The hiring process for filling sales positions can be a lengthy and time-consuming process.
According to a recent study on Global Recruiting Trends by LinkedIn:
“Finding suitable candidates is the biggest obstacle (46 percent) for hiring.”
Thus, the ability to identify early on whether a candidate is ideal for your organization is imperative for saving time and resources. One way to manage this is through screening candidates to identify their potential to fulfill your sales role prior to moving them into the interview process.
Did you know? A recent study of nearly 20,000 businesses
determined 46 percent of all new hires fail within their first
18 months, and 89 percent of the time it’s for attitude not skill.
Below are three screening techniques that can help your organization save time and resources by qualifying candidates and gauging compatibility prior to moving forward.
1. Attitude Assessment Screening
Approach: During the screening process, ask the candidate what their expectations are for the sales position.
Analysis: Identifying the candidate’s attitude and aptitude for the role is equally as important as uncovering their qualifications or skillsets. Understanding the candidate’s mindset regarding the sales position is critical for ensuring whether or not they will fit into your organization’s culture and sales force. Poor attitudes can be destructive to overall team morale.
2. Behavioral Assessment Screening
Approach: Ask the candidate to complete a behavioral profile assessment as part of your organization’s screening process.
Analysis: A behavioral profile can provide your organization with information on how your job candidate will act or respond in different scenarios. The assessment can help identify what motivates a candidate, how they address problems and what their stress triggers are. While there is no one-size-fits-all behavior profile, assessment results can assist in identifying candidates that will mesh well and add value to your sales force. It can also help identify areas to focus on during the onboarding process for the candidate.
3. Sales Assessment Screening
Approach: As part of your pre-screening interview process, ask your candidates to complete an online Sales Candidate Assessment.
Analysis: A sales candidate assessment can help your organization predict the candidate’s sales performance and role compatibility. Sales assessment data can identify a candidate’s natural selling
ability, communication style, strengths and areas for improvement. Sales managers can use the sales assessment data to provide coaching and guidance for new hires.
Above are just a few examples of screening techniques that can be used to identify the potential in your sales candidates. Revecent’s Sales Enablement Consultants can help your organization assess, recruit and optimize sales talent to accelerate revenue growth.
Interested in an evaluation of your organization’s candidate screening process? Revecent can complete an analysis of your sales force hiring strategy to identify areas of strength and areas of opportunities. Request a consult now and start seeing powerful results.
Revecent is a national sales recruiting and sales enablement consulting firm. We help technology and professional service companies recruit and optimize sales talent to accelerate growth. Contact us today to see how we can help your organization’s sales team exceed expectations.