A discussion with the sales of mid-size pharmaceutical company, he would like to know why some front-line export managers are better than others in hiring top performers.
Before answering, I asked if he was a systematic process of hiring. Reason I asked, when there is no process in place with the ability to choose the performance of reps depending on the ability of sales managers. Whenever you create a systematic process that is better in predicting success.
Well, he thought about the question and then replied: “You are right. How do we make better hiring process?”
Therefore, with respect to pharmaceutical exec, here are three important steps in selecting top sales reps to do:
Step 1: Create Fit Interview
As the title says, the goal of the first interview is to assess the fit. The beauty of this is that in the absence of good interview skills, the sales manager to evaluate the potential return, which will require the entire work history, education, personal interests and accomplishments. An important element here is to determine whether the candidate matches your culture and work environment. And if a suitable candidate to conduct the sales team, you can work well with him? A good candidate is suitable for a career in sales? Interview akan lower than the last 30 minutes.
Step 2: Conduct of Interview
After the pool is not defined or the potential candidate will be suitable for you and your organization, you back the best candidate for the behavioral interview. This interview is a more formal structure with the request. The key here is a pre-established list of questions relating to the organization’s core competencies or leadership principles. Sales of each manager is expected to use the list and ask each candidate the same question.
Many managers do not have the ability to make effective behavioral interview, and some training may be needed to improve their ability to excavate effectively with the candidates to give specific examples of behavior that they exhibited. This request involves open-ended questions, listening attentively and taking notes from the level of rigor and quality of each.
For each question that must be interviewer notes and rate the best candidates. After each interaction with the behavior of sales managers to assess each candidate.
Interview that it may take an hour or more. The aim is to determine whether candidates have the competencies to clearly show the function at a high level of success since the last is usually considered an indication of success in the future. Notice the people who best reps generalise or say “we.” What we are trying to make sure is clear evidence or examples of successful shows you the position competency is important.
After the interview is finished in May reflects the manager’s competence of each candidate. Some companies may also conduct additional interviews with other managers and human resources during this step.
Step 3: Test Psychometric
Once you have narrowed down to the pond 1-3 potential candidates for the use of psychometric testing add value to the process. There are two possible problems: 1) the top performers do not always leave the interview and 2) a very poor performers skillfully lay out a good impression on the interview process.
Psychometric tests increase knowledge level in the process of hiring. Many psychometric tests can predict performance by measuring the source characteristics associated with success in sales. They are good at identifying potential red bandilang behavioral interview is not obtained, which in turn allows the hiring manager to ask a sales question and delve more better to confirm or negate bandilang red. The second part is wise to add that the candidate complete the interview process.
Adopted and follows a consistent, multi-step process that will ensure your sales managers can determine that a player is over before making hiring decisions.
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