Omnia

Attack of the Sales Phonies

You’re sipping coffee and going over the sales report, thinking about the new people you’ve hired. This is the most promising crew so far — Jake, who has worked with some of your competitors; Ashley, so knowledgeable and prepared for the interview; Luis, the most personable guy you’ve ever met. Yes, this is a great group. As you scroll through the report, you feel a prickle on the back of your neck. You shake it off. It’s nothing. It always takes a while for new salespeople to get up and running. Still…these numbers are a little… spooky.

You decide to take a little trip down the hall, just to see how things are going. Jake isn’t in his office. Excellent! He’s getting out there, making connections. You glance at his calendar. It looks pretty full. A lunch, lunch, call…another lunch…why isn’t that lead closed yet? Why hasn’t Jake moved on? An event. Wait a minute. That event is wrong…Wrong industry — no prospects there. Why does he have a call with that company?

Slowly you back out of the office. A chill goes through you.

Ashley looks up from her monitor as you reach her doorway. Her office is dark but for the bluish glare of the monitor. Her eyes are blank…lifeless almost. You don’t want to ask. You have to ask.

“Ashley,” your voice comes out hoarse. You cough. “Uh, Ashley, hi. I was just seeing how you’re doing. What do you have lined up for this week?”

“I am researching.”

The monotone response makes your heart beat faster.

“But, you’re making calls? Getting out there?”

“I am researching.”

Is it your imagination or are her eyes glowing the same blue as the monitor? You turn and rush blindly up the hall. You need light… human contact. You walk right into Luis. What a relief! He’s such a nice guy.

“Luis! I’m so glad—”

“Hey, I was looking for you boss. I wanted to talk to you about this sale.”

“A sale! Great!” You try to get your wits about you. This has all been in your head.

Luis hands you a proposal to review. Your smile freezes.

“Luis… this is… is that a 60% discount? We can’t—”

“It’s just–” Luis smiles that disarming smile. “You know, Bob’s been telling me about his situation. We could really help. His company’s been going through some rough times.”

“Wait… did you… is that a MONTH free?”

“I wanted to help.”

You back up… and fall to your knees…  “No!! NOOOOO!!!”

Not again! The sales phonies are back!

How did this happen. You were so careful!

Unfortunately, sales phonies can infiltrate your salesforce without you realizing because they interview so well. They come in a number of forms:

The Networker: Salespeople like Jake seem to have it all. They have great interviewing skills, a year or so of experience at a few companies, they even tend to have a great reference or two. But if you dig a little deeper, you may find they don’t have a great track record for closing. These are relationship builders who don’t like to be pushy. They often make a few sales, enough to keep them going for a few months in a position. But overcoming objections and handling negotiations is tough for them. Once they’re hired, they are usually getting out there and meeting people, but the sales don’t always follow. They might also have a problem picking the most qualified leads.

The Researcher: Salespeople like Ashley tend to seem serious and businesslike in interviews. They might not be very outgoing, but they have done their homework and have generally prepared well for the meeting. Once hired, they have no problem finding qualified leads. They research, and research and… well, you get it. There is something behind just wanting to find solid prospects, though: fear of risks and rejection. Researchers tend to be cautious and reserved, and they can really struggle to recover if they are rejected or hung up on.

The Helper: Salespeople like Luis are everyone’s friend. Like Jake, they love the interactive part of sales. Networking tends to be comfortable for them, especially if they have something to offer to people, and they know how to keep prospects engaged during presentations. The problem is, they want to give too much. If they do get around to asking for a sale, they may offer concessions the prospect didn’t even ask for.

So, what can you do to avoid an infiltration from sales phonies?

First, know what to look for.

True salespeople have a high level of assertiveness and an internal drive to win. This should be their strongest trait. In an interview, they are not necessarily pushy, but they will express themselves with confidence even if they’re challenged. They also have natural resilience. They can keep rejection, criticism and hang-ups in perspective. Being refused is a learning opportunity for them. They shouldn’t be ruffled by criticism or pushback (real or perceived).

