{"id":1568,"date":"2013-12-11T06:06:58","date_gmt":"2013-12-11T06:06:58","guid":{"rendered":"https:\/\/www.peaksalesrecruiting.comblog\/sales-team-and-hiring-statistics\/"},"modified":"2024-01-25T19:42:38","modified_gmt":"2024-01-26T00:42:38","slug":"sales-team-and-hiring-statistics","status":"publish","type":"post","link":"https:\/\/www.peaksalesrecruiting.com\/blog\/sales-team-and-hiring-statistics\/","title":{"rendered":"Sales Hiring Statistics – De Paul Center for Sales Leadership"},"content":{"rendered":"

The De Paul Center for Sales Leadership is one of the leading sales learning institutions in the country. Every few years the University publishes the Sales Effectiveness survey which observes the sales practices and results of over 435 organizations across 10 business sectors.\u00a0\u00a0Some useful insight is shared in this report:<\/p>\n

Age profile<\/strong> \u2013 % by age\"\"
\n\u2013 14% 18-25
\n\u2013 27% 26-35
\n\u2013 27% 36-45
\n\u2013 20% 46-55
\n\u2013 12% 56 and over<\/p>\n

Annual Hiring Levels<\/strong>
\n\u2013 Less than 50 hires per annum \u2013 68%
\n\u2013 50-249 hires pre annum \u2013 21%
\n\u2013 more than 250 hires \u2013 11%<\/p>\n

Value of Education in Sales Hiring<\/strong> \u2013 Percentage of sales managers that considered the education levels below very important
\n\u2013 Some prior training \u2013 50%
\n\u2013 College 48% (37% for business college)
\n\u2013 Graduate 22%
\n* 30 of new hires did not have a college degree.<\/p>\n

Number of Face to Face Interviews Prior to Hire<\/strong>
\n\u2013 2 interviews or less \u2013 31%
\n\u2013 3 interviews \u2013 39%
\n\u2013 4 or more interviews \u2013 30%<\/p>\n

Interview Time with New Hires<\/strong>
\n\u2013 less than 1 hour \u2013 14%
\n\u2013 2-3 hours \u2013 43%
\n\u2013 4-5 hours \u2013 26%
\n\u2013 6 or more hours \u2013 17%<\/p>\n

Cost of Entry Level Sales Hires<\/strong>
\n\u2013 Less than 20k \u2013 43%
\n\u2013 20k-40k \u2013 23%
\n\u2013 40k or more \u2013 34%<\/p>\n

Time to Turnover for Entry Level Sales Hires<\/strong>
\n\u2013 Less than 12 months \u2013 33%
\n\u2013 13-24 months \u2013 29%
\n\u2013 25 months and onwards \u2013 38%
\n* The number one reason for leaving was unmet expectations<\/p>\n

Cost of Turnover<\/strong>
\n\u2013 Average cost of turnover approximately $49,508
\n* When acquisition, training, lost time and replacement were factored in, the average cost of turnover rose to approx. $115k<\/p>\n

On-Boarding and Development <\/strong>
\n\u2013 organizations that had some sort of on-boarding process \u2013 73%
\n\u2013 firms with an on-boarding program of 30 days or less \u2013 60%
\n\u2013 primary method of determining success of training \u2013 informal management appraisal \u2013 72%<\/p>\n

Average Earnings by Performance<\/strong>
\n\u2013 top third of reps \u2013 $188k
\n\u2013 middle third of reps \u2013 $107k
\n\u2013 bottom third of reps \u2013 $65k<\/p>\n

Sales Process<\/strong>
\n\u2013 value selling \u2013 47%
\n\u2013 strategic selling \u2013 38%
\n\u2013 conceptual selling \u2013 28%
\n\u2013 spin selling \u2013 25%
\n\u2013 proprietary model \u2013 19%
\n* 54% of firms claimed to use the sales process always or frequently.<\/p>\n

photo courtesy of Salvatore Vuono | freedigitalphotos.net<\/p>\n

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