Did you know? Only 39% of your employee’s time is spent doing the task they were hired for. You might contradict this finding with “It’s not the hours they work but the quality of delivery.” Sure, it is. And that gives you even more reasons to hire mindfully. We know what you are looking for… it’s the ‘BEST’ candidate to fit your company and fill your job roles.

You cannot compromise while choosing employees for your organization, so why take a risk with traditional hiring practices? This time, let’s approach your hiring problem with small but not-so-ordinary steps. Adopt a hiring process that permanently resolves your hiring headache.

Adios to the Hiring Hustle: A Pre-Employment Test at Your Service

HR technologies are undoubtedly the most valuable assets for the human resource department globally. They provide a helping hand to managers amidst their hectic schedules. They also support informed decision-making and enable increased productivity by management.

One such tool is a pre-employment test, which you may have already encountered. The birth of online assessments can be attributed to several factors, such as the need to access remote candidate pools, reducing the cost of the evaluation, and, ultimately, streamlining the process of recruitment. But, why is this your ultimate solution?

Unleashing the True Powers of Pre-employment Tests

The reports computed by these AI-based tests are much more reliable and accurate than any traditional methods of assessing candidates can ever be. The pre-employment assessments are architectured on the foundation of several machine learning techniques. Therefore, they operate faster than human abilities and automate data collection and processing with singular accuracy.

Guess what’s even better?

It also reduces the chances of hiring biases while making the hiring process smooth and highly efficient. Not to mention the conservation of enormous time and cost that might have otherwise been spent for no purpose. Moreover, once you choose the right tools for assessing your talent pool, it’s a ‘game over’ for your competitors!

This is exactly where PMaps enters the picture. We guide global organizations and their leaders to continually find the perfect candidates. With each round of hiring, we ensure you grab the best talent while working in your comfort zone.

Let’s Find Solutions to Your Hiring Problems Together

The demand for exceptional expertise and soft skills is hitting unprecedented heights in the job market. With growing competition for hiring the right talent, many difficult situations arise for several companies. Understand the unique requirements of each client organization and develop assessments that prioritize their specific hiring concerns. But before we find the right tools for your firm, we must look into your recruitment priorities.

Have you sorted out your recruitment priorities yet?

To help you, we have put out a few general priorities of recruiters as per the human resource director in 2020. They are:

• Improving the quality of hire (52%)
• Increasing retention rate (24%)
• Improving time-to-hire (23%)
• Growing talent pipeline (22%)
• Increasing Diversity hiring (22%)

We hope you have your priorities sorted by now. Now, let’s start to prioritize filling the gap between your current onboarding methods and the possible hiring trends that you need to adapt to. We understand that many factors could influence your choice of pre-employment assessment tools. It may be the difference in hiring practices and the cultural roots of your organization. Or your target market for candidates.

The one thing we realized after serving 1000+ clients is that customization plays a vital role in building the correct pre-hire assessments. Hence, here at PMaps, we attempt to provide tailored solutions for every hiring concern of our clients. Further in this blog, we will briefly mention a few of our most in-demand pre-employment assessments.

PMaps Pre-Employment Assessments

• Sales Assessments: A data-driven psychometric assessment helps organizations gauge sales candidates based on their relevant skills and abilities. It maps the suitability of the sales representative for the various frontline job roles such as channel sales, inside sales, and direct sales. PMaps Sales Assessments can filter the suitable sales candidates with an accuracy of 85%. Click here to know more.
• Customer Service Assessment: It is a language-agnostic tool to evaluate the fitment of entry-level, mid-level, and expert customer service agents. It identifies the top talent who are well-versed with the skills required for the job of customer service.
• Voice and Accent Assessment: It is a comprehensive language test tool that eliminates candidates who are not sufficiently proficient in their English usage. It ensures that the new-gen workforce of the client organization is employees with suitable and exceptional communication skills. Many of our clients who leveraged the PMaps Voice and Accent Assessment claimed a hiring accuracy of 85%. Click here to know more.

Unique Features of PMaps Pre-Hire Test

• Language-agnostic
• Versatile Compatibility
• Visual-Based
• Global Validation
• Compact Reports
• Client-focused Customization

Conclusion

We know that choosing a suitable assessment tool can be troublesome. You can read through the blogs on websites to view the efficiency of the various pre-hire assessments in the realistic limelight. Get your hiring priorities set now and conquer the world of talent acquisition.

Featured Image Credit: Anna Tarazevich; Pexels; Thank you!

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Campus placements are as important for candidates as they are for recruiters. The session not only assesses a student’s eligibility but also reflects the efficiency of your hiring team. Candidates and recruiters are equally engaged before and during the campus hiring sessions.

Harvard Business Study claims that 84% of employers believe campus hiring is essential. Therefore, your hiring team needs to give their best to find the fittest candidate, just as your applicants do their best to crack the competition and get campus placements!

While your best candidate may have other job options in campus recruitment, you don’t have a lot of top talents in your hand to choose from.  You would need to hire the BEST, who many other competitive firms have already noticed! Finding top talent, hence, becomes very tough.

From another perspective, the candidates must judge your recruitment process and choose their most trusted organizations. This brings us to whether you can deliver a good candidate experience or not, and also whether it meets up to candidate expectations or not.

Winning top candidates is as complex as gaming a client in the scenario of campus hiring. There are five prominent challenges that you might be experiencing during campus hiring. In this blog, we will help you identify the loopholes in campus hiring strategies, share three easy steps to beat your competitors and bag you the ‘BEST’ candidates.

What Are The Challenges Faced In Mass Recruitment?

The huge competition for talent in the job market results in constant tension between job-seekers and employers. While, on the one hand, first-time interviews are taxing for aspirants, 41% of recruiters agree it is challenging to fill entry-level job posts. Both parties are under equal pressure to achieve their goals and targets. There are five prominent challenges that a recruiter experiences.

