{"id":886,"date":"2007-05-03T12:48:22","date_gmt":"2007-05-03T17:48:22","guid":{"rendered":"http:\/\/selectmetrix.com\/blogs\/2007\/05\/the-chef-hiring-analogy\/"},"modified":"2007-05-03T12:48:26","modified_gmt":"2007-05-03T17:48:26","slug":"the-chef-hiring-analogy","status":"publish","type":"post","link":"http:\/\/selectmetrix.com\/blogs\/2007\/05\/the-chef-hiring-analogy\/","title":{"rendered":"The Chef-Hiring Analogy"},"content":{"rendered":"

I’ve been on this resume topic all week but it is important enough to continue.  First let me give you the setup and then an analogy.  We run a detailed, repeatable process to identify the strongest candidates for a specific position.  Our process includes profiling the typical sale and then sourcing candidates based on the information revealed in the profile.<\/p>\n

We run candidates through a phone screen where we actually mirror the pressure they will encounter when calling on your prospects.  We score them and have the top candidates complete a battery of objective, online assessments.  We will even ask for candidates to complete written, essay-like questions so we can see their writing style.<\/p>\n

At this point we present the candidates to our customers.  New customers usually formulate questions around one topic – the candidate’s work experience based on their resume.  60+ pages of assessment information, phone screen summaries, writing examples . . . and through all that, the hiring manager wants to solely discuss something on the resume.<\/p>\n

Now for the analogy:  Say a restaurant owners wants to hire a head chef.  He has many chefs send him their menu that describes their signature entrees.  The descriptions give the owner some idea of what is contained in the dish, but he doesn’t know all the ingredients, proportions or the preparation to make that dish.  The owner may even sit down with the chefs that interest him the most and have them describe, in detail, their dishes.  At the end, he hires the chef he likes the best but the critical truth here is that he has never seen the chef cook nor has he tried one of the entrees.  The hire is a leap of faith.<\/p>\n

Now another restaurant owner wants to hire a head chef also.  But this owner actually observes the chefs preparing meals.  The owner even gets a chance to sample an appetizer or two and have a panel of judges rank the food based on specific criteria like taste, texture, preparation, difficulty, etc.  At this point, the owner sits down with the chefs and discusses in more detail the dishes that he has sampled.  At the end, the owner selects the chef that is the best fit to the restaurant’s market space and culture.  Granted, the owner has not seen the chef prepare an entire meal, but he has sampled the chef’s work, seen his abilities in action and knows how to build upon those strengths.<\/p>\n

As you can see, the second approach is far less risky since it incorporates techniques to actually observe the candidates’ abilities.  Our process<\/a> is similar to the latter analogy.<\/p>\n","protected":false},"excerpt":{"rendered":"

