Unfortunately, many companies are sold on a candidate that never delivers, because they use the same broken hiring process time after time – a haphazard flurry of resumes and interviews, with the hope that somewhere along the line, the diamond in the rough will materialize in front of them, ready – and capable – to sell and sell big.
Even when hiring managers are trained in behavioral-based interviewing techniques, there’s really no scientific way, in utilizing these methods, to uncover all necessary information about the candidate until it’s really too late and you’ve already made the hiring decision.
Magnificent, towering icebergs look impressive from the surface of the ocean, but they reveal only about 10 percent of their mass above the water. Any captain who is headed toward such an intimidating object will take precautions to ensure that the ship doesn’t capsize.
The same applies with your organization – and your hiring decisions. Just one bad sales rep can create a wave of negative ramifications throughout your company – and like an inadvertent crash into an iceberg, that bad sales rep will require frantic triage and cleanup that’ll waste your time and hamper your day to day business.
Icebergs and Interviewees
A Michigan State University study revealed that only 14 percent of interviews give an accurate view of the candidate, while according to a Harvard Business Review Study, 90 percent of all decisions are based on the interview.
With that in mind, are you confident that you are assessing your risk properly by assessing only the 10 percent of the iceberg above the surface, while there is 90 percent more below the surface, a complete mystery?
Assessing the Iceberg
In a study by Aberdeen Group, about 94 percent of best-in-class companies used assessments in their pre-hiring process. The most successful companies used information from the assessments to create custom interview questions, further informing their hiring process in order to eliminate bias errors and misconceptions.
Applying the knowledge from the research-driven assessment, used in combination with custom interview questions, can produce consistently high results for hiring top performers. The imperative is to maximize the visibility of candidate competencies as they relate to the sales role before the actual hire takes place. Avoid iceberg hiring methods by deepening your understanding of candidates before you ever interview them, so you can save time, money, and achieve better results. Armed with the most customized, research-backed information, it becomes easier to hire for strength, thus rendering weaknesses irrelevant.
The DNA for Success Below the Surface
Each quality sales candidate has a specific “DNA” that indicates whether they can perform at a high level in their role. Key indicators of sales success, including resiliency, competitiveness, and self-awareness, allow sales hiring managers to quickly
weed out the candidates who have what it takes to sell – and the ones who can perform well during an interview – but don’t have the profile to hack it over the long term.
Only by ensuring that your sales candidate profiles are based on scientific results regarding the candidate’s skill sets, can you feel confident that you’re aware of what’s below the surface of the resume and interview. With Sales Hunter DNA, you can be aware of what’s below the surface even before you evaluate and meet the candidate yourself.
Want to know more about how Sales Hunter DNA works, in depth? Watch this short video to explore our one of a kind, 3-step assessment process that separates the real sales professionals from the imposters.