1. Short of manpower: Not every firm can afford a hiring team. Also, the more people involved, the messier the outcomes we can end up with.
2. Challenging hiring deadlines: The battle between the need to choose the best and the need to meet HR deadlines.
3. Bulk candidate influx: A huge number of applicants must be managed and served equally to maintain a positive candidate experience. 
4. Give offer letters: Delay in the processing of offer letters by the company and their acceptance by the candidate is a common occurrence when it comes to campus hiring.
5. Flaws in the hiring process: There are many flaws in the recruitment process that lead to a wrong hiring

• Lousy candidate experience: Inability to attend to the candidate’s queries and to convey updates or feedback can result in a bad candidate experience.
• Possibility of a bad hire: Investing hours in the hiring process only to know that your ‘looking good’ candidate is an imposter!
• Biased onboarding decision: Discriminately favoring a new hire due to good scores in your screening assessments or just because you have a ‘gut’ feeling that the person will lead the team someday.

Tackling The Campus Hiring Challenges In Steps

No, you need not get scared with PMaps Consultancy having your back in this campus hiring session. Below, we give you the absolute tried and tested steps to win a good candidate and orient your new team of freshers in the organization.

Step1- Administer skills assessments

Skills assessments are comprehensive tests that evaluate the candidate’s behavioral attributes, job-specific skills, and general logic and reasoning. It provides an in-depth report on candidates’ competency for a  job position based on their natural traits. Skill tests are the go-to tool for obtaining the complete profile of an individual within 15 minutes!

Additionally, they are the new day scientific recruitment tools that can provide a wide range of hiring solutions. Some of these are:

• Coding Assessments are a popular way to assess candidates’ technical skills for specialized roles such as software developers, programmers, web developers, etc. These skill tests can determine a candidate’s ability to write code, solve problems, and follow instructions.
• Sales Assessments are tools that gauge the sales skills of candidates for sales roles. These assessments can assess a candidate’s ability to generate leads, qualify prospects, and close deals. Sales assessments can be tailored to the specific requirements of the role.
• Customer Service Assessments can be used as determinants to screen the customer service skills of candidates for client dealing roles. These assessments can assess a candidate’s ability to understand and resolve customer issues, provide excellent customer service, and build customer relationships.
• Voice and Accent Assessments evaluate candidates’ communication skills for roles requiring precise and concise communication. These assessments can assess a candidate’s ability to speak clearly, pronounce words correctly, and use proper grammar. PMaps language test also checks the solution’s-ability of the applicants along with the other language factors.

Step2- Check the cultural fitness of your candidates before onboarding

The cultural fitness of an applicant cannot be gauged through their body language. Certain psychological traits define the cultural behavior of the candidate. The candidate’s culture fit with your organization depends on how well their culture aligns with the workplace situation. This allows your candidates to visualize your goals and hence encourages retention. This can be measured through cultural-fitment assessments.

Step3- Cross-check your candidates with Behavioral Questions

This is an essential step, no matter how well your interviewee has performed thus far. Constantly revisit the assessment reports, confirming consistency in their behavior. If the accounts show their leadership traits to be high, ask them to describe one situation where they have practically expressed this ability. Ask your candidates many ‘How,’ ‘Why,’ ‘What,’ and ‘When’ questions.

Behavioral question banks are prepared based on pre-employment test reports to ease your work. If the candidate fakes, you can quickly identify the divergence from expected answers and hints of storytelling.

Conclusion

PMaps can assist you with the hectic campus recruitment process with complete technological support. We offer pre-employment tools to help you assess freshers for entry-level job posts. It saves you valuable time and helps you meet your financial goals regarding recruitment.

Best of all, we take care of your candidate’s experience through our visual-based tools that evaluate your applicants beyond the language barrier. Want to learn more? Let our experts know you are interested through our website or email at PMaps.

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In today’s highly competitive business landscape, delivering exceptional customer service is paramount to success. It not only builds customer loyalty but also drives business growth. According to recent studies, organizations that prioritize customer service have been found to experience a 10-15% increase in customer retention rates and, on average, a 5.7 times greater likelihood of gaining new customers. However, as the demand for exceptional customer experiences continues to rise, companies face the challenge of ensuring they have the right talent equipped with the necessary competencies to provide outstanding service.

The Significance of Exceptional Customer Service:

To set the stage, let’s delve into the crucial role of exceptional customer service in today’s business landscape. We’ll explore the impact of positive customer experiences on customer loyalty and business growth, citing relevant statistics and real-world examples. Additionally, we’ll address the common challenges faced by organizations in delivering exceptional customer service, such as handling customer grievances, addressing diverse customer needs, and maintaining consistency across various touchpoints.

Unveiling the Key Competencies for Customer Service Success:

In this section, we’ll explore the essential competencies that empower customer service professionals to excel in their roles. We’ll discuss empathy and the ability to understand and connect with customers on an emotional level. Adaptability and problem-solving skills will also take center stage, enabling service professionals to navigate diverse customer situations and find effective solutions. Effective verbal and written communication will be highlighted as a core competency, along with the importance of time management and domain knowledge in providing efficient and knowledgeable customer support.

The Transformative Power of Assessments:

Assessments are pivotal in identifying and measuring the key competencies required for exceptional customer service. We’ll explore the benefits of incorporating assessments into the hiring and talent management process, emphasizing how they eliminate biases, optimize decision-making, and ensure a more objective evaluation of candidates. By utilizing assessments, organizations can make informed decisions and select candidates with the desired competencies, setting the stage for a high-performing customer service team.

The PMaps Customer Service Assessment:

Introducing the Customer Service Assessment, we’ll showcase how this innovative solution from PMaps enables organizations to evaluate candidates’ customer service competencies effectively. We’ll highlight its customizable nature, allowing organizations to tailor assessments to their specific requirements. Additionally, we’ll discuss how the assessment goes beyond traditional approaches by incorporating real-life simulations to evaluate candidates’ problem-solving and communication skills. Through the assessment’s language-agnostic approach, organizations can assess candidates from diverse linguistic backgrounds, fostering inclusivity and diversity within their customer service teams.

Elevating Global Customer Interactions with eVA – Voice and Accent Assessment:

Shifting focus to global customer interactions, we’ll introduce eVA – Voice and Accent Assessment as a cutting-edge solution from PMaps. This assessment evaluates candidates’ pronunciation, accent, and communication skills, ensuring effective and clear communication with customers worldwide.

We’ll discuss how organizations can leverage eVA to enhance their global customer interactions, optimize customer satisfaction, and drive business success. Emphasizing its unique “Solutioning” section, which measures candidates’ comprehension, problem-solving, and communication skills, we’ll highlight how eVA sets itself apart from competitors and provides a holistic evaluation of candidates’ language proficiency.

