Telling candidates they won’t be moving forward in the interview process can be awkward, uncomfortable, or even something you tend to procrastinate. Some recruiters and hiring managers ignore providing feedback for candidates altogether. Others wait days, even weeks to reject candidates. Letting too much time elapse before delivering the "bad news" hurts everyone, including your company’s reputation.
Sometimes an executives busy schedule is not his or her own. Let’s face it, “things happen.” Unfortunately, this happens to some busy hiring managers or recruiters more than others. When you are unable to consistently keep your calendared appointments, arrive late, or constantly reschedule there are both direct and indirect costs.
The Secret to Dealing with Sales Candidates Who Talk too Much During Interviews
I had a candidate in my earlier years that loved to talk. At the time, I thought perhaps he just loved to talk to ME. I considered myself to be a pretty good listener so I figured he would cut down his answers in the proceeding interviews.
Well, despite my warnings about being careful not to “hog all the air time”...he wasn’t able to apply the feedback when he met with my client.
Hiring the Right Salespeople is Powerful
Gallup reports companies increase profitability by 30% when companies pick top employees.
So what happens when you pick the wrong employees?
Mis-hires are expensive, embarrassing, and potential career killers. According to the Corporate Executive Board survey on hiring executives, one out of five hires is a mistake. Yes, you read that correctly. One out of five, or 20%.
Have You Considered These Recruiting Channels?
With Q4 quickly coming to a close it’s time to step up your sales recruitment game as you look towards 2016. Now more than ever, top sales talent is hard to come by, and you’re not alone in the quest. With rapidly increasing numbers of counteroffers and top candidates receiving multiple offers, it’s time to tighten up your sales recruitment efforts. Read More
In Sales Recruiting When Your Second Best, You're Last
There is a saying, “Hope makes a good breakfast, but a poor supper.” When it comes to employing candidates for your sales team, rejection is part of the hiring game. This is normal, especially in good job markets where great salespeople are in short supply. The real problem occurs not when the job offer is turned down, but in the belief that the candidate will accept. Clues of turndowns are present if you watch for them, but you have to be willing to look for signs you may not want to see. Read More
From the Front Lines: Observations about Sales Hunters
I’ve interviewed more than 2,600 people in-person at all kinds of places: coffee shops, airport terminals, tiny interview rooms, bars, airport lounges, fancy offices, restaurants, city clubs, Starbucks, and more. I’ve video called and phone interviewed more than 5,500 sales candidates not including the 2,600 in-person interviews.
With rare exception, every candidate I’ve met in this population has had at least five years of experience post college. They are candidates from across the country, from New York to San Francisco. They’ve earned from 120K to 700K a year. Read More