Assess Before the Interview

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Here is where you go from being purposely tough on the candidate to being a top salesperson. After you have made the decision they are the candidate you want to hire, now is your opportunity to sell your candidate on their very important role, their potential rewards, sell them on the organization, and on the organizations’ leadership.

Onboarding.
Prepare a comprehensive plan for your new salesperson’s first 90 days. Reach beyond product training and organizational orientation and develop a Quick Start plan that includes goal setting, sales training, coaching, accountability and other actions. A well prepared and executed 90-day training plan can improve your success rate with your new “top” salespeople from over 90% to near 100%.

If you look at the proven seven-step process closely, you will note that the assessment takes place before the interview.

You may be thinking this process can be too expensive or not result in your getting enough candidates.

The truth is assessing before interviewing is actually less expensive. You gambling database will most times get up to 50% more qualified candidates, and you are EEOC compliant.

This proven process of hiring “A” salespeople solves the problems of the typical hiring process, and it relies on a well validated and predictive assessment to screen your candidates.

Criteria for Selecting Your Assessment
Accurate:
The assessment’s validity needs to be verifiable or you will lose good candidates, waste time and possibly hire a bad candidate.