Recruiting good sales people presents unique obstacles. Many sales candidates are great at interviews but not much else, and most arrive with glowing references, but for differing reasons. Reducing the risk of selecting poor performers and concentrating your efforts on applicants most likely to thrive in sales and customer relations roles must be among any businesses top priorities. This can …
Whether you’re a recruitment consultant, in-house recruiter or business owner, the counter-offer scenario will be a familiar exasperation. After all the hours and effort of a selection process, you’re hard won final stage candidate is offered the job, only to turn it down when offered a pay rise by their current employer, or use the counter-offer as a new …
Selecting the most talented applicants for sales roles presents obstacles for employers and recruiting managers. Sales people typically interview well, are skilled in presenting positive images and brushing over what they don’t want their interviewer to know. Sales candidates also tend to arrive with glowing references, but for differing reasons. Sales selection processes that allow candidates to avoid potential areas …
When used effectively, phone-interviews bring all the benefits of trimming down that pile of CV’s into the final few for shortlisting without the expense of bringing candidates in from all over and organising the resources to accommodate interviews and candidates. However, they also bring considerable risks of missing out on great candidates when run ineffectively, and with over 50% of our communications attributed to non-verbal body language, how can you make the most from the efficiencies without losing the interviews effectiveness?
To achieve success, businesses need a competent sales team that will be able to overcome objections and create value for the potential customer. So what types of sales people are the best at doing this? Research is clear that there are a handful of traits that differentiate between a successful salesperson and one that is average at best. The Poppleton …
It has been common knowledge for decades that the selection interview is a very poor predictor of whether a candidate is going to perform in any job. When it comes to sales jobs, the interview becomes even less effective, as most sales candidates are able to present themselves well at interview, be adept at brushing over the areas they would rather you didn’t explore and usually arrive with glowing references. Whilst some recruiting managers may see these factors as evidence of sales skills, most will grimace with pain in recalling occasions of hiring staff that were good at interviews but precious little else.
Belinda Parkes, Freelance Journalist, April 2017 Do you trust your gut instinct when it comes to hiring? If you do, you could be giving the job to the person you like best, not necessarily the best person for the job. There is a difference. All of us carry unconscious biases that influence our perceptions and skew the weight we put …
Let’s be blunt for a moment. Exceptional sales candidate’s are few and far between and when they enter the job market, they can choose their next employer to a greater extent than most. In spite of this, many managers and recruiters still approach the selection process as if they somehow hold all the cards and fail to present themselves as …
We would like to warmly congratulate our colleagues at Pipeline Recruitment on a successful re-branding exercise. Since launching as Riot Recruitment in 2007, they swiftly established themselves as far and away the most credible recruitment professionals in the region, with constant positive feedback from candidates and clients alike, resulting in a deserved reputation as the ‘best in the bay’. When …
A few months ago I was asked to join the team of judges for this year’s Unison Fibre Hastings City Business Excellence Awards and interview sixteen large national chain Hastings retailers on their current and planned approaches to marketing, customer service, staff development and retention, and how they expected to perform in the next twelve months in far from ideal …
