The question every job applicant dreads to hear is “What are your weaknesses?” There you are, trying to do the right thing by being honest and admitting weaknesses and vulnerabilities but at the same time you don’t really want to be seen as weak, you want to be seen in the best possible light.
Wouldn’t it be a good thing to know exactly what your weaknesses are and to cite these when questioned? A sales skills assessment would provide you with the information you need and because weak skills are easily addressed with training, admitting them is not a deal breaker when negotiating a position.
If however, you were to admit to a weakness or if a weakness was inferred relative to personality or behaviour, this could be a deal breaker. Employers know that trying to adjust personality or behavioural traits can be long term and expensive and not always successful.
In fact, knowing what your skills weaknesses are and admitting them to a potential employer could work to your advantage. When you explain that you invested in a Sales Skills Assessment you can elaborate by mentioning your strengths that were highlighted in the report.
You could go one step further and explain that the weaknesses identified can be easily dealt with by specified training courses. You could go on to ask if your prospective employer would be willing to invest in your ongoing personal development by enrolling you on the necessary courses?
Sales skills, unlike technical or analytical skills, are difficult to measure when interviewing a candidate. The absence of academic or industry standards, places a burden on the employer to judge the skills of the candidate on their track record and how they present themselves at interview.
The problem for the employer is that a candidate’s track record could be as a result of any number of factors and not necessarily down to the skills of the candidate themselves. They could have been carried by colleagues or even managers, their previous employer may have had a masterful marketing department which meant that the candidate did not have to prospect for business.
Furthermore, the candidate’s performance at interview cannot determine how they would behave throughout the entire sales process where many more and different interactions are at play.
A sales skills assessment is the obvious solution to the problem, it is an independent, unbiased and clinical report on each candidate’s core sales skills.
Of course the employer will consider the cost of a sales skills assessment before investing and they will be pleasantly surprised when they realise just how inexpensive they are. In addition, most are highly intuitive so there is no need for professional interpretation.
The return on investment can be phenomenal , an investment of a couple of hundred to assess a short list of candidates could save the employer tens of thousands if it helped them avoid hiring an unsuitable candidate.
A wrong hire may not be detected for three months and it will take another three months to complete the termination, costing the employer a half year’s salary and expenses. In addition they are at the loss of the recruitment costs but most importantly the company have lost six months growth assigned to this individual and this figure can be far greater than what is calculated thus far.