Hiring the right salespeople for specific roles can save your business time, money, and frustration. OMG’s tailored assessments focus on three key areas – Tactical Selling, Sales DNA, and Will to Sell – to match candidates to roles like Business Development, Account Management, and Consultative Sales. The data is clear: 92% of OMG-recommended hires perform in the top half of their teams, while 75% of non-recommended hires fail within six months.
Here’s what you need to know:
- Different sales roles demand different skills: Hunters (new business), Farmers (account growth), and Consultative Sellers (complex solutions) each require unique traits and abilities.
- Sales cycle length matters: Short-cycle sales need speed and urgency, while long-cycle sales require strategic thinking and relationship-building.
- Geography vs. industry focus: Geographic roles need local market knowledge, while industry-focused roles demand deep technical expertise.
- Tailored assessments drive results: Adjusting competency weights and benchmarks ensures you hire and develop the right talent for each role.
Common Sales Role Types
Understanding the unique demands of each sales role is crucial for fine-tuning OMG assessments. Every position requires specific skills and traits, and evaluating these effectively can make a significant difference in hiring and development success.
3 Main Sales Roles
Most sales teams lean on three core roles, and OMG assessments are built to measure critical competencies in Tactical Selling, Sales DNA, and Will to Sell.
Hunters (Business Development)
Hunters focus on bringing in new customers. Their assessments highlight skills like prospecting, cold outreach, and the grit needed to tackle the challenges of landing fresh business.
Farmers (Account Management)
Farmers are all about nurturing and expanding existing customer relationships. Their evaluations emphasize trust-building, strategic account management, and the ability to retain customers over the long haul.
Consultative Sellers
Consultative Sellers handle complex sales that demand deep product knowledge and strategic thinking. Their assessments look at technical expertise paired with advanced selling skills across the three key areas.
Short vs. Long Sales Cycles
The length of the sales cycle shapes the skills that matter most in assessments.
Short-Cycle Sales (Up to 3 Months)
With the median B2B sales cycle sitting at 2.1 months, short-cycle sales assessments focus on:
- Building rapport quickly
- Fast decision-making
- Creating urgency
- Managing high activity levels
Long-Cycle Sales (6+ Months)
Longer sales cycles, often seen with enterprise or complex solutions, require a different approach. Lori Richardson puts it best:
“It’s way better to get a quick no than a slow, long, drawn-out no”.
For these roles, assessments prioritize:
- Project management skills
- Navigating relationships with multiple stakeholders
- Selling complex solutions
Geographic vs. Industry Focus
Sales roles can also be tailored to either a geographic region or a specific industry.
Geographic Territory Sales
These roles cover multiple industries within a defined region. Assessments for these positions should focus on:
- Knowledge of the local market
- Territory management expertise
- Flexibility to work across various industries
- Strong travel and time management skills
Industry-Focused Sales
Specialists in vertical markets need deep expertise in their field. Their evaluations should measure:
- In-depth industry knowledge
- Understanding of vertical markets
- Mastery of industry-specific solutions
- Technical proficiency
Matching OMG Skills to Sales Roles
Aligning OMG’s 21 Sales Core Competencies with specific sales roles is all about precision. It’s not just about identifying skills – it’s about strategically pairing them with the demands of each role. This data-driven approach allows you to customize roles effectively, ensuring you’re putting the right people in the right seats. Below is a matrix that connects core competencies to the primary sales roles.
Skills Matrix by Role
Each sales role requires a unique blend of competencies across three categories: Tactical Selling, Sales DNA, and Will to Sell. Here’s how they break down:
| Role Type | Critical Tactical Skills | Essential Sales DNA | Essential Will to Sell Traits |
|---|---|---|---|
| Business Development | Prospecting, Cold Outreach, Pipeline Management | Hunter Mindset, Risk Tolerance | Self-Motivation, Goal Focus |
| Account Management | Strategic Planning, Relationship Building, Account Growth | Farmer DNA, Consultative Approach | Long-term Vision, Patience |
| Inside Sales | Phone Skills, Digital Communication, Quick Qualification | Adaptability, Time Management | High Activity Drive, Resilience |
| Enterprise Sales | Complex Solution Selling, Stakeholder Management | Strategic Thinking, Business Acumen | Achievement Drive, Leadership |
Measuring Sales Personality Traits
Technical skills are just one piece of the puzzle. To truly refine role alignment, you need to assess personality traits that complement the role. OMG’s specialized competency evaluations help you measure these traits with precision.
