It’s a million dollar difference.
There are many salespeople who can sell. They have the intelligence, the wits and the charisma. But there are far, far less salespeople who will sell, in a sustained way, over time. The difference? Drive.
After reviewing sales candidate resumes, hiring managers often add a phone screen to determine whether to move the candidate forward into the testing and interviewing process. This 20-30 minute phone call helps bring the candidate’s resume to life and provides some excellent clues about whether he or she has the characteristics the company is seeking. Since the time is short, hiring managers often wonder about the best questions to ask.
Here is a salesperson phone screen protocol, we use and recommend, to help you determine whether a candidate is likely to be successful in the testing and interviewing process.
Optimism is critical to sustained sales success for two reasons:
Hiring managers frequently ask “When is the best time to use a sales test during the hiring process?”
Some managers are initially inclined to wait until the very end, after they have “fallen in love” with the candidate, and hope the test reinforces their opinion. However, waiting too long to administer a sales test to a candidate carries a big risk . . . the longer we wait to test a candidate’s underlying personality traits, the more we risk wasting time with a candidate more motivated to get the job than to do the job. Many candidates are cleaver and persistent interviewees . . . they sell themselves vigorously in the interview process. However, the best (or only) sale we will ever see from some candidates is in the interview. So, we need to know, upfront, whether we are spending our time wisely, with someone with true potential.