Why Performance-Based Recruiting Produces Top Sales Performers

- What percentage of your time do you spend on each activity?

- What results have these activities produced for you in the past?

- How long did it take before you started making quota consistently in your current job?

4. Assess Qualified Candidates: For candidates that pass the telephone screen, gather objective information about their talents via specialized sales assessment tests. The most effective sales assessment tests go beyond personality and behavioral traits and examine attributes such as Learning Rate and Reasoning Ability.

5. Conduct In-Person Interviews: Now you are prepared to conduct thorough, performance-based interviews. Why? Look at the information you have collected! For each candidate that you are going to interview, you should have in your hands:

- A resume that lists key accomplishments

- Performance-based information collected during a telephone screening call

- Objective information about talents critical to sales success

If you ask performance-based questions and clearly outline your expectations for new hire sales performance, you will attract fewer poor candidates, as some will de-select themselves. You will also attract more strong candidates, as they will no longer be screened out by invalid "knockout factors". The end result will be a steady improvement in the overall quality of your sales organization.

Alan Rigg is the author of How to Beat the 80/20 Rule in Selling: Why Most Salespeople Don't Perform and What to Do About It. His company, 80/20 Performance Inc., supplies specialized sales assessment tests and consulting to help organizations build top-performing sales teams. For more sales and sales management tips, visit http://www.8020performance.com.

Article Source: http://EzineArticles.com/

Previous
Page: 1 | 2 | 3