Ashlar Performance

If you ask HR professionals about what Hiring Process they use for acquiring Sales Reps, you will usually get a variety of different responses. Many will point out that their Sales Managers are controlling the process to such a degree that they believe their influence in changing or improving the process is limited.

Others seem to be in the opposite situation; where they can set and control the hiring process for the Sales Management. They take great care and effort in establishing key hiring criteria for their company and industry; and linking them to a clear roadmap to complete the hire.

So what is the right process to use? While there probably is no single correct answer, there seem to be several common elements:

·        Review the resumes and match them to the hiring profile for the position

·        Initial Screening Interview – either by phone or in person

·        Main Interview – in person, usually with the hiring manager

·        Secondary Interview – often with the manager’s peer or direct report

·        Hiring Decision – single manager or in concert with hiring group

·        Reference Checks

·        Offer Letter   

Often, companies will add elements based on their company’s preferences and requirements:

·        Panel Interviews

·        Travel with a peer for the day

·        Presentation to hiring group – about a best deal, Customer or special event

·        Psychometric Testing

·        Performance-based Testing

·        Skills Assessment

As we can see, there are many ways to approach the process. But, no matter how we approach the process, the real key is in the implementation. Implementation needs to include such training for the hiring manager that will enable them to avoid the common mistakes that are so easy to make when hiring Sales Reps. The key differentiator in hiring success is how focused the company is in preparing the hiring manager to hire effectively.