In Part 1 and Part 2, we discussed why hiring salespeople is so difficult, and what to look for when reviewing a sales resume. Here, I’ll share with you the “rubber meeting the road” part of the process - the interview.
Sales interviews are a challenge to run if you’re not sure what to ask. That’s why I recommend coming armed with [...]
“How do I get better at hiring?” That’s the question I’m most often asked. Here are five suggestions that will dramatically improve your hiring skills:
Practice! Do more interviews. Interviewing is a skill, and the only proven way to improve a skill is through practice, practice, and more practice. Don’t expect to make a quantum leap in your hiring [...]
In a previous post, I discussed the concept of giving your final candidate a homework assignment - the “30/60/90 Day Performance Plan.” In this post, we’ll discuss the process of evaluating their response.
If you followed my general guidelines, then your candidate has emailed you a document that’s about a page or two long, and contains a summary [...]
The final step in the selection process has finally arrived. After conducting your final round of in-person interview and scoring the results, you either have a clear front-runner candidate for the position, or have ruled out all candidates for the role and are beginning your search again from scratch. When you have a clear front-runner, [...]
Now that we’ve talked about preparing for the in-person round of candidate interviews, let’s take a look at the actual interview script, and a a subset of the questions contained within. In this post, I’ll walk you through the high-level topical questions that you’ll want to ask a candidate on an in-person interview. These questions should be [...]
The first interview is all about the candidate’s job history. The second interview is where we attempt to poke around inside the candidate’s head and find out what makes them tick.
After completing the first round by interviewing a minimum of 3-5 candidates, you’re in a position to carry forward the best 2-3 candidates for the 2nd and final round. [...]
Most entrepreneurs and business managers don’t conduct interviews. They have conversations.
They talk to their candidate about their business, and how great it is, and how many great people work there. They talk about the growth prospects, and they talk about their client list, and they talk about how they made the Inc. 500 last year. [...]
In a previous post, I’ve discussed that the goal of the phone interview is to make a go/no-go decision on your candidate. It’s not to decide whether or not to hire them, no matter how tempting that approach may be. Here we’ll discuss the next step in the process - the face-to-face interview.
The goal of a face-to-face [...]
The hiring process taught in the Ionix Hiring System is a list of steps that take a hiring manager from first understanding and defining the job opening through to the new employee’s first day on the job. It’s the path that a company follows when it decides that it has a need for a new [...]
Why are most entrepreneurs and business managers having such a hard time achieving hiring consistency?
Lack of a defined process.
Now, simply shouting, “We need a hiring process!” to your COO or CFO and then running back into your office is not necessarily the right way to start. Realizing you have a problem is the easy part. [...]