Hiring the right sales person is critical. Done well, sales managers are able to focus their time and energy on development and coaching. Done poorly, you spend time dealing with problems. John Dieseth of Business Performance Group shared the nine steps for the sales person recruitment and selection process during the Fall 2011 6 Pillars of Sales Productivity Workshop.
9 Steps in the Recruitment and Selection Process
Step 1: Advertise the sales position. Be clear and highlight the capabilities needed for the job.
Step 2: Resume screening. The goal is to eliminate the applicants who definitely don't fit the profile you are seeking. John recommends using a screening tool to ensure you have an objective process to narrow the pool of resumes.
Step 3: Phone interview. Use the phone interview as the second screening device. Keep it to ten minutes.
Step 4: Face-to-face interview. This should last about an hour and be held in a neutral place, not your office (example: conference room). Use the same, predetermined questions with each applicant. Questions should focus on the capabilities required for the job.
Step 5: Assessment. Use a predictive assessment tool.
Step 6: Secondary face-to-face interview. The goal is to clear up any discrepancies, sell the canidates on the position, and broadly explain the compensation package.
Step 7: Job Shadow. The purpose is to see if th eapplicant is a good cultural fit. It also helps you identify whether the applicant is comfortable with the actual job.
Step 8: Reference Check. Ask about their capabilities as it relates to the job. Also ask about attribute match.
Step 9: Job Offer. Make sure the compensation plan offered is clear and unambiguous.
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