{"id":2289,"date":"2010-03-09T15:35:00","date_gmt":"2010-03-09T21:35:00","guid":{"rendered":"http:\/\/selectmetrix.com\/blogs\/2010\/03\/hiring-like-a-detective\/"},"modified":"2010-03-09T15:27:24","modified_gmt":"2010-03-09T21:27:24","slug":"hiring-like-a-detective","status":"publish","type":"post","link":"https:\/\/selectmetrix.com\/blogs\/2010\/03\/hiring-like-a-detective\/","title":{"rendered":"Hiring Like A Detective"},"content":{"rendered":"

Sales candidates blow sunshine.\u00a0 Few have ever missed quota, most state their primary weakness is being a workaholic and all have earned everything they have accomplished.\u00a0 Right.\u00a0 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.<\/p>\n

Sales hiring is the most difficult hiring in which to succeed in that the candidates have interpersonal skills that disarm hiring managers.\u00a0 In a way, this is a good thing since you want your salespeople to have this ability when qualifying prospects.\u00a0 However, the hiring manager needs to focus like a detective during the hiring process.<\/p>\n

I\u2019m an old Hill Street Blues fan.\u00a0 I watched almost every episode of NYPD Blue (it got weird at the end).\u00a0 Even Magnum PI had some interesting tips.\u00a0 Here are a few tips based on techniques incorporated by these detectives:<\/p>\n

–Drill down<\/strong> \u2013 do not accept the candidate\u2019s first answer as the complete answer.\u00a0 Too often I see hiring managers accept theoretical answers to direct questions.\u00a0 Ask for specific examples and then ask follow-up questions that require more detail from the candidate.\u00a0 This approach will be most enlightening in regards to understanding if the candidate is being truthful or not.<\/p>\n

–Interrupt<\/strong> \u2013 ok, don\u2019t be a jerk, but interrupt the candidate gently.\u00a0 The goal here is to shake them out of a canned, memorized response.\u00a0 Prospects do this in sales calls.\u00a0 I always<\/em> do this in an interview.\u00a0 Interviews should not be easy for sales candidates because selling isn\u2019t easy.\u00a0 This approach will show you how quick the candidate is on their feet.<\/p>\n

–Wait<\/strong> \u2013 there is nothing quite like an awkward, pregnant pause to add some pressure to a discussion.\u00a0 Silence is fine as it forces the candidate to work.\u00a0 Their job is to impress you enough to continue in the hiring process.\u00a0 Your job is not<\/em> to make them completely comfortable.\u00a0 At ease, yes; comfortable, no.\u00a0 Use silence at times to force the candidate into a longer answer.\u00a0 This approach will reveal how disciplined they are at controlling a conversation.<\/p>\n

These are just a few techniques I incorporate.\u00a0 Of course, one great tool for guiding you through an interview is a sales assessment<\/a>.\u00a0 If you aren\u2019t using any such tool today, please contact us<\/a> at your earliest convenience.\u00a0 We\u2019ll show you just what you are missing in making your hiring decision.<\/p>\n","protected":false},"excerpt":{"rendered":"