Team JOHN: Final Quiz 0% TEAM John, Final Sales Hiring Quiz 1 / 20 Why is it so hard to hire good salespeople? Less than 10% of the adult population has the DNA for sales. Resume writing services can make any candidate look like a winner. Most every salesperson looking for a job presents well. An open sales seat costs you money everyday, so you’re tempted to fill it FAST. All of the above 2 / 20 According to Topgrading, the cost of a bad sales hire is: 50-75% of annual compensation 75-100% of annual compensation 100-150% of annual compensation 150-200% of annual compensation 3 / 20 The Cycle of Sales Hiring Success in the correct order is: Attract, Define, Discover, Onboard Define, Attract, Discover, Onboard Discover, Define, Attract, Onboard Attract, Discover, Define, Onboard 4 / 20 Trusted leaders make the sales hiring process easier because the best salespeople want to work for them. True False 5 / 20 A Sales Position Scorecard is critical to successful sales hiring because: It helps with writing more informed recruiting content. It allows you to score incoming resumes. It forms the basis for historical interviewing questions. It sets the trajectory for onboarding. All of the above 6 / 20 The narrative aspect of narrative-historical interviewing involves: Telling lots of stories of how great it is working at ISW Asking a candidate to tell lots of stories about their work history Asking interview questions in the order of a candidate's job history None of the above 7 / 20 Which of the following questions is not a narrative interviewing question? What were you hired to do? What were your day-to-day responsibilities? What were your successes and how did you achieve them? How do you like to be managed? Why did you leave this job? 8 / 20 Asking how to spell a previous supervisor's name is a subtle trick for eliciting greater candor about the nature of the relationship. True False 9 / 20 Potential, personality, and reputation are the most accurate predictors of success in sales and not past performance. True False 10 / 20 Historical interviewing questions ask about actual events in a candidate's past work experience. True False 11 / 20 Which of the following questions is an historical interviewing question? How should a rep decide when it is time to move on from a prospect and work on a better opportunity? How frequently do you think a salesperson should phone their prospects? What was your success rate at getting first appointments at SAP? How should a salesperson discover the right people to call on at a target company? 12 / 20 Which of the following questions is NOT an historical interviewing question? When you worked for SAP, how did you go about discovering the right people to call on at a target company? How frequently do you think a salesperson should reach out to their prospects? How did you decide when it was time to move on from a prospect and work on a better opportunity? What did you love about making cold calls for SAP? What did you hate about it? 13 / 20 "Are you a team player?" is an example of: An important cultural fit question A cultural fit question asked in a hypothetical manner An irrelevant interview question. Only results matter when hiring salespeople. None of the above 14 / 20 Requesting a candidate to arrange reference interviews: Relieves you of the burden of calling total strangers Proves that a candidate can perform a simple sales task May allow a reference interview to be more forthright All of the above 15 / 20 Resumes (CV's) are completely useless in the sales hiring process. True False 16 / 20 What is not a secret to scoring a resume: Reading a resume through multiple times slowly Focusing on the presence of pre-determine outcomes and repeated behaviors for the role you are hiring Using a weighted scoring system Being impressed at how professional the resume looks 17 / 20 Which of the following are hiring red flags to be alert to: Job skipping, less than two years at any one position Inconsistent answers to narrative questions Bashing past bosses A lack of openness about one’s own mistakes All of the above 18 / 20 The DISC personality profile is: An interesting exercise in personal discovery A helpful tool in developing team dynamics Not normed for sales Not predictive of performance All of the above 19 / 20 An aptitude assessment is useful for sales hiring if: It has a valid performance profile. It comes from a reputable provider. It is focused on sales. All of the above None of the above 20 / 20 The sales hiring training we have taken from Bill Zipp is the best hiring training I have ever taken in my life. In fact, it may be the best training ever, anywhere on the face of the earth! True False Your score is 0% Restart quiz
