I am operating at a higher level of effectiveness than I was when I started working with Eric.
Posts from the Eric's Blog category
How to weight personnel assessment results in a hiring decision
A client recently asked me how to weight personnel assessment results in a hiring decision. Here is my answer:
The assessments should not exceed 1/3 of the hiring decision. In rank, I would say:
1. Drive and passion – what are their goals and how do they align with what you have to offer, including $. Also, are they prepared for the interview? Have they taken the time to understand your business? People who are passionate about a job prepare for their interview.
2. Accomplishments and experiences – what has the person accomplished and how do those accomplishments match up with what you want done?
3. Assessments – how well does their profile match the job? Are their “holes” in the profile? Do their drives and motivations match the job well?
4. Performance in any role-playing or “work with us for a morning.” How do they do? Are they proactive and engaged? Do they jump in and take ownership or do they sit back? How do they communicate with customers and with co-workers? Do they learn quickly?
5. References – what do other people say about them? Are they enthusiastic or polite in their nice comments (rare to get truly negative comments)?
Do your new salespeople need to have industry experience?
In a down economy, everyone wants to hire perfect candidates: great sales skills, industry experience, and a book of business. If you find that person and can afford them, hire them. Beyond that scenario, keep in mind that you are typically better off hiring someone with great sales skills who does not know your industry vs. hiring someone who has been in your industry but has a weak sales track record. Or, target companies that sell products related to but not competitive with yours. You will attract strong salespeople if they see you and your company as a step up in money, prestige, and opportunity. Figure out how to be the next rung on the career ladder for a pool of strong salespeople, and your recruiting results will improve dramatically.