Conclusion

In conclusion, exceptional customer service is not a luxury but a necessity in today’s business environment. By harnessing the power of assessments, organizations can identify and develop the competencies required for customer service excellence. With PMaps Solutions, including the Customer Service Assessment and eVA – Voice and Accent Assessment, organizations gain access to cutting-edge tools that unlock the full potential of their talent.

Organizations can elevate their customer service capabilities by selecting candidates with the right competencies, fostering positive customer experiences, and achieving remarkable business outcomes. To learn more about PMaps Solutions and how they can transform your customer service capabilities, explore our website and discover the solutions that will revolutionize your approach to customer service.

Featured Image Credit: Mikhail Nilov; Pexels; Thank you!

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Are you looking forward to assessing, engaging, and hiring top freshers from the University campus this year? Hope you don’t encounter any hiring hurdles on your way!

As we all know the competition for talent acquisition is increasingly growing stiffer every day. Even statistics by LinkedIn suggest that 63% of recruiters find themselves stuck with the talent shortage issue. It is natural that companies eagerly await campus hiring season to onboard new Gen-Z talents.

A Yello study states that 70% of hiring managers intend to source their job posts with Gen-Z candidates from the campus this year. This time, assessing and onboarding the new generation with old hiring practices will be the toughest nut to crack.

Several of your competitor companies must be desperately looking for qualified freshers like you are. So, you must be well-equipped with technology and fast-paced as you dive into the campus placement assessment of young and eligible candidates.

Let’s look into a campus placement checklist before you set off:

• Goals of the campus talent hunt
• Candidate engagement strategy
• An experienced interview panel
• Early marketing of job postings for Awareness
• Availability of tools that can assist you through the process
• Strategies to represent your company’s  core values and culture on-campus

These are the primary goals of campus recruitment that one needs to attend to for successful on-campus hiring. Onsite recruitment is nothing less than any other business gathering,  where many opportunities are coming towards you.

But, to make the best out of these opportunities, you need to stand out significantly from the crowd, as well as attract the attention of the right candidates. So, keep your cool, and read through this blog for campus recruitment tips and strategies about organizing a fruitful campus hiring plan.

1. How Do You Plan To Stand Out?

Like any other event planning, we start with the get-up! In a literal sense, it refers to the unique strategy you adopt to attract Gen-Z candidates to your job posts. Basically, this is your preparedness for the upcoming campus hiring season.

As per The Future of Job Reports, 20.8% of hiring managers feel it’s challenging to cope with candidate expectations and demands. Even though this is true, many employers develop various hiring strategies to overcome these challenges. Some of these strategies  are mentioned below:

• Establishing a good company reputation
• Expressing your diverse ethnicity and work culture
• Sharing the values and goals of the company with potential candidates
• Presenting to them, the career opportunities that you can provide
• Budgeting and showcasing your organization’s hiring experience
• Providing engaging events that emit the essence of your organization
• Utilizing advanced tools and techniques throughout your hiring process

1. Recruitment Targets: Identifying And Assessing The Right Candidates?

You don’t go to a party without your glamorous partner. Then, why miss a chance here? The goal of hiring on-site is your partner in this case. A study about hiring managers reveals the Top 5 recruitment goals of the 21st  century.

• Growth in quality-of-hire  (52%)
• Increase in  retention rate (24%)
• Improved  time-to-hire  (23%)
• Expanded hiring pipeline (22%)
• Ensure diversity hiring (22%)

Fortunately, campus hiring season covers the 4th vital point of hiring goals. And the rest of the pointers can be covered by administering Skills Assessments. How?

Skills Assessments gauge the candidate’s job-specific skills and competencies that make them an unbeatable performer. These assessments also predict the possible years of retention for each candidate profile. They eliminate bias while naturally encouraging diversity. And they definitely reduce the considerable time of hiring and keep track of multiple candidates.

1. Can You Deliver The Best Candidate Experience?

In campus hiring, only attracting talent isn’t going to help. You also need an engaging hiring method so that they stay with you till the end. Otherwise, as per records, 75% of recruiters have experienced a denial of offer letters from candidates after their selection! One of the most experiential studies claims that 80-90% of candidates are likely to change their minds depending on their recruitment experience.

Some ways of bettering your candidates’ recruitment experience are:

• The short and transparent recruitment process
• Fun, engaging,  and visual-based  pre-employment tests
• Constant updates on application status
• Quick response to queries
• Structured interviews
• Unbiased and constructive feedback
• Presentation of good work culture, diversity, and inclusivity

How Can PMaps Help You?

PMaps Consultancy is a group of psychologists and IT geeks who come together to develop competency-based pre-employment assessments. Our campus placement assessment addresses most of your concerns, from identifying the job-fit candidate to a culturally adaptable workforce. Our campus intelligence solution is a one-stop shop for all your hiring concerns.

Other Best Pre-employment Tools We Offer:

1. Language Tests: These measures your candidates based on context, comprehension, fluency, grammar, pronunciation, and solutions.
2. Sales Assessments: These gauge sales-specific aptitude, skills, cognitive abilities, and personality traits that influence on-job performance.
3. Customer Service Assessments: These evaluate customer-centredness, interpersonal skills, problem-solving abilities, situation-based judgments, aptitude, and attention to detail of your applicants.
4. Coding Assessments: This checks if the candidates are well-versed in coding skills, technical aptitude, and programming. It also reports their personal competencies for the specialized job roles.

How Can We Help You in Virtual Campus Recruitment?

• We ensure you are well informed about your candidate’s skill profile, cognitive abilities, and aptitude.
• We eliminated hiring biases by providing you with practical and factual insight into your applicant’s claims.
• We can provide your candidates with visually engaging assessments.
• With voice and accent assessment administration, we ensure your future employees are well-versed in the globally comprehensible English language.
• We can help you screen your candidates remotely and quickly so you don’t miss a chance to pocket top talents against your competitors.
• We enable you to customize a value-based assessment to check your candidates meet your unique employability standards.
• We assure your organization onboards an overall workforce rich in diversity and inclusion.
• Lastly, we ensure the candidate you hire is culturally fit and ethically aligned with your organization.

