Good ManageSmarter.com article here titled Hiring as a Competitive Advantage (great title). There are few echoes in the article that reflect exactly our thinking when it comes to successful hiring processes.
First, an amazing piece of data:
€¢ Interviews: A University of Michigan study found that a typical job interview only increased the likelihood of choosing the best candidate by less than 2 percent.
The statement could use some clarification, but the fact is that most ineffective hiring processes over-rely upon the interview in their decision-making. Less than 2% is even worse than I would have guessed. Hiring the “best” candidate clearly requires more input than what can be gathered in the interview alone.
Second note:
Let’s keep it simple. Productive employees are not made productive by elaborate compensation plans, group-think training programs, motivational seminars and convoluted benefits packages. They just show up and get the job done if they like the work and can do it well.
I would agree completely with that truth. Of course, the issue is how do you find the productive employee in your hiring process? If your answer is in the interview, see above.
We beat this drum often, but it bears repeating – you must measure the candidates’ skills, motivations and aptitudes to find the right fit. The right fit often involves measuring these areas and then instructing the manager in how to draw out the salesperson’s best. Successful hiring doesn’t stop at the signed offer. It encompasses the ramp-up time as well.
If you only do one thing to improve your sales hiring, start assessing candidates with objective tools. You will see a broad spectrum of information that impacts your process far more than 2%.