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Step 4- Assess and Educate Them

After doing the Behavioral-based interview, you should have a good idea what makes your candidate tick. Now is when I like to run them through some sort of assessment to see if they have the same competencies as other successful sales reps. who are doing the job today.

I like to run the candidate through a Sales Profile Assessment by Wiley & Sons, if my client doesn’t already have an assessment they use. The assessment covers verbal and math skills (think ACT/SAT) and accesses them for competencies that are important for successful sales reps. The range is on a scale from 1-10. It isn't a pass/fail situation. It allows me to compare the candidate to how my performer high-performance reps. scored on the test when they took it. I'm looking to see if the candidate has the same characteristics as my most successful reps

Some of the competencies include independence, assertiveness, energy level, accommodating, manageability, independence, objective judgment, and more. As an example, you would expect someone who is highly independent to be less manageable.

I use the results of this assessment to have another conversation with the candidate to review with them areas that would indicate success and areas that they need to be aware of might hold them back. This is also a good time to begin to set expectations and share with them how the hiring manager likes to lead reps and allows for the candidate to share how to manage them to get the best out of them.

During this step in the interview process, I also take the opportunity to have them speak with another rep and listen to a few recorded calls or demos. I like to make sure the candidate fully understands what a "day in the life" is like. I allow them to spend a couple of hours with the rep. and in some cases, join in on the weekly sales mtg. During this time, the candidate is free to ask any questions they have about the company, team, or about the leader and their leadership style. I want the candidate to be an educated consumer. I believe they should have as many opportunities to determine fit as time may permit.

The last thing I do is to let them speak with another member of the leadership team. I believe it's important to get a 2nd opinion about cultural fit.

At this point, I ask the candidate about their level of interest. If we are both ready to move forward, then I will let them know that I’ll be reaching out in the next 24 hours.

Step 5, the formal offer.

PS- If you'd like the name of the company I use for the Sales Profile Test, please reach out to me. I'm happy to share.