Conclusion

Campus hiring, otherwise known as campus recruitment, can bring a large number of diligent employees into your organization. It encourages the involvement of Gen-Z candidates to contribute to the industry and learn from it. PMaps’ campus hiring solutions will help you overcome your hiring challenges and help you onboard top talent in minimal time! You can connect with our experts through our website or email to plan your campus hiring strategies today.

Featured Image Credit: Edmond Dantes; Pexels; Thank you!

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Culture, is more often than not, a conundrum. This is especially so when it comes to corporate culture. There are many questions when we think about corporate culture (also called organizational culture). Have you asked,  “What is my organization’s culture; how can I understand it, and how can I measure it?” Yes, the confusion continues.

And what’s more, this is compounded even more so when as an HR professional, you need to hire candidates that are a good culture fit with your organization and the job role. This is why, without further ado, we’ll talk about how to assess culture fit and compatibility during recruitment. in this article.

What is culture-fit?

Culture fit, also called Cultural fit, is the process of screening potential candidates to not only determine what cultural impact they would have on the organization but also to ensure that there is an alignment of values, beliefs, attitudes, and behavior between the organization and the candidate. While this may sound simple, there are several complexities that arise when we talk about cultural fit.

Culture-fit is not a one-way street.

Just as organizations evaluate candidates for culture fit, candidates are screening potential employers for culture fit too! This is especially the case with Millennials and Gen Z employees. Corporate or business culture consists of the entire business ecosystem, including employees, team dynamics, technology, systems, premises, tools, and so on — in fact, everything employees need to do their work effectively. So, you see, culture fit is a complex concept.

Culture-fit does not mean hiring identical people.

Also, culture-fit does not mean that employers should discriminate against diversity. A great company culture embraces diversity in all its forms. To sum up, diversity and culture fit to ensure that employees thrive when they feel connected to the values and nuances of the business.

Why culture fit is important

While culture fit is difficult to define and even more difficult to put into words, most HR professionals and business leaders agree that it is extremely important. Around 90% of employers say it is very important to find candidates who are a good cultural fit. There are several and varied reasons for this. Some of them are:

• Retention of staff: Culture fit is the single most crucial factor when it comes to employee retention. Employees dissatisfied with their company culture are likely to either remain absent for long stretches or then quit the company. A dissatisfied employee can also result in the company culture turning toxic, adversely affecting other employees. About 73% of professionals have left a job because they were a poor cultural fit with their organizations.
• Engagement of employees: When employees’ values and beliefs align with those of the company in which they work, they are more likely to be engaged, efficient, and effective. They are also more likely to be committed to the company and go above and beyond their job roles. This means that employee engagement is critical to business success. This also means that cultural fit and employee satisfaction are positively correlated. Around 46% of employees say that company culture is essential for them.
• Enhanced productivity and performance: Employees working for a company with a strong, healthy, and distinctive culture are more likely to be productive and happy. They are also more likely to perform better and more consistently. Poor and ill-defined company culture can drain productivity and result in unhappy and unproductive employees.
• Cohesive workforce: A company with the same cohesive values is more likely to achieve its organizational goals than a company that does not have the same values as its employees. This principle applies to different teams within an organization as well. So, teams with disjointed priorities find it challenging to achieve their goals. Also, personal and professional differences are much easier to resolve when building a culture-fit team where all employees share the same or similar values as their fellow team members.
• Open communication: When corporate and personal values are aligned, employees in such organizations find it easier to communicate. It has been noticed that organizations with a strong culture believe in and practice open communication and collaborative working processes and systems.

Employees who share the same values as their companies are happier, more committed

Employees who share the same values as their companies are happier, more committed, experience greater job satisfaction, perform better, and are likelier to stay with their organizations. This is especially important in today’s business climate, where employees want more than just a paycheck at the end of the month. They want job satisfaction, role fulfillment, effective relationships, and much more. This is more so the case with Gen Z employees.

In a competitive and global recruitment climate, when companies are vying for the best candidates, having a strong, distinctive, and healthy corporate culture with a good culture-fit can mean the difference between business success and failure!

How you can assess culture fit during recruitment

Culture fit is becoming increasingly popular as a hiring paradigm among HR and resourcing professionals worldwide. Earlier recruitment professionals relied on gut feeling and skills evaluation without checking for culture fit.

HR professionals have realized the value of a good culture-fit

However, that has changed, with HR professionals realizing that a good culture fit can ensure that your employees are happier…and happier employees are more productive and more likely to stay with the organization. So, retaining employees through culture fit has become the new norm. Therefore, culture fit is becoming one of the most popular and essential recruiting criteria to evaluate in the process of applying for a new job.

However, Evaluating for culture fit can be difficult and backfire if not done right. Culture fit, however, is difficult to measure and quantify. This is where the right culture-fit assessment enters the picture. If you use the right culture-fit assessment, you can effectively evaluate your candidates for culture-fit without too many doubts.

The right culture-fit assessment will gather data on current employees to determine which data points correlate well with employee success. Increasingly, culture-fit assessments are becoming a key and vital factor in hiring.

You’ll want a good culture-fit assessment because it can practically eliminate bias.

Determining if a candidate is a good culture fit is subjective and open to interpretation by different recruiters. Moreover, managers can often be confused as to what a good cultural fit means. This may mean they hire candidates who are like themselves or who they like. This is why a culture-fit assessment is vital to administer to all candidates.

There are several companies that offer assessments in this space, and PMaps is one of them. We’ll now take a detailed look at the PMaps Culture Assessment.

PMaps Culture Assessment

The PMaps Culture Assessment can help you identify the right candidates based on your culture and values. PMaps can also help you identify your core values before allowing you to administer the Culture Assessment. This Culture Assessment can be completely customized for your industry and for your organization.

The PMaps Culture Assessment helps you measure and gauge the alignment of your employees with your organizational culture and values. This enables you to hire only those candidates that will be a good cultural fit in your organization. When a candidate is a good cultural fit with your organization, they are less likely to leave, which directly impacts reducing your attrition rate.

The PMaps Culture Assessment assesses the culture framework of your organization. PMaps does so by conducting original research in your organization, using research methods such as Focus Groups. After PMaps learns the core values that are important to your organization, they create a customized Culture Assessment for your company, keeping those core values in mind.

