If it’s your business to hire for critical sales positions, you know how difficult it is to pry beneath the glossy surface of a resume – and determine if a candidate with an impressive background truly possesses the core competencies of a born sales hunter.
Until now, hiring managers have sought their ideal sales rep in the same basic way – first, a candidate’s past achievements and experience are analyzed by the information gathered from his or her resume, and if everything looks good on paper, a face to face interview process follows.
There’s not much else to it, except maybe a couple more interviews, or a post-interview verification of hard or soft skills, utilizing a one-dimensional assessment that may or may not accurately identify any of the key performance indicators for a sales rep’s success.
The problem is, this approach to hiring sales candidates is not particularly useful in accurately identifying the DNA, or makeup, of a true sales hunter, and resumes alone aren’t particularly effective in distinguishing between skills and competencies – the difference between knowing how to do something, and knowing how to do it really well.
In a high-level sales position where results matter – the difference between a real sales hunter and a non-resilient, uncompetitive imposter can make or break the return you see out of that sales role – and in effect, your bottom line.
Looking Beneath the Glossy Surface – Re-Engineering the Hiring of Sales Reps
While resumes will remain a fundamental part of the hiring process for the foreseeable future, sales hiring managers can save critical time and money by first employing a research-backed assessment process before the resume is reviewed.
The edge is in identifying the key components of a sales rep’s role, like resiliency, self-awareness, and competitiveness, that will indicate, through assessment, which candidates have the natural talent to succeed.
This leading edge, re-engineered process we employ for hiring managers across the country allows them to qualify their talent before he or she even touches the resume, shielding them from confirmation bias, and arming them with the data that ensures that the candidate truly possesses the essential skills that match the job – so the resume and interview process acts as a data enhancement and verification tool.
In other words, re-engineering the hiring process for your sales reps allows you to “Hire Hard and Manage Easy” – integrating the use of three-dimensional, non-biased sales assessments that generate better results, and eradicate human error, to power your sales team’s short-term and long-term success.
If you’re a hiring manager who is frustrated with the unreliable, resume-first strategy, and are ready to find your top performing Sales Hunter today, visit our Sales Hunter DNA website to learn more about how you can look beneath the glossy surface of the resume and uncover top talent. Explore our research-backed assessment process that saves you time and money, revealing the best Sales Hunters with proven profiles for success.
Until now, hiring managers have sought their ideal sales rep in the same basic way – first, a candidate’s past achievements and experience are analyzed by the information gathered from his or her resume, and if everything looks good on paper, a face to face interview process follows.
There’s not much else to it, except maybe a couple more interviews, or a post-interview verification of hard or soft skills, utilizing a one-dimensional assessment that may or may not accurately identify any of the key performance indicators for a sales rep’s success.
The problem is, this approach to hiring sales candidates is not particularly useful in accurately identifying the DNA, or makeup, of a true sales hunter, and resumes alone aren’t particularly effective in distinguishing between skills and competencies – the difference between knowing how to do something, and knowing how to do it really well.
In a high-level sales position where results matter – the difference between a real sales hunter and a non-resilient, uncompetitive imposter can make or break the return you see out of that sales role – and in effect, your bottom line.
Looking Beneath the Glossy Surface – Re-Engineering the Hiring of Sales Reps
While resumes will remain a fundamental part of the hiring process for the foreseeable future, sales hiring managers can save critical time and money by first employing a research-backed assessment process before the resume is reviewed.
The edge is in identifying the key components of a sales rep’s role, like resiliency, self-awareness, and competitiveness, that will indicate, through assessment, which candidates have the natural talent to succeed.
This leading edge, re-engineered process we employ for hiring managers across the country allows them to qualify their talent before he or she even touches the resume, shielding them from confirmation bias, and arming them with the data that ensures that the candidate truly possesses the essential skills that match the job – so the resume and interview process acts as a data enhancement and verification tool.
In other words, re-engineering the hiring process for your sales reps allows you to “Hire Hard and Manage Easy” – integrating the use of three-dimensional, non-biased sales assessments that generate better results, and eradicate human error, to power your sales team’s short-term and long-term success.
If you’re a hiring manager who is frustrated with the unreliable, resume-first strategy, and are ready to find your top performing Sales Hunter today, visit our Sales Hunter DNA website to learn more about how you can look beneath the glossy surface of the resume and uncover top talent. Explore our research-backed assessment process that saves you time and money, revealing the best Sales Hunters with proven profiles for success.
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