For hunter-focused roles, the key traits include:
- Risk tolerance for handling cold outreach.
- Comfort with rejection – a must for navigating tough prospects.
- Competitive drive to stay ahead.
- A focus on short-term wins to keep momentum high.
For farmer-focused roles, the essential traits are:
- A knack for relationship building that fosters trust and loyalty.
- Strategic planning to grow accounts effectively.
- A commitment to customer service that ensures satisfaction.
- A long-term mindset to nurture partnerships over time.
Role-Specific Assessment Configurations
Tailor assessments to match the demands of different sales environments. Here’s how to configure them for specific roles:
- Territory-Based Sales
These roles demand a deep understanding of geographic markets and the ability to adapt to varied customer needs. Assessments should focus on territory management and flexibility in engaging diverse segments. - Vertical Market Sales
Industry-specific roles require technical expertise and a consultative approach. Assessments should evaluate a candidate’s ability to combine deep industry knowledge with solution-driven selling. - Channel Sales
Success in channel sales hinges on managing partnerships and indirect sales. Configure assessments to measure relationship-building skills and the ability to craft effective channel strategies.
Finally, use OMG’s Sales Percentile feature to set clear, realistic performance benchmarks. This ensures you’re not just hiring talent but aligning it with the metrics that matter most.
Setting Up Role-Based Assessments
Fine-tune your assessments to match the unique demands of each role. This ensures you’re driving performance where it matters most.
Assessment Settings
Start by customizing OMG assessments to align with the specific needs of each role. The 21 sales-specific competencies fall into three categories: Tactical Selling, Sales DNA, and Will to Sell. Adjust the weight of each competency based on the role’s primary focus:
- Tactical Selling: Prioritize this for roles centered on solution selling and managing multiple stakeholders.
- Sales DNA: Assign greater importance to this for positions requiring strategic insight and strong business acumen.
- Will to Sell: Give this more weight for roles that demand high levels of motivation, persistence, and grit.
By tailoring these weights, you’ll align assessments with the skills that drive success in each role.
Performance Benchmarks
To set effective benchmarks, follow these steps:
- Collect data from top performers: Identify what sets them apart.
- Analyze role-specific KPIs: Pinpoint the metrics that define success for each position.
- Adjust for context: Factor in variables like company size, geography, and industry norms.
These benchmarks serve as a baseline to measure candidates against real-world expectations.
Role-Specific Tests
Once benchmarks are in place, design assessments that mirror the challenges of each role. Here’s how to approach different sales positions:
Short-Cycle Sales Roles
These roles thrive on speed and efficiency. Assessments should focus on:
- Managing high volumes of leads effectively.
- Making quick, informed decisions.
- Closing deals in a fast-paced environment.
Long-Cycle Sales Roles
These require a more strategic approach. Evaluate candidates on:
- Building and maintaining strong relationships.
- Crafting long-term strategies.
- Solving complex problems and navigating nuanced scenarios.
- Nurturing leads over extended periods.
In all cases, include industry-specific scenarios. Test candidates on real-world challenges like handling common objections, managing stakeholder dynamics, and addressing territory-specific issues. This ensures the assessments are not just theoretical but grounded in the realities your team faces daily.
Using Assessments in Practice
Leverage OMG assessments throughout the employee lifecycle to improve hiring, training, and performance. Each step ties directly to the role-specific insights discussed earlier.
Hiring Process
- Pre-screening Phase: Build success profiles tailored to each sales role by aligning OMG competencies with job requirements. Adjust assessment settings based on the role – whether it’s inside sales, territory management, or national accounts.
- Candidate Evaluation: Evaluate candidates against OMG’s Sales Percentile benchmarks to identify top performers in your industry.
- Decision Making: Data shows 75% of non-recommended hires fail within six months. Use OMG’s recommendations to guide interviews and make confident hiring decisions.
These assessments don’t just stop at hiring – they set the stage for precision training.
Training Programs
Turn assessment results into action by creating targeted training programs that address key areas like Tactical Selling, Sales DNA, and Will to Sell:
| Competency Area | Training Focus | Development Activities |
|---|---|---|
| Tactical Selling | Mastery of the sales process | Role-playing and scenario-based training |
| Sales DNA | Strengthening core sales skills | Hands-on workshops and exercises |
| Will to Sell | Boosting motivation and drive | Performance coaching sessions |
This tailored approach ensures each rep gets exactly what they need to improve.