For seasoned professionals, they should have a strong sales record without a lot of job hopping. Their references talk more about their effectiveness as a salesperson than about their personality. For people new to sales, you should see evidence that they like risks and have shown some innovation in the past. They should have a healthy attitude about setbacks they’ve experienced.

If you want some added assurance that your next salesperson won’t turn into a sales phony, consider a personality assessment. The Omnia Assessment measures assertiveness, resilience and independence, all key traits in successful sales personalities. In less than fifteen minutes, you can confirm that the confidence you’re seeing in the interview comes from natural assertiveness and not because they are upbeat and friendly. You can also get an idea how independent and comfortable brushing off rejection the person is.

Whatever you do, prepare yourself — Do what you can to avoid bringing on a scary sales phony!

Picture of Jennifer Lucas

Jennifer Lucas

Jennifer originally joined The Omnia Group in 2005 as an analyst. After a brief stint away to work in project management and to start a family, her fascination with behavioral assessments pulled her back. She returned in 2011 as a member of the in-house analyst/project team. She writes and edits Custom Profiles, Targets, special projects, and articles. She enjoys being able to provide guidance to build effective, productive teams and help find strong matches for both clients and candidates.

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Hospitality

In the hospitality industry, customer experience makes or breaks the business. Hiring candidates with an exceptional service orientation, operations efficiency, and adaptability is key to success for any travel and tourism business. We help you identify individuals who can create memorable guest experiences while efficiently managing operations behind the scenes.

Our assessments and customized job profiles for various sectors—from hotels to cruise lines and other travel sectors—enhance your ability to hire the right fit for every role. These insights enable you to foster a culture of service excellence and develop teams that can thrive in this dynamic, guest-focused industry.

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In the real estate and construction sectors, where project management and client satisfaction are critical, finding candidates with a mix of technical knowledge and people skills is crucial. We assist you in identifying professionals who can manage properties, adhere to regulations, and deliver quality results.

Our assessments and customized job profiles for roles across these industries increase your chances of hiring the right fit the first time. These insights help you develop well-rounded teams, improve project outcomes, and maintain a competitive edge.

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Media

In the fast-paced media industry, where creativity meets deadlines and audience engagement is critical, securing candidates with innovative thinking and practical skills is essential. We help you select individuals who can create compelling content, adapt to new platforms, and understand audience dynamics.

Our cognitive, behavioral, and grammar assessments and customized job profiles for various media roles—from content creators and producers to sales and marketing specialists—enhance your ability to hire the right fit for each role. These insights enable you to nurture creativity, improve team collaboration, and stay relevant in an ever-changing media landscape.

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In healthcare, where patient care and technological advancements intersect, securing candidates who are committed to helping others and eager to learn is essential. We assist you in identifying professionals who can deliver high-quality care while adapting to the latest medical technologies and practices.

Our behavioral and cognitive assessments and customized job profiles for various roles—at dental and healthcare practices, rehabilitation and research centers, and veterinary clinics—enhance your ability to hire the right fit for every role. These insights enable you to foster a patient-centric culture and support the professional growth of your team in your specialized healthcare sector.

Use Omnia benchmarking for the following jobs to increase your hiring predictability.

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  1. Associate Dentist
  2. Dental Assistant
  3. Dental Front Office
  4. Dental Hygienist
  5. Dental Office Manager   


Healthcare General     

  1. Activities Aide
  2. CNA
  3. Case Manager
  4. Clerical
  5. Clinic Front Office
  6. Clinic Office Manager
  7. Customer/Patient Service Clerical
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  9. Janitorial – Medical or Laboratory
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  11. Management
  12. Medical Assistant
  13. Medical Billing
  14. Medical Device Sales
  15. Occupational Therapist
  16. Physical Therapist
  17. Physician (Clinic)
  18. RN
  19. Scheduler
  20. Speech Therapist


Rehabilitation

  1. Clinic Front Office
  2. Clinic Office Manager
  3. Occupational Therapist
  4. Physical Therapist
  5. Speech Therapist       


Research        

  1. Clinical Research Coordinator
  2. Research Assistant                


Veterinary     

  1. Veterinary Assistant
  2. Veterinary Office Manager
  3. Veterinary Practice Manager
  4. Veterinary Receptionist (front desk)
  5. Veterinary Technician
  6. Veterinarian  


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Staffing & Recruiting

In the staffing and recruiting industry, where understanding people and markets is essential, finding candidates with strong interpersonal skills and business acumen is crucial. We assist you in identifying professionals who can effectively match talent with opportunities and build lasting relationships with clients and candidates alike.

