There a number of critical elements for recruiting and selecting a sales person to impact the likelihood of success on the job, they include:
- Analyze the Job. Prior to recruiting, take the extra step to sit back and analyze the role thoroughly. Well beyond a job description, a robust job analysis tool can help you look at the behavioral requirements of a specific position. Armed with the right analysis, you now have a solid “target” to aim your recruiting efforts.
- Assess Candidates. Once you have a stream of candidates, screen them with a defined hiring process. Typical processes include: collecting resumes, rank ordering based on interest and conducting a telephone screen. If they pass the first few gates, go ahead and administer a behavioral assessment. Along with other key criteria such as education, experience and background, behavioral assessment data provides a scientific element to the mix. The complete picture gives you an accurate view to select which candidates you want to interview.
- Determine Job Fit. Once you have your final group identified, conduct a fit/gap analysis between the role and the candidates. A validated and reliable behavioral assessment allows you leverage the power of science to predict the success of the sales reps. You are not after a “perfect fit” which could be looking for a needle in a haystack, you’re looking to make a fact-based informed decision to find the best sales rep for your role. Conduct interviews that help confirm the “fits” and give you evidence that the candidate can bridge their “gaps”.
Armed with these three key elements, you’ll increase your hiring accuracy, reduce your turnover, and enjoy the outcome of a producing sales rep!