The Metiss Group's Blog

When it comes to hiring sales people, you may enjoy the interviews more than a more technical interview.  That’s to be expected – they’re sales people. If they’ve spent at least a year in sales, they should be able to make the conversation comfortable and easy.

The hard part is being able to peel the onion back and find out what’s really underneath.  Keep in mind: no one is perfect.  The selection process must be designed to uncover the weaknesses to determine if they are deal-breakers.

The best way to do this is first to be clear about what you need up front so the sales person doesn’t talk you into buying something you don’t really need (or hiring someone that doesn’t fit). Assessments can help you see the potential issues the salesperson would rather you not see.  Those results allow the hiring manager to explore those issues in further conversation and reference checks.

If your organization is hiring a salesperson, empower your team with a robust selection process that includes assessments to create the best chance of success for the new hire.

This entry was posted on December 14, 2012 at 3:54 pm and is filed under Leadership, Selection. You can subscribe via RSS 2.0 feed to this post's comments. You can comment below, or link to this permanent URL from your own site.