We work with customers from around the country who sell in a myriad of markets. Some positions are far more difficult to fill than others. I am speaking in terms outside of the position itself. Some hiring managers provide difficult roadblocks to sales hiring success.<\/p>\n
One of the most important reasons for running a hiring process is to remove biases. Biases are the single largest detriment to successful hiring we encounter. We released an article<\/a> last week that speaks to these gut-level decisions. There is no accounting for these biases. There is no repeatable measurement for these biases.<\/p>\n We preach this approach constantly – run a hiring process that pushes the gut-level decisions to the end stage. There is less chance of bias entering a process if you phone screen candidates first. The next step is to send them to an objective, online assessment. After that, bring them in for the face-to-face interviews and explore some of your findings. At that point, when you have reached your final 2 candidates and accumulated much objective and subjective data, let your gut lead you in the decision.<\/p>\n Please remember: The best time to get rid of a bad salesperson is before you hire them.<\/p>\n","protected":false},"excerpt":{"rendered":" We work with customers from around the country who sell in a myriad of markets. Some positions are far more difficult to fill than others. I am speaking in terms outside of the position itself. Some hiring managers provide difficult roadblocks to sales hiring success. One of the most important reasons for running a hiring process is to remove biases. Biases are the single largest detriment to successful hiring we encounter. We released an article last week that speaks to these gut-level decisions. There is no accounting for these biases. There is no repeatable measurement for these biases. We preach this approach constantly – run a hiring process that pushes… 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":[2,16,15],"tags":[],"jetpack_publicize_connections":[],"jetpack_featured_media_url":"","jetpack_sharing_enabled":true,"jetpack_shortlink":"https:\/\/wp.me\/p5Oho-5r","jetpack-related-posts":[],"_links":{"self":[{"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts\/337"}],"collection":[{"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/comments?post=337"}],"version-history":[{"count":0,"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts\/337\/revisions"}],"wp:attachment":[{"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/media?parent=337"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/categories?post=337"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/tags?post=337"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}