How Fresno Flooring Pros Built a Team of Top Closers

When the Smithson Flooring Company, a household name in Fresno, faced a hiring challenge, their problem wasn't in getting applicants. The issue was finding the right sales reps who could close deals effectively at the kitchen table. A string of bad hires wasn't just about mismatched skills; it resulted in high turnover and underwhelming sales figures. With their reputation tied to the quality of their installations and customer service, Smithson knew something had to change.

The Hiring Struggle

At Smithson, previous attempts to hire experienced reps often resulted in selections that seemed promising on paper but failed in execution. Many new hires couldn't adapt to the unique one-call close technique that is critical in the high-ticket flooring sales industry. With a competitive market like Fresno where reputation holds weight, Smithson needed sales reps who not only understood their products but could convey trust and urgency to prospective clients.

The Turning Point: Embracing Behavioral Assessment

Searching for a solution, Smithson discovered the free C.O.R.E. behavioral sales assessment provided by Salesman Connect. This tool promised insight into candidates' sales aptitude beyond traditional resumes and interviews. More importantly, it aimed to pinpoint those with the intrinsic ability to close deals in a single meeting—the elusive one-call closers.

Implementing the Change

The management team at Smithson took a strategic approach:

• Identify Candidate Profiles: They utilized the C.O.R.E. assessment to screen for traits linked to successful in-home sales, like resiliency, empathy, and strategic communication.
• Customized Interviews: The assessment results guided customized interview questions designed to probe deeper into candidates' sales tactics and customer management philosophies.
• Targeted Training: New hires underwent specialized training sessions focusing on the logistics of one-call closing and in-depth product knowledge combined with customer rapport mastery.

The Outcome

Within a few months, Smithson reaped the benefits. They quickly onboarded several high-performing, dedicated closers. These professionals made a noticeable impact not just on raw sales numbers but also on customer satisfaction, thanks to their tailored and personalized consulting styles. The result? A significant reduction in turnover and an uptick in the company’s overall conversion rates.

Success stories poured in, with sales agents closing deals on first visits in neighborhoods they previously struggled in, positioning Smithson as a leader in the home flooring space in Fresno. They were no longer just selling floors; they were offering a streamlined, trustworthy service experience that customers appreciated and recommended.

Repeatable Takeaways

Other home-improvement companies looking to enhance their hiring process can learn from Smithson’s strategic shift:

• Adopt Behavioral Assessments: Use them early in the hiring process to understand candidate potential and fit.
• Invest in Specialized Training: Equip new hires with specific skills that align with your company’s sales goals and culture.
• Focus on One-Call Closer Aptitude: Tailor selections to candidates who can demonstrate closing abilities and develop robust customer rapport quickly.

It’s a tough market, and with a clear strategy and the right tools, the right sales team can transform your business.

Illustrative example: a composite scenario written to teach, not an account of a specific customer.

Hiring in this space? Explore Flooring sales rep hiring in Fresno, CA, or start free with the C.O.R.E. sales assessment.

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