Yes, the title is a bit quirky, but it is true. A significant portion of successful hiring involves being a good detective. I have always taken that approach when helping our customers find the right salesperson for their position. To be a good detective, you need to be a bit skeptical.
Sales candidates blow sunshine. Few have ever missed quota, most state their primary weakness is being a workaholic and all have earned everything they have accomplished. Right. In reality, most have missed their sales quota at some point, many have real weaknesses discussing money and handling rejection and most have benefited from somewhere be it marketing, territory, company market share, etc.
Sales hiring is the most difficult hiring in which to succeed in that the candidates have interpersonal skills that disarm hiring managers. In a way, this is a good thing since you want your salespeople to have this ability when qualifying prospects. However, the hiring manager needs to focus like a detective during the hiring process.
I’m an old Hill Street Blues fan. I watched almost every episode of NYPD Blue (it got weird at the end). Even Magnum PI had some interesting tips. Here are a few tips based on techniques incorporated by these detectives:
–Drill down – do not accept the candidate’s first answer as the complete answer. Too often I see hiring managers accept theoretical answers to direct questions. Ask for specific examples and then ask follow-up questions that require more detail from the candidate. This approach will be most enlightening in regards to understanding if the candidate is being truthful or not.
–Interrupt – ok, don’t be a jerk, but interrupt the candidate gently. The goal here is to shake them out of a canned, memorized response. Prospects do this in sales calls. I always do this in an interview. Interviews should not be easy for sales candidates because selling isn’t easy. This approach will show you how quick the candidate is on their feet.
–Wait – there is nothing quite like an awkward, pregnant pause to add some pressure to a discussion. Silence is fine as it forces the candidate to work. Their job is to impress you enough to continue in the hiring process. Your job is not to make them completely comfortable. At ease, yes; comfortable, no. Use silence at times to force the candidate into a longer answer. This approach will reveal how disciplined they are at controlling a conversation.
These are just a few techniques I incorporate. Of course, one great tool for guiding you through an interview is a sales assessment. If you aren’t using any such tool today, please contact us at your earliest convenience. We’ll show you just what you are missing in making your hiring decision.