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In the professional services sector, where client relationships and job-related expertise are key differentiators, finding candidates with a balance of technical knowledge and soft skills is crucial. We help you identify individuals who can deliver high-quality services while building and maintaining strong client relationships.

Our behavioral, cognitive, and grammar assessments and customized job profiles for various roles—from desk jobs to field jobs—enhance your ability to hire the right fit the first time. The insights from our profiles enable you to nurture talent, improve client satisfaction, and maintain a competitive edge in your specific service area.

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  42. PR Manager / Public Information Officer
  43. Process Improvement Manager
  44. Production Expediter
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  46. Project Manager
  47. Quality Assurance Specialist
  48. Receptionist
  49. Recruiter
  50. Relationship Manager
  51. Social Media Specialist
  52. Talent Acquisition Specialist


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Information Technology

Information Technology

In the rapidly evolving IT industry, where innovation is constant and technical skills quickly become obsolete, identifying candidates with a combination of expertise for the current needs and the ability to learn and adapt to new technologies is vital. We empower you to select tech professionals who can drive your digital initiatives forward while adapting to emerging technologies.

Our behavioral and cognitive assessments and customized job profiles for each role—from CIOs to database administrators, software developers, and IT managers—increase your chances of hiring the right fit the first time. The insights from our job profiles help you create targeted development plans, fostering a culture of continuous learning and innovation in your IT team.

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  1. CIO (Chief Information Officer)
  2. Cyber Security Specialist
  3. Database Administrator
  4. Graphic Designer
  5. Inside Sales – SaaS (appointment setting)
  6. IT Director
  7. IT/Systems
  8. Practice Leader – Cloud
  9. Quality Assurance Tester
  10. Software Developer
  11. Software Support Trainer
  12. Tech Leader – Delivery Practice
  13. Technical Account Manager (Sales)
  14. Web Designer
  15. Web Developer

          
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Manufacturing

Manufacturing

In the manufacturing sector, where efficiency and precision are necessary, you need candidates with a blend of technical expertise, high adaptability, and resilience. We help you identify individuals who can thrive in a production environment, embrace lean practices, and drive continuous improvement.

Our behavioral assessments and customized job profiles for each role—from production line workers to process engineers—increase your chances of hiring the right fit the first time. These insights help you develop talent, improve retention, and maintain a skilled workforce ready to meet the evolving demands of modern manufacturing.

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  1. Buyer/Purchasing/Procurement
  2. Customer Experience Coordinator
  3. Estimator
  4. Fleet & Equipment Manager
  5. General Manager
  6. Heavy Equipment Operator
  7. Laborer
  8. Machine Operator
  9. Manufacturing Assembler
  10. Process Improvement Manager
  11. Production Expediter – Shipping/Receiving Material Handler
  12. Production Planner/Scheduler
  13. Production Supervisor
  14. QC Technician
  15. Safety Coordinator/Manager
  16. Sourcing Manager
  17. Technician (Installation and Repair)
  18. Warehouse Associate
  19. Warehouse Manager     


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Automotive

Automotive

In the automotive industry, where innovation drives success and customer satisfaction is the highest priority, finding candidates with the right mix of technical mindset and interpersonal skills is crucial. We help you identify individuals who can thrive in this fast-paced environment, adapt to technological advancements, and deliver exceptional customer experiences.

Our behavioral assessments and customized job profiles for each role—from car dealerships to boat and RV dealers—increase your chances of hiring the right fit the first time. The insights from these profiles help you nurture talent, guide career progression, and keep your workforce engaged and productive in a constantly evolving industry.

Use Omnia benchmarking for the following jobs to increase your hiring predictability.

