The Myth of the Ideal Hiring Profile


If you continue to use them, you will hire the wrong people and miss your number.


Why? The hiring profile of an A player has dramatically changed in the past 12 months. Legacy profiles are backward-looking. They describe what the job was versus what the job is today. The vendors selling you these profiles and the associated talent-assessment tools cannot keep pace with the changing competencies.


Great profiles, instead, consistently refresh the competencies needed to perform the job and the accountabilities measured in the job.


Consider this: According to Compdata Surveys, turnover in 2008 was 18.7 percent, dropping to 14.4 percent in 2011. It rose to 15.7 percent in 2014 and is trending higher in 2015. If these online talent assessment tools are accurate, why is the failure rate so high?


There is no such thing as the ideal hiring profile. Take the time to build a custom hiring profile, unique to your company, and you’ll hire the right people for the job.




Dan Perry

Intensely focused on helping sales and marketing leaders in B2B companies make their numbers at SBI.

Dan approaches the idea of making your number from a unique perspective. Like many SBI leaders, he has walked a mile in your shoes. He comes from the industry side and has had to make his number to be successful. Perhaps this is why it’s wise to rely on SBI’s evidence-based methodologies. Though SBI is certainly an execution-based firm, Dan only implements strategies and solutions for his clients after they have been verified with before-and-after data. This leads to adoption of sales programs in the field, rather than shelf-ware.

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