[Author's note: This article is Part 4 of 4 in a series on hiring salespeople. In Part 1 and Part 2, we discussed why hiring salespeople is so difficult, and what to look for when reviewing a sales resume. In Part 3, we covered the proper approach to interviewing salespeople.]
You’ve finally identified a sales candidate that you’d like [...]
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 [...]
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 hiring process is the issuance of a written job offer. By the time you reach this step, you’ve reached a near-certainty that you’ve selected the right person for the job, and, if you’ve been following my advice on issuing verbal job offers prior to written ones, then you’ve already received [...]
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 [...]
In Part 1 of “How to Conduct a Reference Check,” we covered some basic principles of conducting a reference check. The “must-do’s” of reference checking, if you will. Here in Part 2, I’ll tell you exactly what questions to ask, and why.
A reference check call should take no more then 20 minutes, barring some unforeseen revelation that merits a [...]
It’s the step that 90% of all entrepreneurs and business managers fail to complete during their hiring process: the reference check. If you’re sitting there reading this and are one of those managers that never conducts reference checks, I want you slap yourself across the face, promise yourself “never again will I fail to conduct [...]
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 [...]
The telephone interview has a singular goal: determine whether or not the candidate should be granted a personal interview. The telephone interview approach that I teach is designed to elicit the information that you need in order to make this decision. Let’s take a closer look at the must-get information and analyze how you decide [...]