When hiring new sales reps, past experience is no proof of future performance. However, even if candidates have no formal sales experience, you can take steps during the interview process to evaluate a candidate’s current skill set and true potential, says Jordan Wan, CEO of start-up CloserIQ. In a recent blog for HubSpot, Wan offered these steps for assessing skills during all phases of the hiring process.
Evaluate written communication skills – Because most sales representatives use email for the majority of their communication, one of the first things you should test is a candidate’s ability to write clear, concise messages. Monitor how skillfully they use email after your initial outreach. Do they respond promptly or wait too long? Do they use proper punctuation and grammar? Is their tone formal or are they too casual? Evaluate their skills from the perspective of a prospective customer.
Role play – For reps who will spend a lot of time on the phone, especially reps in a closing position, include role play as you narrow the field of candidates. A rapid succession of tough (or unique) objections tests how a candidate will handle edge cases. Give each candidate a scenario and agenda to review beforehand. Provide feedback and run the role play over to see if the candidate incorporates that feedback. After a second run, ask the candidate for feedback to gauge how self-aware they’re likely to be with prospects.
Field day – If possible, ask candidates to spend a few hours shadowing one of your reps. Creating controlled environments for them to speak to real prospects will provide a window into their estimated ramp time. A field day also allows a trusted team member to help evaluate the cultural fit of the candidate.
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