Selecting salespeople who can actually sell is a huge challenge for any employer, particularly when a significant number of applicants stretch the truth or lie. When technical sales skills are required, the level of deception increases to offset lack of experience or poor results in previous positions. Even if they did well and sold the same or similar products or services for your competitor, it doesn’t mean they can or will produce the same level of results for you.
Many times sales managers are misled when applicants:
- Have very good verbal skills (which does not mean they have the personality and/or interests to deliver the results);
- Appear to be good team players (many good salespeople are not); or
- Are able to sell themselves (which does not mean they can sell your products or services).
Measuring sales metrics during the interview, not after, requires you to ask the right questions and listen to candidates’ responses. Be specific in your questions by asking for actual numbers, percentages, and increases or decreases in results. It will not eliminate the need to use valid assessments that objectively, reliably, and legally measure your candidates’ true match to your sales job. http://SeibCo.com/assessments
©Jeannette Seibly, 2013