This custom-tailoring tells you specific test scores of your companys
best salespeople black
foamposites . Then, when you test applicants, you quickly, easily and
objectively can * favor job applicants who got same test scores as your companys
best sales reps* weed-out applicants whose test scores differed from your best
sales reps scoresHundreds of pre-employment test benchmarking studies I have
done for many companies often result in this benchmark pattern of test scores
gotten by the best, super-productive sales reps:* high scores on Friendliness*
average scores on Assertiveness* average scores on Following Rules &
Procedures* high scores on Poised Under Pressure* high scores on Optimism* Calm
for inside sales reps but Excitable for outside sales reps* high scores on Money
Motivation* average scores on Intelligence or mental abilitiesAs such,
pre-employment tests enable you to objectively not subjectively know if a sales
rep applicant has crucial personality and intelligence qualities similar to your
companys best sales reps.
That is the reason pre-employment tests
tremendously help companies hire the best sales rep applicants mens cole haan shoes . Importantly,
using pre-employment tests removes the tendency of managers to like applicants
who con them through (a) charm in interviews or (b) semi-pseudo-relevant work
histories.
Pre-employment tests helps you avoid getting fooled again by a
smooth talking sales applicant kids
air jordans.2ND METHOD = INTRIGUING BIO-DATABio-data means biographical
data, and yields loads of super-useful insights into which applicants you should
seriously consider.
Suggestion: When you conduct your pre-employment test
benchmarking study of your best sales reps, also have them fill-out a
questionnaire on their bio-data from before they started working for your
company Jordan High Heels. The
bio-data questionnaire helps you gather specific details of your companys best
sales reps work experiences, education, training, compensation, and
more.
For example, in bio-data questionnaires I created for many
companies, I continually find successful sales reps worked during high school.
That is only one example of useful bio-data. Armed with exact bio-data of your
best sales reps, you then can include relevant bio-data questions in your
interviews. For instance, if all your best sales reps worked during high school
in service-type jobs, then you definitely want to see if each applicant you
interview had similar experiences. Translation: See if each job applicant you
might consider has bio-data similar to your best sales reps bio-data. 3RD METHOD
= VAGUELY WORDED IN-DEPTH INTERVIEW QUESTIONSIf the pre-employment test scores
of an applicant are similar to scores of your best sales reps, then you probably
want to make time to conduct an in-depth job interview. Unfortunately, too many
sales applicants come across exceedingly wonderful in typical job interviews.
After all, salespeople know how to make a good impression and knock your socks
off.Secret Revealed = Here is a trick sales applicants use to make you fall in
love with them: Immediately upon meeting you, the applicant gives you a nice
handshake with good eye-contact and a smile. The applicant compliments something
about you, your company, or your office. Then and here is the cincher the
applicant makes you laugh within 120 seconds after meeting you. After that
laugh, the applicants charm offensive has melted the heart of most interviewers
and the interviewer then incorrectly slobbers positive ratings on almost
everything the sales applicant says.Fortunately, you can avoid doing a typical
interview, and getting conned by a salesperson. First, only interview job
applicants who got pre-employment test scores similar to scores of your companys
best salespeople. Second, make a list of the most important 6 9 job talents you
must have in anyone you hire. These might include persuasiveness, friendliness,
teamwork, handling obstacles, action-orientation, and desire to earn incentive
pay.Third, avoid telling the applicant you are looking for those job talents.
Instead, ask vague questions. Then, listen to whether the applicant might have
talents you need. For example, if teamwork is important, do not ask a question
like Do you like teamwork Any applicant with some brains would know to say, Yes
to such an obvious question. Instead, ask a vague question, such as, What are
examples of the work situations you enjoy most Then, notice if the applicant
tells you examples of work situations involv