  1. Bookkeeper/Accountant
  2. Body Shop Estimator
  3. Body Shop Manager
  4. Body Shop Technician
  5. Controller
  6. Customer Relations Representative
  7. Customer Relationship Specialist
  8. Detailer
  9. F&I Manager
  10. Fixed Operations Director
  11. General Manager
  12. Lot Attendant/Porter
  13. Office
  14. Parts Counter / Parts Associate
  15. Parts Manager
  16. Powersports Sales
  17. Receptionist
  18. Reconditioning Foreman
  19. Sales
  20. Sales Manager
  21. Service Advisor
  22. Service Manager
  23. Service Technician Team Lead
  24. Service Technician
  25. Title Clerk
  26. Used Car Sales
  27. Valet
  28. Warranty Administrator
  29. Warranty Clerk   

Business Development Center          

  1. Call Center Manager
  2. BDC Director
  3. BDC Representative
  4. Inside Sales
  5. Internet Sales
  6. Inside Sales Manager
  7. Service Coordinator


Boat and RV    

  1. Boat Sales
  2. Customer Relations Representative
  3. Powersports Sales
  4. RV Orientation/Delivery
  5. RV Sales
  6. RV Service Advisor

If a job you need filled is not listed, don’t worry – we specialize in creating custom solutions for unique business needs.

Financial Services

Financial Services

In the financial services sector, where trust is currency and regulatory compliance is non-negotiable, securing candidates with analytical prowess, a commitment to quality, and client-centric attitudes is essential. We empower you to identify individuals who can navigate complex financial landscapes while maintaining the highest standards.

Our behavioral and cognitive assessments and customized job profiles for each role—for credit unions, banks, and other financial institutions—empower you to make informed hiring decisions. The insights from these profiles enable you to provide targeted professional development, ensuring your team remains competent, compliant, and committed in an industry where precision and reliability are essential.

Use Omnia benchmarking for the following jobs to increase your hiring predictability.

Credit Unions

  1. Accountant 
  2. Back Office
  3. Branch Manager 
  4. Call Center Rep 
  5. Collector
  6. Compliance Assistant
  7. Compliance Officer
  8. Credit Assistant
  9. Financial Service Rep
  10. Fraud Specialist
  11. Front Office
  12. Head Teller
  13. IT Professional
  14. ITM (Video) Teller
  15. Loan Officer
  16. Loan Processor
  17. Manager/Supervisor
  18. Member Service Rep
  19. Mortgage Originator
  20. Regional Manager
  21. Teller
  22. Teller – Sales/MSR
          

Banks   

  1. Accountant
  2. Back Office
  3. Branch Manager
  4. Call Center Rep
  5. Collector
  6. Compliance Assistant
  7. Compliance Officer
  8. Credit Assistant
  9. Financial Service Rep
  10. Fraud Specialist
  11. Front Office
  12. Head Teller
  13. IT Professional
  14. ITM (Video) Teller
  15. Loan Officer
  16. Loan Processor
  17. Manager/Supervisor
  18. Mortgage Originator
  19. Regional Manager
  20. Service Rep
  21. Teller
  22. Teller – Sales/Selling CSR
  23. Financial Relationship Manager
  24. Wealth Management Relationship Manager

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Insurance

Insurance

In the insurance industry, where competition is fierce and turnover is high, the key to success lies in identifying candidates with the perfect blend of soft skills and analytical skills. We empower you to find these individuals who not only excel in their roles but also stay with your organization for the long haul.

Our behavioral and cognitive assessments and customized job profiles for each role increase the chances of hiring the right fit the first time. The insight from the profiles helps you provide the growth path your employees desire and keep them happy and engaged.

Use Omnia benchmarking for the following jobs to increase your hiring predictability.

  1. Agency Owner
  2. Claims Representative
  3. Field Claims Adjuster
  4. Inside Claims Adjuster
  5. Loss Control Consultant
  6. Marketing Representative
  7. Policy Services
  8. Underwriter
  9. Account Manager
  10. Customer Service Manager
  11. Processing CSR
  12. Producer
  13. Risk Manager
  14. Sales Manager
  15. Selling CSR
  16. Service CSR

If a job you need filled is not listed, don’t worry – we specialize in creating custom solutions for unique business needs.