Sales simulation immerses sales people in to a simulated business environment. They are more successful then sales training because of the level of customization and the amount of time spent on practice and feedback. The sales simulation expands the learning process by allowing the user to ‘learn on the job’ in a simulated environment. Have you heard the saying “Seeing is believing”? This could not be truer than when it comes to using sales simulations to either hire or train salespeople.
What about the saying “All talk and no action”? How often have you heard this regarding a salesperson that you have just hired only to discover that they could not sell if their life depended on it?
Organizations today are discovering that sales simulations do work when assessing potential candidates or even reviewing an existing team’s performance in key elements of their sales process. What Sales Management is starting to value in a sales simulation setting is that “seeing is believing” and “Actions do speak louder than words.”
The term Sales Simulation Assessment may be new to you but think of these activities as high bred sales role-plays or in-tray exercises. Some have even termed this type of assessment as a Job Simulation.
Related Article: Why Job Simulation Works
Sales Simulation Assessments work because a salesperson can only perform at the level of their competency. It is one thing to interview a salesperson or review their performance, it is another thing to actually see them in action – as if they are on the job today! This is why Job Simulation Assessments are more widely utilized and integrated by firms today to either assess for hiring purposes or to better understand performance gaps in the company’s sales process.
A recent whitepaper on “Sales Simulation Exercises – The Missing Tool From the Hiring Selection System” stated the following,
“The missing tool from the typical selection system is the simulation exercise. The simulation exercise is an assessment method that requires candidates to demonstrate their actual behavioral skills in an activity that resembles an actual organizational situation. Simulation exercises can take on several forms………….”
“With the traditional selection system, behavioral skills are primarily assessed with the interview. Hiring managers can only evaluate candidates based on how they ‘talk the talk’, which reduces the accuracy of behavioral skill ratings……………”
“Given that simulation exercises add predictive accuracy and improve candidates’ reactions to the hiring process, why aren’t all organizations using simulation exercises? ……….”
Contact us to get your copy of the whitepaper today!
Simulation Assessments do work and have proven to hiring teams over the years that it is important to “See before you Believe” your next sales hire.