has been talk about salespeople becoming irrelevant to the buying process. While it’s true that buyers have access to more information about your business and products than ever before, B2B companies are still seeking help before they make purchasing decisions. A survey conducted by RAIN Group confirms this, finding that 71 percent of B2B buyers preferred to actively engage with sellers for new ideas about how to drive business results. And 62 percent said they seek the advice of sales reps to help problem-solve their challenges.

In addition, filling your funnel with marketing leads won’t yield results unless you have capable people to close those deals. To build a high-performance sales team, you need to know which candidates to hire and insights about the salespeople you already have so you can coach them to their potential.

This new ebook from PXT Select explores the critical role of salespeople, the true cost of underperforming sales teams, and how to use data to predict sales performance and replicate your top players.

Contact us for more info or get your free copy of Building High-Performing Sales Teams For Dummies here.

Hiring and Retaining Top Talent in 2024

Countries are reporting an average talent shortage of 77% worldwide. As Baby Boomers retire and the demand for skilled workers grows faster than the available workforce, how do you find and retain top talent? Hiring talent in 2024 requires organizations to think a bit outside the box and restructure their approach to choosing staff.

Filling high-skilled jobs will continue to be a challenge as older generations continue to retire. We are experiencing the highest reported global talent shortage in the last 16 years. However, organizations can prepare for the talent shortage by prioritizing three initiatives: upskilling and re-skilling, expanding their talent pools, and offering job flexibility.

Upskilling and Re-skilling

Hiring internally and training employees for new positions can be more cost-effective and easier than starting from scratch. Hiring managers must remain objective when choosing employees to transition or promote. Developing an action plan and prioritizing communication will help resettle employees in new positions and assess their ongoing performance.

Expanding Talent Pools

Finding new talent pools can be done by looking beyond the traditional job boards or posting positions on the company website. Organizations should explore internships or partner with academic institutions to find candidates.

Offering Flexibility

Consider the benefits and flexibility you are willing to offer your new hires. Workplace priorities have shifted, and people value where and when they work more than ever. By determining what is valuable to employees and creating dynamic teams that understand different work approaches, organizations can address desires and meet the expectations of new employees.

Regardless of where you find your talent, you need a concrete hiring framework to assess and place candidates into the right roles. Paying attention to this piece of the puzzle will help you ensure new hires are aligned perfectly with their positions and do wonders for your retention.

Read more about how PXT Select can help you place and retain talent, and contact us as your hashtag#AuthorizedPartner to get started!

Mastering the Art of Job-Fit Hiring

Did you know that with PXT Select, you can run a multiple candidates report and check out how different applicants might fit the same role? This will help you narrow down and focus your interview process on those who match higher for job fit.

You can also run a multiple positions report, which reflects how a candidate may fit into different roles. So you may have found an exceptional candidate overall, but the job they applied for isn’t the best fit. This information helps your hiring managers objectively analyze which traits stand out in each candidate and align those traits to their position models. These reports can also help you build models if you don’t already have them.

We know that people change, evolve, and adapt. As hiring managers, we must hire for the long haul. These tools, such as PXT Select, exist to determine not just how a candidate will perform in the present role, but if they will succeed long-term. Organizational health and performance outcomes depend on job fit and hiring models that are data-driven.

Reach out to download one of PXT Select’s sample reports, or contact us for a specialized training to master the art of hiring for job fit.

#JobFit #HiringAssessments #HiringManagers
#PXTSelectAuthorizedPartner

Why Choose PXT Select?

Today’s companies have access to more technologies, resources, and data than ever. But many managers still rely on instinct rather than data when making hiring decisions.

Although there are many tools to help organizations learn about a person: resumes, past performance, learned skills and experience, education, training, structured job interviews, and background checks, none of these alone can help predict an individual’s future performance.

So what other kinds of data about potential hires can be helpful?

One of the key areas PXT Select examines is Thinking Style. This refers to data about a candidate’s cognitive ability and how they analyze and communicate information. Behavioral Traits is a portion of the assessment that aims to determine what candidates bring to the table, their level of awareness, and how willing they are to work with or past their traits. Finally, the assessment measures a candidate’s interests, which will help inform what job they are best suited for.

PXT Select™ assessments provide a validated process for establishing job fit—helping organizations understand people at a deeper level and predict future job success. Learn more by reaching out to us to get a free sample report: https://mdr4you.com/contact-us.html

Measure Candidates by Interest and Cultural Fit with PXT Select’s Non-Cognitive Assessment

It may seem like hiring assessments are only useful for measuring intellectual and technical skills, but with the PXT Select™ Non-Cognitive assessment, you can choose to evaluate a candidate based on soft skills and cultural fit while benefiting from the same data-driven approach.

