What We Do

Sales Selection Services Overview

Getting the right people on the bus (and keeping the wrong ones off) is easier than most people think. Most managers don’t realize that personality is the greatest predictor of success in sales performance or management. Personality trumps skill level, education, experience, or "who you know". Personality will determine a person’s cultural fit with a particular sales team and how long he or she will stay on the job. It will also predispose him or her to master (or not master) the critical success factors needed for sales. Most importantly, but often overlooked, the "dark side" of a sales person’s personality can cause him or her to be so "high maintenance" that even the most exceptional skill set is marginalized.

Catalyst Performance Group is a Hogan Assessment partner for one reason. The Hogan Assessments predict sales success better than anything else on the market. Unlike DISC, Meyers-Briggs, or the thousands of assessments on the market, our assessments predict sales behavior and ultimately sales success on the job with frightening accuracy.

Not only are Hogan Assessments predictive, they have been validated more than any other assessments on the market. Not only do all of the scales fall within normal distribution curves, they have been post-validated against success and derailment. Time after time, Hogan’s research team returns to the sales teams it assesses and tracks who’s still on the bus, who’s not, who’s performing, and who isn’t.

As a Hogan Assessment Systems partner, Catalyst uses four key assessments to help clients get a complete picture of someone’s suitability for sales or sales management.

Hogan Personality Inventory (HPI)

Assesses the "bright side" of personality and predicts if a person has the "raw material" to build rapport, influence, sell, negotiate, stay organized, ect.

Hogan Development Survey (HDS)

Assesses the "dark side" of personality and predicts flawed interpersonal strategies that come out under stress or in familiar situations.

Motives, Values, and Preferences Inventory (MVPI)

Assesses what a person needs to have in the workplace to be happy and predicts cultural fit within a team.

Hogan Business Reasoning Inventory (HBRI)

Assesses tactical and strategic reasoning and predicts whether a person has the mental abilities to handle sales management or leadership positions.

Finally, Hogan Assessments can be used to hire. DISC, Meyers-Briggs and most other popular tools cannot. Hogan Assessments have no "adverse impact". In other words, the assessments come out the same on working adults across age, sex and race — a claim most popular assessments can’t make. So you can make hiring decisions that are legally defensible. In fact, Hogan has never been contested in court.