The PMaps Culture Assessment consists of both visual and statement-based questions and directly measures whether your candidates are a good cultural fit in your organization. The PMaps Culture Assessment is entirely customizable depending on your core values. It includes a set of 3 to 5 questions for each core value.

However, the test time and number of questions can vary depending on the competencies measured for each organization if you and your organization prefer reduced test time that is also possible. Moreover, the benchmarks of the Culture Assessment are also customizable.

Each Culture Assessment for different companies is different because the core values of each organization are different. The PMaps Culture Assessment is completely customizable and can be combined with other Pre-Hire Assessments to give you a complete and composite picture of the candidate you are planning on hiring. The PMaps Culture Assessment is customizable across industries and across organizations.

If your organization does not have its core values clearly defined, PMaps can customize its Culture Assessment for that as well. In such a case, PMaps can propose that you use their own Culture Assessment that will be tweaked for this purpose.

You will want to use several types of culture-fit assessments when interviewing

• Research-based: Understands how important your core values can be. Identify and ideate your core values. Do this through research, such as focus groups with varied employees in your organization. If your organization is already clear about its core values can create a Culture-Fit Assessment that is specific to your organization.
• Combination of objective and subjective questions. Combines option-based assessment questions, which are accurate, with response-based assessment questions, which are subjective. Some questions are also voice-based and subjective. This ensures that candidates cannot fake their answers, and you get an overall picture of your candidate when it comes to the core values they believe in.
• Measures keywords in responses Determines whether your candidates are a good fit with your organization by measuring keywords in reactions. Once these keywords are present in responses, your organization will receive an overall score for a particular candidate, which will let you know whether and how much of a cultural fit your candidate is.
• Completely customizable. Think about the core values of your organization. Are they Perseverance, Growth Mindset, Founder Mindset, Organizational Citizenship, and Integrity? These can be directly measured and evaluated for these core values with suitable and customized questions.
• You want greater retention of employees, lowered attrition, and increased productivity.
• Efficiently evaluates the right cultural-fit candidates. You want those who will make for a good fit with your organization. The assessment will evaluate candidates by giving them an overall score, which will then tell you whether that particular candidate would be a good cultural fit.
• Detailed reports. Make sure your HR department and interviewers have a detailed and clear report about your candidate. This will ensure that there is no ambiguity regarding the result of the assessment.
• Visual-based. Have some of your questions in the form of visuals. This makes the test fun, interactive, and engaging. It also means that the test appeals to candidates from different cultures and age groups, especially Gen Z candidates.

Keep organizational culture in mind when hiring

This has become very important in an increasingly competitive environment and labor market. If your candidates do not espouse your organizational values and cultural norms, chances are they will leave your organization or be unhappy until they leave.

Your Cultue-Fit Assessment can help you and your organization determine whether your candidates would be the right cultural fit with your organization. Moreover, it can be efficiently and effectively combined with other assessments to get an even better and a detailed picture.

Conclusion

Ensure that your hires are likely to stay with your organization in the long-term and also perform at their best and rise to leadership positions. Ensure that your hires are a good fit not just in terms of skills, but also in terms of culture.

You want the best Culture-fit possible. For assessment for your organization consider: support@pmapstest.com, or get in touch through our website at www.pmapstest.com.

Featured Image Credit: Sora Shimazaki; Pexels; Thank you!

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LinkedIn’s state of sales report informs that only 65% of salespeople put the customer’s needs first. And when the rest don’t, reports from a buyer’s survey say 57% of people tend to agree with the sales when they are not unnecessarily pestered or hassled. Also, 42% of these buyers are encouraged to consider the product if the sales follow-up is punctual.

Even though the training and moral knowledge requires them to sell from a buyer’s perspective.

Many sales representatives struggle to maintain the customer-centric sales process and proceed with persuasion. However, the desperate act of selling a product often turns out to be disastrous for them.

It is essential to keep a margin between sales pitching and desperation. If you are expecting your sales to touch the level of the sky, make sure you establish a good impression on customers even after successfully closing a deal. Salespeople must learn from being a ‘teacher’s pet’ at school to being the customer’s pet at work.

The half-hearted relation with the customers causes customer attrition to increase, leaving behind the unfulfilled attainment of commercial exchange for both sides.

Customers tend to withdraw passively from the sales service when not constantly reached out by the sales team. Salespeople must also keep tabs on customers to improve sales performance.

57% of people tend to agree with the sales when they are not unnecessarily pestered or hassled. 42% of these buyers are encouraged to consider the product if the sales follow-up is punctual. (Source-Invesp)

65% of salespeople put the customer’s needs first, per the Linkedin State of Sales Report.

Only a 5% increase in customer retention can bring you about 25%-95% of profit — according to Frederick Reichheld of Bain & Company.

Sales Skills That Help You Convert and Retain Customer Leads

1. Keep track of customer retention rate
2. Keep tabs on customers even after closing deals
3. Keep customers engaged
4. Don’t over-commit and under deliver
5. Be prompt & punctual
6. Prioritize customer requirement

Other Ways To Appeal And Retain Customers

• Customer perspective awareness training for all sales representatives.
• Obtaining the causes behind the customer’s change of mind and rectification of approach.
• Practicing the skill of relationship building with customers.
• Improve customer retention by right disclosure on benefits they may avail for their loyalty.
• Spot the customer’s ‘at risk’ before it becomes too late.
• Acknowledge their importance and communicate better with them.
• Offer discounts to hold the attention of the customer instantly.
• Tackle negotiations with customers maintaining neat cancellation.
• Define your right sales target and focus on them.
• Resolve complaints actively and ensure good customer service.
• Flaunt your achievements and progress in the competition.

Other Ways Of Customer Retention

• Appropriate training & development
• Evaluation and rectification of the approach
• Fostering relationships and connections with customers
• Spot the customer’s ‘at risk.’
• Offer discounts to hold the attention
• Define your right sales target and focus on them
• Prompt resolution of problems and queries
• Flaunt your achievements and progress

Sum Up

Salespeople to effectively engage and produce leads require appropriate sales skills. Hiring sales representatives can be tiring as everyone in a job interview exhibits their positive qualities. To thoroughly gauge an individual’s strengths and weaknesses, one must adopt the best recruitment filters of the 21st century.

