The typical standard resume review and interview practices commonly used to select sales candidates only gives you a 50:50 chance of selecting the best candidate.
“Easy to find, hard to hire.” is the answer Lisa Pike, CEO of ScribeRight provided when I asked what are some of the key challenges in managing a sales force. She is right as it is not hard to find candidates to interview for sales positions but hiring the right candidate is a challenge. Sales candidates do much more interviewing than most managers and are more skillful at presenting themselves than many managers are at seeing through the “front.”
At the May 30th CEOtoCEO Breakfast Jack Rhodes, UW Foster School of Business, suggested by using a balanced approach to hiring your odds of selecting the best candidate increase dramatically.
Thirty percent of your decision should be based on each of the following:
30% based on predictive assessment tools
30% based on recruiting only strong candidates to start with
30% based on structured interview questions and the ideal answers
10% based on your assessment on the candidates culture fit with your organization.
What ideas can you share on how to select the best sales candidates?