Want better sales hires**? Here’s the key:** OMG assessments. These tools evaluate candidates on 21 core sales competencies, including Will to Sell, Sales DNA, and Tactical Selling. The result? 92% of OMG-recommended hires rank in the top half of their sales teams within a year. Plus, they cut turnover – only 9% leave within their first year compared to 33% of non-recommended hires.
Why OMG Assessments Work:
- Data-Driven Accuracy: Over 2 million sales professionals assessed, with 75,000 assessments conducted annually.
- Role-Specific Insights: Tailored for different sales roles (e.g., inside sales, account management).
- Proven Results: 72% of recommended hires outperform their peers within a year.
Key Benefits:
- Reduce costly hiring mistakes: 75% of non-recommended hires fail in 6 months.
- Build stronger teams with precise, actionable insights.
- Improve retention and performance with data-backed hiring.
Stop guessing. Start hiring smarter with OMG.
Key Components of OMG Assessments
Measuring Sales Skills and Abilities
OMG assessments evaluate 21 core sales competencies, divided into three main categories:
- Will to Sell: This focuses on a candidate’s drive and determination, looking at their commitment, desire, and ability to push through obstacles to close deals.
- Sales DNA: This measures how well candidates handle rejection, qualify prospects, and use a consultative selling approach.
- Tactical Selling: This examines practical skills like prospecting, presenting, and closing deals.
The assessments are flexible, allowing for up to 30 variables and 15–20 additional role-specific requirements. For example, an inside sales role might prioritize phone communication and quick qualification, while territory sales roles could lean more heavily on relationship management and account development. This framework ensures a focused, data-backed approach to evaluating sales talent.
Using Data to Screen Candidates
With insights from a database of over two million sales professionals, OMG assessments provide reliable comparisons and forecasts. Their predictive accuracy is supported by key performance metrics:
| Performance Indicator | Success Rate |
|---|---|
| Retention Rate for Recommended Hires (1 year) | 95% |
“Sales leaders, HR directors, CEO’s and COO’s love the OMG assessments because they are sales specific in that they measure the 21 Sales Core Competencies instead of personality traits and behavioral styles.”
The system also considers critical factors like:
- Sales cycle length
- Average deal size
- Prospecting needs
- Industry-specific challenges
These metrics form the foundation for screening and hiring decisions, making the process both precise and actionable.
Setting Up Your OMG Assessment Process
Connecting Business Targets to Hiring Criteria
Tie your OMG assessment criteria directly to your business goals. With data from over two million sales professionals in OMG’s database, the key to success lies in aligning assessments with measurable business outcomes.
Here’s how specific goals align with assessment focus areas:
| Business Target | Assessment Focus | Success Metric |
|---|---|---|
| Revenue Growth | Will to Sell | 92% of recommended hires rank in the top 50% of the sales force within 12 months |
| Team Retention | Sales DNA | Only 9% of recommended hires leave within their first year [9] |
| Sales Effectiveness | Tactical Selling | 72% accuracy in identifying top-half performers [9] |
Tailor these criteria to each role to zero in on the right sales candidates. Once criteria are set, the next step is ensuring your team knows how to use these insights effectively.
Staff Training for Assessment Use
Equip your hiring team with the skills to make data-driven decisions using OMG assessments.
Focus on these key areas during training:
- Interpreting Assessment Results
Teach hiring managers how to decode the 21 core sales competencies, including tactical selling, Sales DNA, and will to sell. Relying on intuition alone identifies top performers only 20% of the time [9]. - Linking Results to Performance
Use OMG’s job questionnaire and position descriptions to connect assessment data with real-world job performance. This helps create accurate personality profiles for each role. - Benchmarking Top Performers
Build benchmarks based on your best salespeople. This comparison tool highlights the traits that drive success in your organization. Regularly review assessment outcomes against actual performance to ensure alignment with business objectives.
When used correctly, OMG assessments deliver results. Only 9% of recommended hires leave within their first year, compared to a 33% turnover rate for non-recommended candidates [9].
What traits in your current top performers should shape your benchmarks?
How can you ensure your team consistently applies assessment insights?
What’s the cost of relying on gut instincts over data-driven hiring?
The numbers don’t lie: strategic hiring backed by data changes the game.
Using OMG Assessments Throughout Hiring
Initial Candidate Screening
OMG assessments can transform your candidate screening process. They evaluate candidates on key sales skills, offering a clear picture of their potential for success.
| Phase | Focus | Metric |
|---|---|---|
| Pre-Interview | Will to Sell | Identifies top 50% performers |
| Initial Review | Sales DNA | Assesses core capabilities |
| Final Selection | Tactical Selling | Predicts role success |
Tailor the assessment criteria to match the specific demands of each sales role. The results not only guide candidate selection but also help refine interview strategies.
Improving Interview Questions
Leverage assessment results to create interview questions that dig into the skills that matter most for the role. OMG’s data helps pinpoint candidates likely to excel in the top half of the sales team within a year, while also flagging those who might struggle.
Here’s how to structure your questions:
- Will to Sell: Test motivation and drive through real-world scenarios.
- Sales DNA: Use role-play exercises to evaluate fundamental capabilities.
- Tactical Selling: Analyze practical skills with situation-based challenges.
These focused questions not only identify top talent but also lay the groundwork for tailored development plans.
New Hire Development Plans
Take the insights from the assessments and interviews to craft personalized development plans for new hires. With over 75,000 assessments conducted annually, OMG offers a wealth of data to design onboarding programs that work.
Key areas to address:
- Strengths: Assign responsibilities that align with natural abilities.
- Growth Areas: Zero in on specific skills that need improvement.
