{"id":1634,"date":"2008-06-26T13:10:49","date_gmt":"2008-06-26T18:10:49","guid":{"rendered":"http:\/\/selectmetrix.com\/blogs\/2008\/06\/subtle-hiring-tells\/"},"modified":"2008-06-26T13:04:04","modified_gmt":"2008-06-26T18:04:04","slug":"subtle-hiring-tells","status":"publish","type":"post","link":"http:\/\/selectmetrix.com\/blogs\/2008\/06\/subtle-hiring-tells\/","title":{"rendered":"Subtle Hiring Tells"},"content":{"rendered":"

I’m thinking of the poker colloquialism “tell.”\u00a0 From Wikipedia<\/a>:<\/p>\n

A tell<\/strong> in poker is a detectable change in a player’s behavior or demeanor that gives clues to that player’s assessment of his hand. A player gains an advantage if he observes and understands the meaning of another player’s tell, particularly if the tell is unconscious and reliable.<\/p><\/blockquote>\n
Our experiences have provided us with the ability to read certain sales manager behaviors during the hiring process.\u00a0 Typically, we notice the red flags first since they are most dangerous.\u00a0 Here is a sample:<\/p>\n
Tell:\u00a0 Hiring For Experience<\/strong>
\nSales managers who pass on strongly-skilled salespeople in favor of salespeople with industry experience.\u00a0 This common approach makes a significant, flawed presumption; that industry experience is more difficult to acquire than selling ability.<\/p>\n
Flag:<\/font><\/strong>\u00a0 Sales manager is hoping to simply plug-in the new salesperson without spending appropriate time training them.\u00a0 The “sink or swim” management technique.<\/p>\n
———————————-<\/p>\n
Tell:\u00a0 Judging Candidate Appearance<\/font>
\n<\/strong><\/font>Sales managers who draw deep conclusions from simply assessing the candidate’s physical appearance.\u00a0 We’ve seen managers who assume increased body weight=lethargy, ruddy complexion=alcoholism and unbuttoned cufflinks=unprofessionalism.<\/p>\n
Flag<\/font><\/strong>:\u00a0 Sales manager will take single-point data and run it out to their own conclusion.\u00a0 This is a difficult manager for a salesperson to work under since unfounded suspicion will be everywhere.<\/p>\n
———————————-<\/p>\n
Tell:\u00a0 Making Statements, Not Asking Questions<\/font>
\n<\/strong><\/font>Sales managers who don’t truly ask a question in an interview, but rather make a statement (accurate or otherwise).\u00a0 “You sold through distributors not directly to companies.”\u00a0 Honestly, that was stated erroneously by a sales manager to a candidate in an interview recently.<\/p>\n
Flag<\/font><\/strong>:\u00a0 Sales manager makes snap decisions and then works to confirm them.\u00a0 The lack of objectivity leads to preset beliefs that can run counter to reality.<\/p>\n
———————————-<\/p>\n
Not all of these flags play out to extreme levels, but they do impact the hiring process in a negative way.\u00a0 We have seen sales managers pass on good candidates due to the aforementioned flags.<\/p>\n","protected":false},"excerpt":{"rendered":"
I’m thinking of the poker colloquialism “tell.”\u00a0 From Wikipedia: A tell in poker is a detectable change in a player’s behavior or demeanor that gives clues to that player’s assessment of his hand. A player gains an advantage if he observes and understands the meaning of another player’s tell, particularly if the tell is unconscious and reliable. Our experiences have provided us with the ability to read certain sales manager behaviors during the hiring process.\u00a0 Typically, we notice the red flags first since they are most dangerous.\u00a0 Here is a sample: Tell:\u00a0 Hiring For Experience Sales managers who pass on strongly-skilled salespeople in favor of salespeople with industry experience.\u00a0 This… Read More<\/a><\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"bgseo_title":"","bgseo_description":"","bgseo_robots_index":"","bgseo_robots_follow":"","jetpack_post_was_ever_published":false,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":false,"jetpack_social_options":{"image_generator_settings":{"template":"highway","enabled":false},"version":2}},"categories":[4],"tags":[1750,213,811,810],"jetpack_publicize_connections":[],"jetpack_featured_media_url":"","jetpack_sharing_enabled":true,"jetpack_shortlink":"https:\/\/wp.me\/p5Oho-qm","jetpack-related-posts":[],"_links":{"self":[{"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts\/1634"}],"collection":[{"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/comments?post=1634"}],"version-history":[{"count":0,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts\/1634\/revisions"}],"wp:attachment":[{"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/media?parent=1634"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/categories?post=1634"},{"taxonomy":"post_tag","embeddable":true,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/tags?post=1634"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}