How Will They Respond?

Hire the Best - Use for Web applications, emails, etcHow will they respond?

How people respond in an interview is more important than what they know.

When interviewing, most candidates know the “correct” answers to your questions. This is especially true when interviewing salespeople.

Because of this, you need a process that gets past what they know, and forces them to share what they will actually do.

Steps in a typical sales process include:

  • interview-intense-getty-293-1303491047Lead identification
  • Lead qualification
  • Setting appointments
  • Diagnosing needs
  • Presenting solutions
  • Gaining commitment (closing)
  • Handling objections
  • Contracting
  • Servicing

All of the above steps are important, and typically a sales interview will evolve around those activities. However, these questions will only lead you to what they know they should be doing vs. what they will actually be doing.

How do you determine what they will actually be doing before you hire them?

Most selection processes include email communications, assessments, phone and in-person interviews, reference checks, and more.

Observing how candidates handle those steps and the space between the steps can give you a great insight into the candidates’ ability to handle certain situations

You will never see the candidate better than what you see during your selection process.
Below are some simple observations you can make to determine if the way they respond is congruent with your expectations.

When connecting with a candidate via email or voice mail, ask them to call you at a specific time and at a specific phone number. Did they?

When asking candidates to take assessments or tests, set a specific date and time you expect them to be completed and ask if they are willing to commitment to that deadline. Did they meet the deadline, or make excuses as to why they didn’t get it done?

When conducting reference checks, ask the candidate to arrange the meeting times between your schedule and their references to see how well they coordinate the meetings. Were the meetings coordinated correctly and efficiently?

A candidate may do very well in their interviews and have all the right skills, but if they don’t follow directions, meet deadlines, and setup meetings well in the interview process, what makes you think they will do much better if you offer them a job?

Empower your hiring managers with a selection process that challenges candidates to perform business basics, and you’ll experience better hires.

A tool we recommend to learn what a candidate can execute on versus what they know is the OMG Confidential Candidate Screening Assessment.