1. Who’s Interviewing?
Most sales managers are excellent and somewhat compulsive closers. They want to close the job seeker on working for them. I have often taken a prospective hire to the sales manager for an interview and observed the manager talking the entire time. When the interview is over, the manager loves the prospective hire. No one listens more attentively, smiles more appreciatively and laughs at your jokes more enthusiastically than someone who wants a job. The manager has a big win and feels good about the applicant.
2. Go Deeper Than Resume
A brief go over of the resume is not enough to uncover the strengths and weakness of the applicant. Everything the applicant says will spin to the positive. That’s what it is for. Stable job time used to be the norm. are you aware that most people under 35 expect to have as many as 5 or 6 consecutive careers in their lifetime? Almost all sales organizations I have worked with for recruiting want a stable long term force but never actually have had one.
3. Finding the Gems
If the team is not the ideal force, it may simply be that the ideal people did not catch the managers eye. Talent mining is a skill. It consists of looking for a constellation of traits and talents. Experience is secondary. The correct set of questions and careful consideration of the answers is needed to see if the prospective hire has the talent needed and the correct personality to fit the organization.
The search for talent in sales organizations is an ongoing process! Change the list your gut is checking and you could end up with your dream team