- Role Alignment: Customize training to fit the demands of the position.
Track progress regularly and tweak plans based on performance data to ensure they stay aligned with company goals.
What key skills or traits should you focus on to maximize new hire performance?
How will you measure the ROI of assessment-driven onboarding?
At what intervals should you reassess new hires to ensure continued growth?
Tracking OMG Assessment Results
Performance Metrics to Track
To measure the effectiveness of OMG assessments, focus on these critical metrics:
| Metric Category | Key Indicators | Target Outcomes |
|---|---|---|
| Hiring Accuracy | Assessment Recommendations | 92% of candidates recommended by OMG assessments rank in the top half of the sales team within 12 months |
| Early Performance | 6-Month Retention | Avoid the 75% failure rate seen in hires not aligned with assessment recommendations |
| Long-term Success | 12-Month Performance | Hires consistently rank in the top 50% of the sales force |
| Team Development | Sales Competencies | Measure improvement across 21 core competencies to pinpoint development needs |
Key additional metrics to monitor:
- Time-to-productivity: How fast new hires hit performance targets.
- Revenue impact: Sales performance improvements after implementing assessments.
- Team composition: Overall capability scores across your sales team.
- Development progress: Growth in areas flagged for improvement.
These metrics guide ongoing refinements to your hiring and development processes.
Regular Process Updates
To keep your assessments effective, make regular updates based on performance data. OMG’s system allows for customization with 30 primary variables and an optional 15–20 additional criteria tailored to specific roles.
Here’s how to stay aligned with your goals:
1. Quarterly Performance Review
Every quarter, compare assessment predictions with actual outcomes. With over 2.3 million salespeople assessed globally, you can benchmark your team’s performance against a vast data set.
2. Annual Criteria Adjustment
Adjust assessment variables annually to reflect:
- Shifts in market conditions.
- Evolving sales roles.
- New product or service launches.
- Changing customer needs.
3. Continuous Validation
Regularly validate your customized criteria. The standard OMG assessment boasts a 92% predictive accuracy rate, which serves as a benchmark for your tailored approach.
Conclusion: Making Better Hires with OMG
OMG assessments take the guesswork out of hiring by relying on hard data. The results speak for themselves: 92% of OMG-recommended candidates perform in the top half within 12 months. Here’s what that means for your business:
- Lower Turnover: Only 9% of OMG-recommended hires leave within their first year, compared to 33% of those hired against recommendations [9].
- Faster Results: Recommended hires hit top-tier performance faster – 92% within a year.
- Reduced Risk: Avoid the staggering 75% failure rate of non-recommended hires.
These numbers highlight the power of data-driven hiring and confirm what we’ve discussed throughout: OMG assessments transform how you screen, train, and onboard talent.
To maximize these results, take these steps:
- Define your criteria: Use OMG’s 21 competencies to align hiring with your business goals.
- Integrate seamlessly: Pair OMG data with your existing tools through platforms like Zapier.
- Refine onboarding: Build mentorship and onboarding programs that set new hires up for success [9].
The key is alignment – matching assessment insights with your goals and ensuring new hires are set up to thrive. When you combine this approach with regular adjustments and monitoring, you create a hiring process that delivers consistent, measurable success.
Are you relying on gut feelings when data can guide you? What would it mean to cut turnover and boost performance in your business? How can you start integrating OMG’s insights today?
The bottom line: hiring without data is gambling. With OMG, you stack the odds in your favor.
OMG Assessments are available with preferred client pricing directly at Predictable Profits, a premier partner of OMG. Fill out the form found on this page.
FAQs
Where can I buy OMG assessments?
You can purchase OMG Assessments with preferred client pricing directly at Predictable Profits, a premier partner of OMG. Fill out the form found on this page. Predictable Profits CEO was referred to as “the busiest sales coach in the US” by The International Business Times.
What makes OMG assessments different from traditional personality or behavioral tests when hiring salespeople?
OMG assessments are specifically designed to evaluate sales-related skills and competencies, focusing on 21 Sales Core Competencies that directly impact a candidate’s ability to succeed in a sales role. Unlike general personality or behavioral tests, which are not tailored to specific job functions, OMG assessments provide actionable insights into whether a candidate has the skills, mindset, and potential to excel in sales.
Additionally, OMG assessments have a proven track record of reliability and legal compliance, setting them apart from personality tests, which have faced challenges regarding their validity and fairness in hiring decisions. By using OMG assessments, you can make more informed hiring choices and build stronger sales teams aligned with your business goals.
How can my company successfully integrate OMG assessments into our hiring process to improve recruitment outcomes?
To successfully integrate OMG assessments into your hiring process, start by using them early in the recruitment cycle to evaluate candidates’ sales-specific skills and potential. This helps identify top performers who align with your company’s needs.
Customize the assessments to focus on competencies that match your organization’s top-performing employees. This tailored approach ensures you’re selecting candidates who are most likely to succeed in your unique environment.
Finally, incorporate the assessment results into your onboarding process and existing systems. Use the insights to guide training, set clear expectations, and provide ongoing support, ensuring new hires are set up for long-term success.
How can businesses evaluate the ROI of using OMG assessments for hiring and developing sales teams?
Businesses can measure the return on investment (ROI) of using OMG assessments by tracking key performance indicators (KPIs) before and after implementing these tools. For hiring, compare metrics like time-to-fill positions, cost-per-hire, and new hire success rates. For sales teams, monitor improvements in sales performance, quota attainment, and employee retention.
Additionally, consider the long-term impact on team dynamics and alignment with business goals. By analyzing these metrics, you can quantify the value OMG assessments bring to your hiring and development strategies, ensuring they contribute to measurable business success.
