Did you know that EQ can be part of your sales person selection process? In a previous post I told you about my client who increased his annual income 50% just by learning emotional intelligence. But taking EQ into account when hiring sales people can add tremendously to your bottom line – and save you a lot of time.
Let me share some findings from an experiment at L’Oreal (the cosmetics company). When they hired sales people with certain emotional intelligence competencies in the screening process, they found these people significantly outsold people hired the traditional way. In fact, they sold over 90,000 dollars more annually than those hired without taking EQ into account. And the first year net revenue increase for that team was more than $2.5 million. Nothing to sneeze at.
And get this: retention for those people screened for EQ was much better, too. There was 63% less turnover in sales reps when they screened for EQ. That’s amazing.
Other research at a large computer company found that when EQ was part of their salesperson selection process, new hires were 90% more likely to finish their training than those who were hired the traditional way.
Sales person selection process
I have lot more research I could cite, but let me share how I recommend going about this.
First, you need a well-written job description. That may sound elementary, but a lot of what I see out there could be much better. Also make sure you have a clear duty and task list. Then, for several important reasons, you need to benchmark the job. This involves using an assessment that measures behavioral, attitudinal, and emotional intelligence factors for what it takes to be successful on that particular job.
To keep the US Department of Labor happy, you’ll need at least three people familiar with the requirements of that job to complete your benchmark.
Then, based on the findings of the benchmark, the job description, and the duty & task list, develop five or six key interview questions. Each question needs to be linked to the highest priority aspects of the job, and they need to draw out an employee’s past experience in those areas. Nowadays we call these behavior-based interview questions.
As you collect resumes, sort them into A, B, and C piles, and call all your A-level applicants. Your task from there is to ask each of them the same five-or-six questions, and you’re going to assign a grade to each answer. The applicants with the highest scores are asked to take online assessments that measure the same things your benchmarks did. Those with the closest matches are called in for interviews.
Two useful books
For more info on how to do this, visit our books page and pick up a copy of The Really Simple Way to Hire, Train, and Retain Great Employees.
I also encourage you to download a complementary copy of my book, 10 Steps for Improving Your Emotional Intelligence. That’s a free gift to you.
Bottom line, there’s no reason not to use EQ as part of your sales person selection process. The statistics show it’s really a best practice.