I’ve been on this resume topic all week but it is important enough to continue.  First let me give you the setup and then an analogy.  We run a detailed, repeatable process to identify the strongest candidates for a specific position.  Our process includes profiling the typical sale and then sourcing candidates based on the information revealed in the profile. We run candidates through a phone screen where we actually mirror the pressure they will encounter when calling on your prospects.  We score them and have the top candidates complete a battery of objective, online assessments.  We will even ask for candidates to complete written, essay-like questions so we can… 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_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_feature_clip_id":0,"_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","default_image_id":0,"font":"","enabled":false},"version":2},"jetpack_post_was_ever_published":false},"categories":[16],"tags":[],"class_list":["post-886","post","type-post","status-publish","format-standard","hentry","category-hiring-salespeople"],"jetpack_publicize_connections":[],"jetpack_sharing_enabled":true,"jetpack_shortlink":"https:\/\/wp.me\/p5Oho-ei","jetpack-related-posts":[{"id":1943,"url":"http:\/\/selectmetrix.com\/blogs\/2009\/03\/spooky-accurate-assessments\/","url_meta":{"origin":886,"position":0},"title":"Spooky Accurate Assessments","author":"Derrick Moe","date":"March 12, 2009","format":false,"excerpt":"From Inc.com\u2019s article on how to screen sales candidates: It cost $400 a candidate, and the recruits took the tests online. Dolan and Kinaxis's star salesperson took the test, too, and Opus analyzed their test scores and created a personality benchmark. Afterward, Opus discussed the results with each of the\u2026","rel":"","context":"In "Assessing"","block_context":{"text":"Assessing","link":"http:\/\/selectmetrix.com\/blogs\/category\/hiring\/assessing\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":257,"url":"http:\/\/selectmetrix.com\/blogs\/2006\/08\/anecdote-why-ask\/","url_meta":{"origin":886,"position":1},"title":"Anecdote – Why Ask?","author":"Lee Fratzke","date":"August 25, 2006","format":false,"excerpt":"Friday and time for another anecdote as the week winds down. A while back, I was working with one of our clients who has a fairly complex sale in which they offer a high-end solution. Budget is one of the first qualifying questions in their sales process so we mirror\u2026","rel":"","context":"In "Anecdotes"","block_context":{"text":"Anecdotes","link":"http:\/\/selectmetrix.com\/blogs\/category\/hiring\/anecdotes\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":479,"url":"http:\/\/selectmetrix.com\/blogs\/2006\/12\/dont-talk-write\/","url_meta":{"origin":886,"position":2},"title":"Don’t Talk. Write.","author":"Derrick Moe","date":"December 5, 2006","format":false,"excerpt":"I've been reading up on articles that are discussing how to use email for prospecting as opposed to the traditional cold call. The process has some merit since email has become so ubiquitous and accessible(BlackBerries, PDA cell phones, etc.). The cold call is an interruption in the prospect's day no\u2026","rel":"","context":"In "Communication"","block_context":{"text":"Communication","link":"http:\/\/selectmetrix.com\/blogs\/category\/communication\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":242,"url":"http:\/\/selectmetrix.com\/blogs\/2006\/08\/closing-a-candidate\/","url_meta":{"origin":886,"position":3},"title":"Closing a Candidate","author":"Derrick Moe","date":"August 17, 2006","format":false,"excerpt":"The job market is tight and sourcing periods are extended due to the scarcity of strong candidates. Articles abound on the Internet about this topic. We have a saying we tell our clients - \"If we know they are a strong salesperson, other companies with other opportunities know it too.\"\u2026","rel":"","context":"In "Hiring"","block_context":{"text":"Hiring","link":"http:\/\/selectmetrix.com\/blogs\/category\/hiring\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":1032,"url":"http:\/\/selectmetrix.com\/blogs\/2007\/06\/customers-dont-walk\/","url_meta":{"origin":886,"position":4},"title":"Customers Don’t Walk","author":"Derrick Moe","date":"June 26, 2007","format":false,"excerpt":"Here is an urban legend we encounter frequently in our sales hiring activities - customers don't walk with the salesperson.\u00a0 What I mean is customers rarely follow a salesperson to a new company.\u00a0 If the salesperson quits one company and goes to a competitor, it is a rare occurrence in\u2026","rel":"","context":"In "Hiring Salespeople"","block_context":{"text":"Hiring Salespeople","link":"http:\/\/selectmetrix.com\/blogs\/category\/hiring\/hiring-salespeople\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/selectmetrix.com\/blogs\/wp-content\/uploads\/2007\/06\/windowslivewritercustomersdontwalk-76b3dont-walk-sign.jpg?resize=350%2C200","width":350,"height":200},"classes":[]},{"id":440,"url":"http:\/\/selectmetrix.com\/blogs\/2006\/11\/candidate-questions\/","url_meta":{"origin":886,"position":5},"title":"Candidate Questions","author":"Derrick Moe","date":"November 14, 2006","format":false,"excerpt":"We always say that interviewing is a two-way street. Both the hiring company and the candidate have to be impressed with each other to continue the process. Either one can terminate the process at any time. That being said, BusinessWeek has an interesting article dedicated to candidates titled Ask The\u2026","rel":"","context":"In "Hiring"","block_context":{"text":"Hiring","link":"http:\/\/selectmetrix.com\/blogs\/category\/hiring\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]}],"jetpack_featured_media_url":"","_links":{"self":[{"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts\/886","targetHints":{"allow":["GET"]}}],"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=886"}],"version-history":[{"count":0,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts\/886\/revisions"}],"wp:attachment":[{"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/media?parent=886"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/categories?post=886"},{"taxonomy":"post_tag","embeddable":true,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/tags?post=886"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}