Phone interviews are a must before bringing in someone for a face-to-face interview – it is another way to cut down time spent on recruitment and if you have a robust screening process, you will be able to select top sales performers in a quicker time frame.
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Using the right assessments in the sales hiring process should always be non-negotiable, as it takes the guesswork out of an extremely important part of recruitment – finding the best people to shortlist and interview.
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Recruitment takes up a lot of time, and because of this there can be a tendency to rush some aspects of the process. But with the right automation, much of the labour-intensive side of things (like sifting through applications) can be significantly reduced.
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Reviewing your sales team’s performance is a must, but how do you do it effectively to ensure you get the most accurate and applicable results? By making sure you use the right assessment.
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One point that may arise out of comparing your sales team to a health issue is that behind a doctor’s diagnosis there is scientific data, information based on research.
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If you went to the doctor with a pain in your knee and their first recommendation was that you should have surgery so they could see what the problem was – it’s likely you would get a second opinion.
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