Psychometric assessments help you screen your candidates based on their sales skills, personality, behavior, sales aptitude, and enthusiasm to get the job. Making an informed hiring decision can earn you a responsible sales team. And help you avoid various sales hazards in the long term.

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Sales recruitment can be majorly stressful for hiring managers. However, this need not be the case if they adopt the sales assessment. Bad hiring practices affect not only the productivity of a sales force but also the workplace environment.

Some CFOs (Chief Finance Officers) claim that bad hiring, there follows a lot of time and financial consumption. Around 17% of the HRs time is spent on poorly performing salespeople. There are many more interconnected layers of an organizational system that get disturbed due to bad hiring decisions.

Focusing only on the managers and sales team, it is clear that sales performance is greatly impacted by faults in the recruitment process. Therefore, a proper recruitment strategy must be planned before each hiring session.

HR managers/Recruiters often struggle with time management during the onboarding of the sales force. This doubles the pressure, as well as the risks of bad hires. Conducting a lengthy recruitment process is a gamble that can be fatal for your company.

Additionally, human resource managers are responsible for maintaining follow-ups on the candidates throughout the training period. This would require proper assessment through sales aptitude tests. Be cautious. It only takes a few neglected, bad hires to bring a year of deteriorating sales performance to your company.

Some challenges that HRs often face in sales recruitment

1. Choosing Candidates Who Do Not Share A Common Goal

The salespeople are potential assets that channel clients into the service cycle. Enthusiasm to pitch a product or service to the clients is a ‘must have’ attitude of a salesperson. A lack of passion on the part of salespeople can adversely affect the channel of clients coming in for your business.

While assessing  Resumes, managers tend to assume that all the applications received are from role-enthusiastic individuals. However, in reality, many candidates choose to put forth their profiles to click ‘by chance’ on the job.

Therefore, training, equipment, and development are essential to ensure output. This is to build interest and encourage the newly-hired sales reps to work in accordance with the company culture. We will discuss this briefly in the upcoming subsections.

2. Elimination of Good Candidates

As hard as it seems, the hiring of salespeople can also go wrong due to the intuition bias that occurs in traditional job interviews. Due to this interview bias on the part of recruiters, many competent and interested candidates may lose the chance to contribute to the company’s growth.

A Glassdoor Survey states that 68% of the sales force switch jobs in a year, and 45% switch within three years. Eliminating passionate candidates during the hiring process might also bring uncertainty in employee retention, even when the candidates are provided with the best training materials.

You must uncover their potential and soft skills along with the obvious experience or qualifications. You will never know when you will lose a perfectly-fit candidate to biased and old-fashioned recruitment processes.

3. Overlooking Interactive Experience and  Prioritizing Qualifications

The next biggest hiring fault is getting swayed by the excellent academic performance of the candidate. The role of sales requires the ability of individuals to switch from facts to common sense really fast and smoothly. And not everyone has a talent for communicating in this way.

A productive sales force requires members who are street-smart as well as bookish. And not just overachievers but also learners. While conducting a traditional job interview, competent candidates may be missed out due to discrimination based on qualification, language difference, gender, and caste of the individual.

But there is good news. Recruitment patterns are changing by emphasizing quality over quantity. According to the latest SHRM updates, employers are actively seeking soft skills like dependability, teamwork, flexibility, and problem-solving in their future employees.

4. Not The Right Training

A  report published by Monster says 63% of hiring managers are willing to hire candidates with transferable soft skills and train them to full efficiency from scratch. After hiring salespeople, it is necessary to carry out specialized training for the candidates.

This training often consists of polishing basic soft skills, imparting industry knowledge, and enhancing technical proficiency. The traditional selection of salespeople depends solely upon the memory and impression of the recruiter, and no scientific data about the candidate is recorded.

Customizing training programs becomes difficult in such cases, as the company does not have adequate information about the candidate’s weaknesses and strengths. Since the skills to acquire knowledge typically vary in individuals, the success of training programs remains uncertain.

Securing Sales Recruitment With Advanced HR Tech

As mentioned before, the base of a well-structured sales team starts with proper sales recruitment. Identification, screening, and further detailed evaluation of competent sales candidates can benefit recruiters in many ways.

The new generation is discarding the old hiring method through one-to-one interaction and lengthy written assessments as it lacks attractive features and engagement components in the evaluation process.

Thrive reports 68% of recruiters today believe in using the recruitment fund to access advanced hiring tools. Sales behavioral assessments have become increasingly popular as they reduce managers’ difficulties during the interview stage of sales recruitment.

Why must Psychometric Sales Assessments be considered for sales recruitment?

It is simply to assess the right sales competencies of the individual candidate. You can also refer to the blog on Digital Assessments For Sales Competencies to understand these assessments better. Such assessments are highly sales-oriented and open to role-related customization at various phases of the business.

These assessments screen the basic behavioral requirements of a potential salesperson. Also, they test the resilience and conscientiousness of the candidate through questions. These help the managers develop a stable frontline sales profile with the right attitude and aptitude.

Characteristic of Visual Psychometric Sales Test

• It is visually interactive and hooks candidates till the end of the questionnaire
• It is fun to attend with realistic scenarios and excellent graphics
• It is easy to understand and attend to; devoid of exaggerated vocabulary
• It is feasible from anywhere and everywhere with an internet connectivity  base
• It calculates the results and creates an accurate analysis of the candidate
• It assesses important sales competencies of the candidates: Perspective Taking, Positivity, Motivation, and Ambiversion
• It is culturally and regionally neutral
• It has no language barrier
• It is quick and time-saving

Benefits of Psychometric Pre-assessments

• Bias-free  analysis of the candidate
• Determine what training must follow to make optimal use of their potential
• Records candidate reports in real-time to assess their progress through a period of employment
• It saves ample time on the recruiter’s part as well
• Uses Digitally advanced techniques that will attract more potential Gen-Z candidates
• Provides economically  and environmentally sustainable reports with easy cloud access
• Provides reliable  and trustworthy reports of the candidate profile
• Helps hire a fresh team of salespeople that share  the firm’s goals
• Helps build an actively-contributing   sales team

Sum Up

The faster you acquaint yourself with the Sales Assessment, the better you can perform sales recruitment. Technology today can accompany and automate the entire sales process and management.  You can use this assessment to handle a pool of potential sales reps, train your new hires, or manage the frontline of your sales flawlessly and efficiently.

