Over the weekend I sat down to watch ‘Moneyball’ starring Brad Pitt. It tells the true story of newly appointed Billy Beane, general manager of the American baseball team Oakland A’s. During Beane time he radically changes the recruitment techniques of the baseball team, using computer-generated analysis and statistics to hire, instead of the traditional methods. Using his new predictors of players’ performance the team could overcome the odds and improve their win-loss ratio. In fact, the methods Beane have been adopted by virtually all major-league teams to evaluate and hire players.
It’s this success that got me wondering if you could take the same methodology when recruiting in sales? Are there people who excel at certain steps in the sales process but not others, absolutely! Can a team be restructured, so every member is playing to their strengths, sure can! Why is this possible; because an objective sales recruitment tool already exists.
Let’s begin by analysing a clear picture of the current situation in several organisations. All aboard the S.S Profits, ‘Organisational Revenue Improvement Strategy #1’.
Already replaced these characters with images of people in your company or perhaps yourself? Do you have a farmer posing as a hunter, a hunter struggling to do the work of a farmer, a sales leader ready to jump ship at a moment’s notice or a CEO who lacks ideas?
Make your activity count! Desperately moving the deck chairs around is only a distraction to inevitable disaster. If what your company is currently doing is not working, then you must change what you are doing – a sentiment shared with Moneyball.
Our sales team selection runs on data. Many recruiters only utilise subjective data when the real insights come from objective data. How could you competently hire a salesperson or a sales manager without the stats to prove that he/she will succeed in that position? We can measure a candidate to accurately predict whether a candidate will succeed in sales based on their scores.
In the film, Beane selects players almost exclusively on what’s known as an on-base percentage rather than rely on experience or intuition- not without opposition from other managers. A sentiment that tends to carry across to any industry or business, a strong resistance to change.
Consider this: the worst sales manager can be the best salespeople; the worst salesperson can be the best sales manager. You can have a team that consistently deliver wins and is familiar with their strengths, weaknesses and even know how to mitigate their weakness- imagine that!
How would you know what you’re good at and what your weaknesses are? If you’re a farmer, focus on being a farmer. But does that mean you can only open doors and not close? No, you can do both.
If you don’t measure it, you can’t fix it.
Our sales team selection tool is fine-tuned and works – 92% of the candidates we recommend that are hired end up in the top half of their sales force within 12 months and 75% of those we don’t recommend who get hired fail within 6 months.
The tagline of the film is, “What are you really worth?”
I want to ask you a question, “What is it worth to you, to get the best?”