http://www.ere.net/2006/08/25/how-to-hire-better-salespeople/ Recruiting intelligence. Recruiting community. Sun, 08 Nov 2009 09:18:04 -0500 http://wordpress.org/?v=2.8.4 hourly 1 http://www.ere.net/2006/08/25/how-to-hire-better-salespeople/comment-page-1/#comment-1904 Doug Lapasta Tue, 29 Aug 2006 05:06:00 +0000 http://www.ere.net/2006/08/25/how-to-hire-better-salespeople/#comment-1904 Lou Adler suggests an excellent and effective behavioral interviewing technique --I would wholeheatedly endorse and recommend it --In addition though , I have found that obtaining frank and candid input from a candidate's former customers and managers-- on the candidate's use of job and company-specific competencies-- helps focus the interview process and guards against the real possibility that the candidate has prepared him/herself ( using readily available books -web-guides and perhaps even Lou's article) for the most thorough and rigorous behavioral interview questions Having 3rd party verification of what a candidate tells you about their accomplishments helps ensure that your sales candidate hasnt sold you a very expensive bill of goods --Such candid feedback is easy to obtain if specific input is not attributed to specific individuals --the questions are clear and competency-based and the means of transmitting the information is quick and easy In summary --there are a lot of great tools (as Lou so clearly demonstrates) --but when it comes to making critical hiring decisions --its a good idea to use more than one or two-- to give yourself the most accurate and complete picture of the candidate you can possibly get Doug LaPasta --Skillsurvey Lou Adler suggests an excellent and effective behavioral interviewing technique –I would wholeheatedly endorse and recommend it –In addition though , I have found that obtaining frank and candid input from a candidate’s former customers and managers– on the candidate’s use of job and company-specific competencies– helps focus the interview process and guards against the real possibility that the candidate has prepared him/herself ( using readily available books -web-guides and perhaps even Lou’s article) for the most thorough and rigorous behavioral interview questions
Having 3rd party verification of what a candidate tells you about their accomplishments helps ensure that your sales candidate hasnt sold you a very expensive bill of goods –Such candid feedback is easy to obtain if specific input is not attributed to specific individuals –the questions are clear and competency-based and the means of transmitting the information is quick and easy
In summary –there are a lot of great tools (as Lou so clearly demonstrates) –but when it comes to making critical hiring decisions –its a good idea to use more than one or two– to give yourself the most accurate and complete picture of the candidate you can possibly get
Doug LaPasta –Skillsurvey

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