4 Methods Help You Hire The Best Sales Reps - black foamposites

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