Sales Candidate Assessment Reviews

It's very difficult to make the right sales hire. While there are all kinds of reasons for this, at the top of the list is the hiring organization isn't able to hold themselves accountable to their own hiring standards. OMG Sales Candidate Assessment does this.

Its tough to pick something to dislike. Maybe some advice to would be users however: While this assessment is truly best in class as a sales-specific hiring tool, it does not fix your hiring process issues. Use of this product demands a rethinking of and a departure from all of what has not worked in the past.

Don't hire another sales person without the help of this tool, this process and an expert OMG partner.

Clients who have suffered the real cost of a bad sales hire, typically hire me to help turn that problem around. My clients tell me they see hire-to-top performer ratios of above 80% when prior to my engagement, 10% might have been achievable. I credit OMG Candidate Assessments and OMG's proprietary hiring process heavily for these reported results.

The sales candidate assessment identifies the competencies that a candidate has relating to different aspects of the sales process. It is the only sales assessment tool that accurately predicts the success of a sales person. It measures the will to sell and the four parts that make up the "will to sell", which are desire, commitment, outlook and responsibility. Knowing whether a candidate has these characteristics is so important.

The only feedback that we have had from clients is that some of the questions are very American. This can put candidates off. This means that we have to be very clear about the language used in some of the questions. This hasn't been a huge barrier to our clients using the tool.

The candidate assessment supports those clients who don't have a robust recruitment process. They often keep making the same recruitment mistakes, which make it an expensive exercise. They are usually spending a great deal of time sifting cvs and then interviewing candidates.

Predictive Accuracy. And the enormous number of findings it measures. Tool really gets below the tip of the iceberg to determine if a candidate WILL sell.

Can't think of anything in the assessment. The only downside would be its usefulness with very small companies hiring just one candidate with a very limited pool of potential candidates (which does happen sometimes) from which to choose. Then the cost for a license or a subscription doesn't make sense like it does for companies with a plethora of candidates,even if they only have one job to fill.

I'd also like to see more targeted interview questions in the assessment report.

It tells you the truth. The level of detail about sales skills, beliefs, understanding about sales, whether they are a hunter or farmer - or neither. Whether they CAN and WILL sell your way.

Why bother reading a CV and falling in love with the candidate is they really do not have the skills and DNA to sell?

I dislike that I wish I would have known about this assessment years ago.

This is the definitive assessment in understanding if the candidate will and can sell. It has been validated and so many of our clients have told us we saved them making thee wrong decisions.

I have used the Objective Management Sales Hiring and leadership assessments since 2000. We teach our clients how use the OMG assessments to hire the most effective and culturally aligned salespeople and sales leaders for their companies.

What I like most about the OMG assessments is that they are customizable for each different role specification and they offer a very clear recommendation. That means no guessing or interpretation is necessary.

There really is nothing to dislike about the OMG assessment if you are willing to trust and understand how powerful and predictive they are in choosing salespeople who can and will sell based on the role specification.

Along with being the most accurate predictor of selling skills I have ever used (25 years in the Sales Force Development business), OMG provides a system that greatly reduces the amount of time spent on recruiting sales people. Although in some ways "counter intuitive" the licensed product, once explained, makes perfect sense and also protects the user from potential personnel risks.

The only downside, which is really an upside, is the need to create a larger pool of candidates. The OMG Sales Candidate Assessment will reject many more candidates requiring harder work in seeking out more candidates. However, in the end, you'll end up with better people.

As a Sales Development expert required to improve the sales performance of our client companies, our job is much easier when we have people with the right sales DNA who are trainable and coach-able. These are exactly the type of people the OMG Sales Candidate Assessment puts in our audience.

The best part of the OMG Sales Assessment is how quickly you can determine if you should consider a candidate for a sales position. The summary overview gives you all the information you need about how committed they are to sales, will they accept responsibility and are they trainable and coachable. It eliminates the gut feeling about whether a salesperson can sell and replaces it with a will they sell determination. The assessment is also very easy to read, understand and interpret.

The interview questions could be more specific or prioritized based on the prospects biggest weaknesses or the assessments concern about the candidate. The confidence score could be more specific about exactly what or where the candidate answered inconsistently. The findings often time appear very harsh for new salespeople or non selling professionals.

If you are not using assessments start immediately.

We are continuously able to top grade salespeople, and we can eliminate or significantly reduce hiring mistakes. Even after we've made the decision to hire someone we have our eyes wide open to what to look out for in their behavior while on sales calls. The Supportive Buy Cycle will let us know if they will take stalls and objections, be willing to let their prospects comparison shop, or who will be in control on sales calls. The need for approval weakness will tell us how much talking they will do, will they have closing urgency or will they be afraid of upsetting their prospects.

The assessment not only identifies which skills (competencies) a candidate has relating to different aspects of the sales process, it goes deeper to understand what are the underlying psychological beliefs that may stop a candidate from executing on those skills. The third aspect it measures is the Will to Sell - desire, commitment, outlook and responsibility. These factors I have found to be the most valuable insights as I can teach skills but I need a candidate to have the foundation upon which to build and these are the 4 pillars of that foundation.

Some of the questions a candidate needs to answer is americanised ie what is your sales budget in USD - that turns off some of our NZ candidates.

Of all the candidate assessments I have used over the years this is the most predictive and accurate assessment I have used to hire sales candidates and sales manager candidates.

Often our customers are time poor and have a less than robust recruitment process - so they really are hiring candidates without taking them through a set of filters to determine which might be the best fit for their manager, team and customers. They rely on CVs as their initial screening tool which takes time to read and is a highly unreliable source of information. Using the pre hire assessment early in their recruitment process eliminates the "tyre kickers" as they cant be bothered giving 30-45 mins of their time to be assessed. Those that do complete the assessment provide us with multiple faceted insights upon which we can make better decisions about who to place on a short list for phone screening and interviewing. Lastly, the pre-hire results can be used to create a personal development plan for the new employee once hired.

Very accurate and effective. Easy for clients to understand. Sales specific tool resonates better with clients.

No areas/features which we dislike. This is by far the best product we have used.

Inclusion of partner logos/branding

Reducing the cost of hiring mistakes and finding candidates that ramp up more rapidly.

ease to configure for multiple roles - inside reps, outside reps, sdr's, sales mgr.

questions to ask candidates and reasons why explained in a straight forward manner

volume of info presented makes it necessary to review/read a few times

guaranteed to provide the answers you need to hire a successful candidate.