Start hiring top-performing deal closers.

Discover if your sales candidates are really wired for sales roles with the Omnia Assessment, tailored for sales hiring.

Get your complimentary behavioral profile.

The Omnia Behavioral Profile can tell you if your candidate has the behavioral traits critical to sales.

Select top sales talent to drive your sales growth.

Don’t be fooled by sales candidates who sell themselves in the interview but can’t close deals once they are hired.

The Omnia Behavioral Profile helps identify candidates with the traits salespeople need to consistently win.

A bad hire can cost your company 30% of the employee’s first year earnings, according to the U.S. Department of Labor. But the cost of a bad sales hire exceeds that by directly impacting your revenue.

Improve the accuracy and reliability of your sales hiring process with the Omnia Assessment. The job benchmarks are derived from practical research of sales roles using behavioral profiles of proven top performers across industries, position competencies, and job descriptions.

Our 2023 validation study confirmed: salespeople who possess Omnia’s primary sales traits consistently earned top ratings from their managers, reinforcing the assessment’s predictive power in sales performance.

Uncover natural selling abilities before making hiring decisions.

The art of selling can’t be taught to those who lack the natural drive and instincts for selling. You may be able to coach them and prepare them to give convincing pitches and respond to objections, but it takes more than a polished presentation to get a commitment from a prospect.

Identify the drive to win with data and science.

Outgoing and expressive candidates can seem like natural salespeople. Many may have even been told that their rapport-building skills would make them selling successes. While they can be amazing networkers, they could worry that asking for the sale would damage the personal connections they’ve made.

The Omnia Behavioral Profile shows you who is truly assertive and driven to win and who is socially assertive and driven to make friends.

Determine if your candidates have confidence and resilience.

Some people present as self-assured when they feel well prepared, but what do they do when their plans don’t work out?

The Omnia Behavioral Profile can tell you if a candidate can:
Improvise a new approach when the original plan doesn’t work
Make independent decisions in the field
Recover quickly from a No

Pace

Pace is another trait that is not a critical ingredient to sales ability but can be an important factor.

You can decide depending on the pace of your office and the sales cycle of your product/service.

However, most successful sales professionals are fast-paced. A tall Column 5.

They have a strong sense of urgency
Want to take immediate action
Will capitalize on opportunities
Can manage competing demands
Will roll with the unexpected
Are comfortable working under tight deadlines

Sales is a field that moves quickly, and naturally fast-paced people are motivated by the variety of time pressures of selling. Those sales reps with tall Column 6 are patient and systematic; they often bring persistence to the table. They are comfortable sticking out a long sales cycle.

Structure

While assertiveness is often the single most critical ingredient to sales success, structure plays a close second trait.

Structure has been shown to contribute to overall sales success because this is where you find resilience, the ability to brush off rejection and move on to the next opportunity with confidence. Some people move past it quickly, while others tend to dwell on it and lose confidence.

No one likes rejection, of course. You want people who can move past it with ease.

As per our benchmark, this means a taller Column 7 than 8 or just a little bit of 8, but too much and the problem with rejection becomes a noticeable impediment to sales.

Another sales strength of Column 7 is comfort working with little to no structure. The ideal salesperson makes decisions in unclear situations and handles ambiguity with confidence.

They focus on results, not processes.