You can now secure your position from the base of recruitment with PMaps psychometric assessments. Reach out to us on our website or email, or call us. And we can ensure that you will hire right with your next round of sales hires.

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What does it take to build, manage, and develop a sales team? It takes a lot of patience and problem-solving abilities. Sales management is not an easy job, nor is sales recruitment. At least not as easy as it seems in guides, blogs, and sales tactic videos. A breakdown of the sales manager’s day at work by Dr. Adam Rapp shows that 32% of the time is invested in managing salespeople.

Requirements of different sales teams may vary in many contexts. But, there is a persistent similarity in all of its patterns. There’s a need for constant evaluations and re-evaluation of each sales agent in the team. Starting from the base of sales recruitment until the sales performance reporting. The process of collecting information needs to be automated, quick, and easy to access.

Technology for hiring salespeople needs to be better in order to hire the best sales reps. Sales skills assessments reduce your headache with standardized questions as they screen your candidates and identify the perfect fit. Next to sales recruitment comes sales enablement. It is very essential for an organization to provide a proper platform and adequate tools to the sales team.

The basics ensure smooth functionality in pitching clients and earning sales leads. Sales performance monitor will be secondary to the sales hiring and sales enablement as it obtains the data of output with respect to the input of your salespeople. Performance reviews keep you updated on the progress of individual sales agents and the team’s overall contribution. This article will help you understand the initials of sales management better.

Right Talent at Right Position

GrowthPlay studied 900 sales forces with the findings that Top Performers (20% of the sales force) generated 52% of revenue, Dependable Performers (60%) contributed 45%, and Low Performers (20%) contributed 3%.

Not every sales agent is high performing, and not every high-performing salesperson can take up leading responsibilities. Therefore, the first and foremost step to building an effective sales team is to identify the strengths and weaknesses of your sales agents. This helps align the team members and gives leadership insight into understanding the members individually.

Identifying your salespeople as potential assets for your organization will help you utilize their skill sets for higher productivity. Sales performance improves when the organization has quality sales agents who perform their daily tasks and set goals for tomorrow. An active sales team benefits a company immensely.

Sales Performance is Dependent on the Organization’s Efforts

The sales performance is dependent on the organization’s efforts. Turning sales agents into assets is a three-step process.

• Recruiting the right sales aspirants

It can be tough to identify the salespersons who are genuinely interested in your work culture. Per PMaps — the best way to filter the best sales agent is to adopt a visual-based sales assessment with a culture fit assessment. It will help you onboard candidates that align with your organization’s culture and values.

• Identifying and resolving training needs

These assessments will obtain a complete profile analysis of the applicants. It uncovers the true weaknesses and strengths so that you can arrange the appropriate training. Training is the foundation of building a winning sales team for your organization.

• Deployment of the right talent into the right position

Once you are acquainted with the new set of skills adopted by your new hires. You can rearrange the formation for optimal sales processing. The frontliners and leading sales managers of your team are important agents who provide form for your sales team.

Smart Sales Enablement: Availability of Equipment

In the research article, Practical Insights Of Sales Force Digitalization Success by Taylor and Francis, the researchers have rightly portrayed the importance of digital awareness and utility in the economic sector for improving sales effectiveness.

It is essential for salespeople to stay updated on the current trends, and this can be achieved by hiring a tech-geeky Gen-Z sales force. Customers currently have higher resources, making them less likely to settle soon with a product.

The world today expects higher-quality consumables, which elevates the competition in the industry. The sales effective framework proposed by Andris A. Zoltners, Prabhakant Sinha, Dharmendra Sahay, Arun Shastri, and Sally E. Lorimer consists of the following:

• Digital readiness of the organization

This refers to the availability of digital resources and a sales force competent enough to utilize the resources. Failure of either one of the components can cause disruption in obtaining the right potential productivity for the organization.

Employment of advanced software programs for recruiting, monitoring, and prospecting will help the sales force to perform more on specific actions and targets effectively. It will also provide you with a blueprint of your ongoing sales process.

• Usage and adoption of digital solutions by the sales team

Digital solutions refer to the quality of training and education provided to the sales agents during and after the provisional period. To effectively implement digital solutions, salespeople must adopt technologies proficiently.

There must be an equal amount of cooperation from each salesperson in holding on to the changing trends. Hiring candidates with adequate technical knowledge is as necessary as their sales skills.

• Actions for driving sustained impacts

The organization is responsible for driving actions that help preserve sales assets and revitalize inputs to bring net profits. It also refers to the minimum input and optimal output in sales performance.

This helps the organization to procure higher and prolonged sales effectiveness. The loss in such a sales process is also minimum, and productivity is often guaranteed on the basis of consistency.

Digital Monitoring Of Sales Performance: KPI Ensures Activeness

According to Javid Ghahremani-Nhar & Hamed Nozari, “Using key indicators of digital marketing performance can increase the productivity of marketing activities and help increase the effectiveness and optimization of the spending budget in marketing.”

KPIs (Key Performance Indicators) are among the most necessary tools for all sales representatives and managers. This helps in tracking and analyzing input and output. It easily obtains performance metrics with the help of advanced technological calculations.

The technology of KPIs allows you to gather information with every report. Keeping a track of sales performance becomes easy and hassle-free with advanced monitoring KPI systems.

It is a critical aspect to secure appropriate KPIs for businesses to improve sales performance. These tools help managers to monitor the sales team and meet the lags before they become a problem.

KPI Software Calculates Four Aspects of Performance

These performance indicators have 17 sets and four activity sectors — giving you a clear view of productivity.

• Input: Average revenue per unit, Average purchase value, Revenue per sales rep
• Process: Sales target, Customer acquisition cost, Customer lifetime value, Number of sales opportunities, Sales opportunity score
• Output: Average sales cycle, Lead-to-Opportunity ratio, Opportunity-to-Win ratio, Profit margin per sales rep
• Outcomes: Sales growth, customer attrition rate, Lead conversion ratio, Upsell and Cross-sell rates, Incremental sales by campaign

Sum Up

Your sales team is the lifeblood of your organization. Prioritizing their requirements is the first step to producing better sales. Along with the structural management of your sales reps, remember your salespeople must be highly driven.

