The best way to make a sales hire is through a little moderation.
The million dollar question in any sales team is always – “what is the best way to hire our next sales team member?” Get the hiring right in the sales department and most of organizations headaches are gone! Get a sales hire wrong and it doesn’t matter how efficient the operational side of the business is, the business becomes an uphill battle.
Every sales manager knows the costs associated in getting the hiring wrong but very few of these hiring managers have the answer that will solve their sales hire woes.
Do you remember getting advice from someone much older than you on the topic of moderation? “Everything in moderation” is an often heard quote and this piece of advice can be used while managing the risk in hiring sales people.
Moderation in the hiring process has to do with not putting too much weight on any part of the hiring process but allowing each component of the process provide the hiring team with some different insight into the candidates being assessed. Different components of a hiring process can be initial interviews, sales assessments, group interviews, job simulation (or in-tray exercises) and reference checks.
An example of a sales hire with no moderation to the process occurs when a candidate is interviewed once or twice by either the same hiring manager or two different managers and then a decision is made to hire or not. There is not enough data in one or two interviews to gain the appropriate information to hire any candidate. This is especially true when hiring sales professionals or other relationship based personalities. Some candidates are just too good in the interview and can easily sway interviewers through their interview skills.
Let’s take the same example but with the addition of a psychometric or online assessment tool to the hiring process. This is where caution needs to be added to the process. A psychometric tool is just a tool – it has been designed to provide the evaluator with data to assist in making a hiring decision. It is very rarely designed to be the stand alone tool or measure used to qualify or accept/reject a candidate. Typically more data is required.
Now let’s add the next level of assessment, that being a job simulation, to the process. With the initial interview, the online assessment tool and now the simulation assessment, the team is ready to use all the data to talk to references of the candidate. By using the combination of all the data to talk to a reference (interview, online and simulation data) more qualified questions can be asked on areas of concern or where additional insight is required.
This is where moderation comes into play in the hiring process. By not relying on one or two forms of data but rather on all data, the hiring team is able to look at the candidate more objectively and with confidence can make a decision on proceeding or not with an employment offer.
A little moderation in all aspects of your hiring process will provide for a more profitable sales hire.
Craig Bissett is the President of Hire Results Ltd – developers of the Hiring Simulation Assessment process.The Best Way to Make a Sales Hire is Through Moderation