When it comes to hiring, many leaders believe they’re “good judges of character” and can rely on gut feel. The truth is, without a proven system, hiring is guesswork – and guesswork is expensive.
Here are eight hiring “don’ts” that will dramatically improve your chances of finding future winners.
You may be able to do this in everyday life but in an interview, people are trying to impress you. You haven’t spent enough time with them to truly know who they are. Assumptions can be deceiving. Focus on evidence.
Similarity Bias is a common trap. You don’t need a clone. You need someone who can be trained into a winning salesperson. They don’t have to think, act, or sell exactly like you.
Have a hiring plan and follow it. Phone screenings, interviews, testing. Preparation leads to better questions, better insights, and better decisions.
Having a proven hiring, testing, and induction system is critical. Without it, staff turnover skyrockets and productivity plummets. The right system will eliminate the wrong candidates. Those who make it through the process are likely to be the right fit for you and your business.
Interviews are like sales – you learn more by asking questions than by making statements. Your job isn’t to sell them on working for you. You’re trying to determine whether they are right for you. Drill down with sequential questions to get beyond rehearsed answers.
Winners won’t wait around. Move candidates quickly through your process and make a decision.
Desperation leads to bad decisions. Keep your standards high and your bar for entry firm.
Phrases like “I’m a team player” or a “hard worker” sound nice but mean nothing without proof. Ask what candidates mean by these statements. Seek specific examples.
Avoiding these mistakes is the first step toward building a strong, productive sales team. In Part Two, we’ll explore the hiring “do’s” that will help you find and develop your next winner.
When it comes to hiring, many leaders believe they’re “good judges of character” and can rely on gut feel. The truth is, without a proven system, hiring is guesswork – and guesswork is expensive.
Here are eight hiring “don’ts” that will dramatically improve your chances of finding future winners.
You may be able to do this in everyday life but in an interview, people are trying to impress you. You haven’t spent enough time with them to truly know who they are. Assumptions can be deceiving. Focus on evidence.
Similarity Bias is a common trap. You don’t need a clone. You need someone who can be trained into a winning salesperson. They don’t have to think, act, or sell exactly like you.
Have a hiring plan and follow it. Phone screenings, interviews, testing. Preparation leads to better questions, better insights, and better decisions.
Having a proven hiring, testing, and induction system is critical. Without it, staff turnover skyrockets and productivity plummets. The right system will eliminate the wrong candidates. Those who make it through the process are likely to be the right fit for you and your business.
Interviews are like sales – you learn more by asking questions than by making statements. Your job isn’t to sell them on working for you. You’re trying to determine whether they are right for you. Drill down with sequential questions to get beyond rehearsed answers.
Winners won’t wait around. Move candidates quickly through your process and make a decision.
Desperation leads to bad decisions. Keep your standards high and your bar for entry firm.
Phrases like “I’m a team player” or a “hard worker” sound nice but mean nothing without proof. Ask what candidates mean by these statements. Seek specific examples.
Avoiding these mistakes is the first step toward building a strong, productive sales team. In Part Two, we’ll explore the hiring “do’s” that will help you find and develop your next winner.
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