Category: Recruiting

“Find a job you love and you’ll never work a day in your life.”

                                              - Confucious

This truism is a powerful leadership and motivational tool that is underleveraged by most sales leaders.

We’ve all heard the buzzwords, “Creating Work/Life Balance,” but we usually think of the concept in terms of our own situation, not others around us or others who’s hard work we depend upon for our own success.

Once your candidate has passed the initial screen for ‘likeability’ and fundamental sales skills, it’s time to get really tough. The recruiting phase is when you need to scrutinize your candidates with vigor. This article addresses phase 2, the “Telephone Interview”, of the four phases of hiring peak performing sales reps:

Preliminary Phone Screen
Telephone Interview
Personality Profiling
Face-to-Face Group Interviews with Your Peer/Superior Advisor Group

Primary Objectives of theTelephone Interview

Most sales reps have a good pitch, especially those who are selling themselves. How do you identify the peak performers hidden in the haystack of average performers with the gift of gab?

It’s better to err on the over-critical side during the screening process than to hire the wrong candidate. This article addresses Phase 1 of the four primary Phases of Screening for Peak Performing Sales Reps:

Preliminary Phone Screen
Telephone Interview
Personality Profiling
Face-to-Face Group Interviews with Your Peer/Superior Advisor Group

Does the candidate seek to identify areas where (s)he can add value?