Using Assessments to Identify and Hire Sales Professionals
posted by leah.walling
For several years now, CPP has been working with one of the largest transportation logistics companies in North America. The company provides integrated, multimodal transportation services and solutions to customers throughout the U.S., Canada, and Mexico, including many Fortune 500 companies.
When the business experienced a rapid growth spurt, the company’s human resources and training staff were tasked with hiring and developing some 200 additional salespeople. The key was to identify candidates with the best prospects of success, both to drive revenues and to reduce sales force turnover.
Having used CPP’s CPI 260® assessment as a coaching tool with some other employees, the company asked CPP to use the CPI 260® instrument to develop personality and competency profiles that would help identify the best candidates for the types of sales positions they were hiring
The results? CPP’s CPI Performance Suite has enabled the company to identify more than 100 high-potential candidates for its fast-growing internal sales force, with more on the way. Because they have the personal attributes and attitudes they need to make the most of the skills training they receive, the new hires are reaching high levels of performance and productivity faster and with lower turnover than past “generations” of new salespeople.
To learn more, you can read the case study at: www.cpp.com/Pdfs/cpi_case_study.pdf.
