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The Second Dimension of Screening Sales Talent
Featured Author:
Lee Salz
Lee B. Salz s a sales management guru who helps companies hire the right sales people, on-board them effectively, and focus their sales activity using his sales architecture® methodology. He is the President of Sales Architects , the C.E.O. of Business Expert Webinars and author of “Soar Despite Your Dodo Sales Manager .
Lee can be reached at lsalz@SalesArchitecture.com or 763.416.4321.
Business Expert Webinars is the leading provider of business eLearning programs. With content for everyone in the business setting, these live events are designed to help you take your game to the next level without breaking your wallet. Visit
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Lee Salz
Companies, when they interview, focus their attention on learning about the candidate. However, equal importance should be placed on the candidate interviewing them so that both sides can make a solid decision on the relationship.
My wife Sharon and I dated for exactly two years before I proposed to her. Over our two year courtship, I got to know her likes and dislikes. I understood her goals in life and her aspirations. She knew the same about me. On July 24, 1996, in the White House Rose Garden (true story), I asked Sharon to marry me. She excitedly agreed. What might have been her response if she didn’t feel like she knew me well enough to make that kind of commitment? Would she still have accepted?
What if during the entire time we were courting, I kept my hand close to the vest? In essence, what if I shared little about myself and what I wanted from life, but asked lots of questions of Sharon to understand her? Would she have enough information to make an informed, educated decision on whether she should take her relationship with me to the next level? Probably not. Perhaps, she would have declined the offer outright if she saw that my goals were completely different than hers.
That scenario may seem silly to you. You probably think that it would be a rarity that someone would propose without letting their significant other get to know them to a level where they could both make an educated decision on the future of the relationship. If you think that, you are probably right. However, my question is why do companies create a one-dimensional process when they screen sales candidates?
I’ve always been a firm believer that when the time came for me to make an offer to a candidate, taking the ring out of my pocket, both the candidate and I had enough information to make an educated decision. My expectation is that when I make an offer, the candidate will accept/decline on the spot. More often than not, I received an acceptance of the offer.
What is the secret to doing that well? The key is to create your sales talent screening program such that it is two-dimensional. You want to gather data about the candidate so that you can make a solid decision. Most companies get that. However, the goal is to also create an environment where the candidate has the same evaluation opportunity. That is the second dimension.
What does a candidate need to know to make an informed decision on a sales position?
One important consideration for candidates is culture. Some companies, to save money, conduct their interviews entirely by phone and only bring finalists to Corporate. After a day of interviewing with some executives, the team makes an offer/no offer decision. However, the entire process has been a one-dimensional exercise where the company has gathered key information, but the candidate has not.
The decision to join your company is not taken lightly by sales candidates. They need to be able to evaluate the culture to see if there is a good fit. While they come to the table with the skills, they have to determine if they can apply those skills successfully in your world. Thus, the candidates need to be immersed into your environment so they can analyze your culture to a level that allows them to make an informed decision on the relationship.
vrbahs
11 months ago
16 comments
I am in 100% agreement, I interviewed with two companies in the same industry that had seen my resume online and contacted me about pursuing a career with them. The company that I just accepted an offer from was the one that not only interviewed me about my skills but also took the time to educate me about their company and truly seemed to care if we were a good fit for each other. I am certain we will be.
banetbi
about 1 year ago
4 comments
This article is right on target. There is nothing more miserable than taking a job for which you don't fit. One of the screening tools we use in our recruiting practice is a comprehensive personality assessment. You can gain great insight into a candidate by evaluating their personality assessment and then tailoring your interview to focus on areas where they may not fit with your team. Of course this doesn't eliminate the need for personal 1-on-1 discussions about the company, their goals, etc. its just one more tool in the toolbox.
smccreedyTBG
about 1 year ago
2 comments
I agree with taking the "significant other" out to dinner prior to making the offer to hire. I make that recommendation frequently. In my 'unofficial' research of clients who have used this recommendation I would say that 1 out of 4 candidates knock themselves out of getting an offer after this dinner. One caution ... I had a VP of HR of an organization push back on this advice saying it was illegal to make this part of the hiring process.
LarryGrimes
over 1 year ago
94 comments
I like the analogy of an engagement compared to the hiring "offer and acceptance". Both parties need to know as much as possible about each other before a major decision to unite is made.
inspiraysean
almost 2 years ago
72 comments
I recently accepted a job offer and have been with my new company for about 2 months now. I wish I would have had the opportunity for a "reverse interview" with one of my now co-workers. A lot of things caught me off-guard when I assumed the role, fortunately I am a quick study and adapt well to the unknown. However, it would have been very helpful going in to know more of what to expect. It wasn't until about 5 weeks into the job that a senior rep offered to meet with me one on one and provide me some useful information that would enhance my product knowledge, but more importantly, make me feel welcomed by the sales team. In future interviews I will certainly be coming to the table with more questions about credibility, culture, operations, process and of course compensation structure!
rich34232
almost 2 years ago
918 comments
I like this style. I love the idea of involving the spouse.Makes it appear as if it is family organization.
goalie35
almost 2 years ago
18 comments
This is great! If you were holding people that hire accountable for their mistakes in hiring like sales and sales managers are held accountable this would be recieved in a much more positive light. The way most companies do it is like picking dates by reading profiles in a dating service... Ohhhhh they seem perfect. Let's ask them out. ?? Well written and direct. Pass this on to the HR folks that are just swamped with resumes....