The next step to retain the activeness of your salespeople is genuine feedback and acknowledgments. Rewards, recognition, position, and accomplishments drive enthusiasm.

When you ensure your sales team has the basic motivation and the tools they require for their work, and you notice, recognize, and reward greatness in effort and productivity — you can assure yourself of a highly-driven sales team.

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The significance of sales enablement has been in question ever since an increase in the technological competition in the sales industry. But do you think that ensuring the uniform striving of capable employees in the sales team will bring you higher sales performance? Well, unfortunately, not!

Businesses, therefore, demand effective sales enablement programs that will help improve sales performance. Two significant sales enablement models are explained by a group of researchers and Mereo, respectively. Finally, this article gives you the ultimate takeaway that will help you rev up your sales performance.

CSO Insight estimates that the sales enablement function has grown from 25% to 61% in just five years. Why? Because sales enablement has been effectively improving the performance of sales teams across the globe.

What Is Sales Enablement?

Sales enablement is a process that equips sales teams with the resources they need to sell products or services efficiently. It connects marketing and sales, delivering the correct information at the right time to the right people.

Basically, sales enablement acts as a cushion for sales freshers and employees to develop accurate leads of clients for an organization. It can also refer to organizations’ processes to help sales reps sell.

Design A: Conceptualizing & Developing

Avinash Malshe, Scott B. Friend, and Howard Dover propose a process for enhancing sales performance based on the factors mentioned in Sales Enablement: conceptualizing and developing a dynamic capability. The factors included in the research paper are:

• Sales Support Diagnostic:

This refers to the managerial sales detection of resources that will provide support in facilitating better sales output. It will make up for the flaws of the sales team about their skills. This will involve the prediction of the frontline sales representatives. In short, it is the overall analysis of sales performance and implementation of aids for improvement.

• Sales Capital Reconfiguration:

This will decide the monetary capital for the functioning sales team. This often results in integrating inter-firm resources and management’s specific orientation of capital.

The monetary investment is directly proportional to the expected output from a sales team. Therefore, effective redistribution of capital is essential in enabling a high-performing sales team.

• Enablement Infrastructure Rollout:

After the reconfiguration of capital, the infrastructure of sales enablement is updated. Then comes the process of rollout, where underperforming techniques and skills are filtered to prevent potential loss. The flaws of a sales team are identified and eliminated.

The sales process is majorly affected by blockages such as inadequate tools, non-functional team members, and lack of sales training. Rolling out your process is an essential step towards sales enablement. It improves the efficiency of the sales process.

• Enablement Performance Evaluation:

This way, the sales team is put to work, and the inputs and outputs are measured directly to determine overall performance. According to this, the advancement of the sales team is predicted.

This evaluation is performed after an observation period followed by the rollout. Therefore, the performance of the salespeople is thoroughly assessed during this phase.

• Enablement Calibration:

This keeps the sales team active and enthusiastic throughout the project. Sometimes, it can be done through feedback, incentives, or other organizational reinforcement.

Based on this step, the sales team members are allotted concerning the sales skill requirement. It is the final step to sales enablement, according to Design A.

Design B: Sustainable Revenue & Sales

Mereo has also proposed a modified sales performance improvement plan to facilitate sustainable revenue performance in the sales enablement program. It consists of the following elements:

• Buyers’ Journey Aligned Sales:

This refers to the customer awareness training and awareness of the sales representatives. This is the foundation that an organization needs to achieve before they approach its customer base.

Awareness of the customer base in any service and product company helps the salespeople pitch effectively. In addition, it can act as a reference for existing sales agents and as a guide for new sales reps.

• Sales Skills and Techniques:

Next, you identify and acknowledge your frontline salespeople’s right sales skills, referred to as discovery. It involves the rearrangement of responsibilities that will beneficially obtain results. This can be done through scientific sales profilers (or sales assessments).

• Sales Ready Assets:

This step takes place after you have selected the competent sales frontliners. Next, there is a need for a proposition that equips them with strong sales assets. There are many assets, depending on the phase of your preparation. (Examples:-prospecting insights, value drivers, solution differentiation, value propositions, and so on.)

• Cross-Organizational Alignment:

This is the final phase comprising sales negotiation. This enables all the teams to put forth their ideas and opinions. In addition, it will provide the sales team with better industry insights. Hence, this contributes to a common goal of higher-order outputs.

This allows the sales reps to step forward and face the client, according to which the improvement is evaluated. Cross-organizational alignment concerns maintaining the relativity of progress with the competitor sales organization.

3 Ultimate Methods to Improve Sales Performance

Briefly, both models pinpoint certain significant factors that can affect the infrastructure of a sales enablement program. First, to keep up with the evolving trends in commerce, the program must be open to creativity and flexibility.

A company’s sales reps must follow the program strictly to generate substantial net profitability (total increase in revenue obtained). The significant components of preparation according to current trends are as follows:

• Customer-Sales Reps Alignment:

This refers to the selection of salespeople compatible with the customer base. This will help increase the rate and quality of relationship-building, decreasing the customer churn rate. In addition, the more familiar your sales reps are with your customers, the better your pitches will be.

• Sales Enablement of Assets:

This refers to continuous skill development and knowledge base development through adopting the authoritative practice. In addition, it allows the organization to permit certain asset utilities for the leading sales frontliners. It also includes enabling sales assets such as advanced and seamless HRTech.

• Evaluation of Sales Performance:

This refers to the final component that ensures continuous productivity. It involves effectively evaluating and reconfiguring teams to deal with the target customer base. KPIs can be used to monitor your sales team’s inputs and outputs. Identify your high-performing sales team and position client actions appropriately and accordingly.

• Elimination of Errors in Sales Process:

This refers to the identification and elimination of flaws in the sales process. It improves the sales output by decreasing the possibility of customer churn. It also enables the sales team to convert leads. On the other hand, errors in the sales process can cost you a heavy loss of potential revenue sources.

Sum Up

Sales enablement is essential because it helps your sales team close more deals. It also allows your team to focus on selling rather than gathering information. And it enables your sales team to develop accurate leads of clients for your organization. Back your sales with advanced technological assets.

Improve your sales process with innovative sales enablement. Adopt HRTech tools for sales recruitment, monitoring, and managing your sales team. Expect the best outputs from the high-performing sales reps of your organization through effective sales enablement.

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