Progress Tracking
Use OMG’s data to measure development and ROI. Their system can pinpoint salespeople capable of performing 2x, 3x, or even 4x better.
“OMG pioneered the Sales Assessment Industry to provide insights to maximize sales performance in companies of all sizes and from all industries.” – Objective Management Group
Conduct quarterly reviews to track progress, compare results to benchmarks, and refine training plans as needed. With OMG metrics, you’ll have a clear path to measurable improvement and stronger performance.
Conclusion
Customizing OMG assessments isn’t just a tweak – it’s a game-changer for hiring accuracy and team performance. The data speaks loud and clear: tailored assessments lead to better hires, stronger teams, and, ultimately, healthier bottom lines.
When companies fine-tune these assessments to measure critical sales competencies, they can match candidates to roles with laser precision. This method isn’t limited to one niche – it delivers results across enterprise sales environments.
“We have proof that sales increase when these assessments are used. The results are tangible. We’re reaching or exceeding our sales quotas and accomplishing our goals faster and faster.” – Chief Sales Officer
The proof doesn’t stop there. One tech company reported a 59% improvement in job performance among employees who scored as strong fits through these assessments. Another organization saw a 40% jump in hire quality and slashed first-year attrition by 12% using data-driven assessment methods.
Customized OMG assessments create a system for sustainable growth. They allow businesses to build high-performing sales teams, align talent with the right roles, and develop skills that directly impact revenue. It’s not just about hiring the right people – it’s about setting them up to thrive.
With over two million salespeople assessed, OMG’s system has consistently proven its ability to identify and cultivate top performers. Whether it’s screening new hires or developing existing talent, a role-specific assessment process delivers measurable, repeatable results that drive long-term revenue growth.
Access OMG Assessments with preferred partner pricing directly at Predictable Profits here**.**
FAQs
How can OMG assessments help improve hiring for different sales roles?
Hiring the right salespeople can feel like guesswork, but OMG assessments take the guesswork out of the equation. These tools dig deep into a candidate’s sales-specific skills and abilities, aligning their strengths with the demands of the role. It’s like having a crystal ball for predicting sales success.
Here’s the kicker: 92% of candidates recommended by OMG end up performing in the top half of the sales team within a year. On the flip side, 75% of candidates not recommended by OMG, but hired anyway, fail within six months. That’s a massive difference.
By leveraging OMG assessments, you’re not just hiring smarter – you’re cutting down on costly turnover and building a team that delivers results.
Access OMG Assessments with preferred partner pricing directly at Predictable Profits here**.**
How do OMG assessments differ for short-cycle versus long-cycle sales roles?
OMG assessments are designed to meet the unique challenges of both short-cycle and long-cycle sales roles, ensuring candidates have the skills and traits needed to excel.
For short-cycle sales roles, the focus is on attributes like quick decision-making, high energy, and the ability to build rapport in no time. These roles demand individuals who thrive in fast-moving environments and can close deals with efficiency.
On the other hand, long-cycle sales roles require a different set of strengths. Strategic thinking, persistence, and strong relationship-building skills take center stage. Candidates for these positions are evaluated on their ability to handle complex sales processes, manage long timelines, and maintain deep, lasting client connections.
By tailoring assessments to the specific demands of each role, companies can hire smarter and create training programs that directly contribute to better sales performance.
Access OMG Assessments with preferred partner pricing directly at Predictable Profits here**.**
How can businesses evaluate the impact of customized OMG assessments on sales performance?
To gauge how well tailored OMG assessments are working, focus on tracking key performance indicators (KPIs) that tie directly to your sales objectives. Look at metrics like conversion rates, time-to-productivity for new hires, and quota attainment. These numbers reveal whether the assessments are truly pinpointing and supporting the right candidates for your sales roles.
You can also gather feedback from both team members and managers through periodic reviews. This helps determine if the customized criteria are effectively addressing the unique skills and competencies required for each role. Want a clearer picture? Compare sales performance data from before and after implementing these tailored assessments. It’s a straightforward way to measure their influence on hiring quality and team success.
Access OMG Assessments with preferred partner pricing directly at Predictable Profits here**.**
