Do Sales Recruiting Correctly With Personality Test Expert John Pyke

Wes Schaeffer
September 04, 2018

Go beyond Myers Briggs tests and basic interview questions to find your next great salesperson

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100 years of research into personality assessments prove they are not that great in and of themselves
DISC, etc. are great for communications and behavioral analysis
When it comes to hiring a traditional assessment is showing what’s above the surface
Persistence, Drive, Problem Solving, etc. are innate abilities
Not everything can be taught to your people
Based on science and statistics we know how to hire good people, but you have to use the right tools
Salespeople need to be money-motivated
Hiring managers have been burned in the past and/or they just don’t know so John has his prospects give him their top and bottom people and John identifies them by their results
Bad hires can cost up to $114,000 + lost opportunities
But if you go too slow and say you are “selective” you learn that time kills deals
John offers a one year unconditional replacement guarantee and lower fees
The 80/20 rule is alive and well in sales performance
65% of businesses say it takes at least seven months to get a new hire up to speed and they only stay an average of 17 months
There’s a 95% turnover in residential real estate
Develop a culture of high performance on your team
What is unique about your recruiting and hiring process?

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