The Non-Cognitive assessment measures behavioral traits and interests, so as a result, it is shorter and simpler, yet equally powerful.

This assessment is perfect for hiring and selecting candidates in situations where cognition has already been established or when technical or intellectual ability is not the highest priority. Candidates are evaluated on traits such as trust, empathy, focus, and flexibility. In addition. behavioral traits like the ability to step into a leadership role or bring people together in collaboration are measured.

As remote work has leveled the playing field for global talent, and as we focus more and more on emotional intelligence in the workplace, this assessment may be just what your organization needs to secure its next batch of talent.

Find out more: MDR: PXT Select Non-Cognitive Brochure

#Hiring #HiringManagers #TalentManagement

What is your organization missing? A data-driven approach to hiring.

Whether you are hiring remote or in person, your organization needs objective, reliable, and accurate data in order to choose the right people for the right roles.

The PXT Select assessment measures thinking style – learn how a candidate will use and interpret verbal and numeric information – and behavioral traits – everything from assertiveness to decisiveness, independence, and judgment.

With these comprehensive reports, you can build a framework and model for your unique roles and what they’ll require from your new hires. Data-powered and informed, you’ll ensure the right people end up in the right seats, driving organizational productivity and outcomes.

Learn more: MDR: PXT Select Sample Reports

Want to avoid high turnover? Take a look at your onboarding process.

According to a Jobvite survey, 30% of new employees leave their jobs within the first 90 days.

The cause is reported as one of three things:
– The role doesn’t meet the expectations that have been set
– New hires leave due to a particular incident
– Poor company culture

Putting yourself into your employees’ shoes, it can be highly stressful starting a new job. Add to that the volatility of the current work landscape: economic fluctuations, layoffs, lack of support from leadership, and poor communication.

So how can you adjust and optimize your processes? Start by considering your onboarding. A recent Gallup study found that only 12% of employees strongly agreed that their organization did a great job of onboarding new hires.

Everything DiSC can help you set a foundation and ensure effective team collaboration right from the start. When employees are comfortable speaking up and asking questions from the get-go, they feel like an integral, valued part of the company and are more likely to buy in to organizational objectives, as well as share their ideas.

As your Everything DiSC authorized partner, reach out to us for more information: Everything DiSC Solutions

#EverythingDiSC #Hiring #Onboarding #NewHires #CompanyCulture #LeadershipDevelopment

Expanding Your Toolboxes for Better Teaming in 2022

What are your team goals for 2022?
Talent is at the heart of everything your organization can accomplish in the next year. Why not spend some extra time ensuring you’ve got the right people, in the right seats?

PXT Select is a human-oriented process and assessment tool. Add that to its data-driven insights, and you’ve got a methodology that will give your hiring managers the confidence and knowledge they need to choose the right candidates every time. #RightPersonRightChair #BetterHiring

Take advantage of our free resources to find out if PXT Select is what you need in 2022: MDR: PXT Select

#TuesdayTips #PXTSelect #JobFit

MDR Coaching & Consulting Inc. is an Authorized Partner for PXT Select.

2022 Talent Strategy

 

Job Fit and Your Bottom Line

Besides being important for employees, a good Job Fit is lucrative. Gallup research has shown that companies with a ratio of 9.3 “engaged” employees (those who are emotionally connected with their jobs) for every “disengaged” employee saw 147 percent higher earnings per share on average when compared with their competitors.

While good fit can help companies make money, poor Job Fit is costly. And turnover affects more than a company’s bottom line or stock price; it impacts morale, the company’s reputation, and productivity. So how can you determine job fit in a truly measurable way?

Learn more: MDR: PXT Select

#LivetoLead #PXTSelect #TheRightFitFriday #Hiring

MDR Coaching & Consulting Inc. is an Authorized Partner for PXT Select.

PXT Select Tools

Using Job Fit to Ensure Employee Ownership

Job Fit is more than engagement—it’s about ownership. When employees take ownership, they’re more likely to take initiative without being pushed. When Job Fit has been established, you become committed to the organization and its goals.

There are many kinds of employee assessments available, but the most successful hiring assessments use Job Fit as a tool to increase consistency and success in hiring.

Job Fit solutions combine tested and reliable data derived from employee assessments with customized data to create a benchmark, which will match candidates to a specific job. #ToolsForSuccess

Reach out to me to get your free copy of The Job Fit eBook from PXT Select!

#LivetoLead #TheRightFitFriday #EmployeeEngagement #PXTSelect
MDR Coaching & Consulting Inc. is an Authorized Partner for PXT Select.

"Hiring the right people takes time, the right questions, and a healthy dose of curiosity."  - Richard Branson