Tag Archives: candidate management system

21ST Century Sales – Can you increase the chances of employing people who can actually Sell?

Posted on by
Reply

sales chickadee

Q: WHAT IS THE QUESTION THAT AFFECTS PROFITS AND IS ONE OF THE TOP ISSUES FACING BUSINESS OWNERS TODAY?

A: HOW CAN I HIRE SALES PEOPLE WHO WILL NOT FAIL WITHIN THEIR FIRST YEAR.

Today there are normally two ways of looking for staff, either by advertising yourself or using a recruitment company/employment agency. There is always the “friend of a friend” method of recruiting but the rules for engaging any member of staff should apply in all three cases. A typical scenario when searching for new sales staff (in fact any staff) is figuring out the need for hiring someone new, writing an advert which is placed in the local paper or online and waiting for responses. Alternatively you ring an agency which takes down information about what you are looking for in an employee and they go off and look for someone for you. All this takes time and effort on your part. Some of this is essential as a precursor to hiring; some is not.

Starting off with a rough idea of what you are looking for in the needed position, you write a job description and then make several attempts to write an advert which will attract the right “caliber” of applicant.

Let’s take Real Estate as an example. A typical advert for a real estate sales person looks like this:

Real Estate Sales

  • Are you passionate about real estate?
  • Are you self motivated, well presented and reliable?
  • Are you a good communicator?
  • Do you want to be respected and appreciated?
  • Do you want to be part of a team?
  • Do you want great sales support?
  • Would you like to pay NO franchise fees?

Applications come flooding in! They say things like “five years selling software”, “highly motivated and a self starter”, “a degree in Computer Science”, “retail selling experience”!

You think this is great until you have to start creating a shortlist of people you may be interested in. You don’t have time to go through them all, but what choice do you have? Maybe you should have hired a professional after all?

So, what does reading all those CV’s tell you?

  • They’re often not independent, objective and possibly incomplete
  • They describe what someone thinks you should know
  • Maybe it’s been polished by a recruitment company
  • It’s what they did in the past. It’s not about what they can do in the future
  • NONE of it means they can and will sell real estate
  • It’s boring and it’s wasting your time!
  • They can’t validate an individual’s potential. At best they contain clues that require interpretation
  • If a candidate has no previous selling experience just what is it in their résumé that will identify their selling potential?
  • If you have a great quantity of them you will spend huge amounts of time reading and studying information that is often of marginal value

Conclusion: RÉSUMÉS Drive Poor Recruitment Practices!

Having spent all that time and money trying to hire someone yourself you decide to use the services of an expert. So you spend even more time going through yellow pages or word of mouth to find a suitable recruitment company that says they will do it all for you. I know from personal experience (on both sides of the fence) this is not always the case! There are many excellent recruitment companies around (I’ve worked in at least four myself) but psychometric testing is not always used and if it is, it’s used as a last check rather than a way of creating the shortlist.

First of all they will want to clarify in their minds exactly what you need. They will develop an advert to attract the most suitable candidates for the role, a unique marketing campaign is created and appropriate candidates targeted. Typically, a tailored marketing campaign can involve a range of specialist services such as:

  • Database Targeting
  • Online & Print Advertising
  • Media & Strategy
  • Candidate Referral Program
  • Head Hunting—Strategic Roles

Then they qualify; drawing upon a broad list of potential candidates. The recruitment consultant will then conduct telephone interviews that will consist of qualifying questions designed to indicate suitability for the position.

Then they justify—up to around 8-10 appropriately skilled candidates will be shortlisted for face-to-face interviews. Alternatively, overseas or interstate candidates will be extensively interviewed by phone or video conferencing sessions.

Then they verify—a complete background check will be conducted on the most highly rated candidates to confirm their qualifications and professional work history, as well as clarification of residency status and criminal history.

Then we have simplify—a shortlist of 2-3 highly suitable candidates will then be submitted to the client for the purposes of the formal interview process.

Next comes satisfy—should a candidate meet with your expectations and an offer of employment is made (subject to references), the recruitment consultant will conduct two final reference checks and submit the results to you.

Almost finished—the employment offer is confirmed in conjunction with the candidate’s acceptance. As the contract of employment is finalized, the candidate is prepared for the resignation process.

Finally—an appraisal with yourself and the successful candidate is conducted 6 weeks into the probation period to determine success.

Phew!

Question: What’s wrong with all this information?               

Answer: Everything!

The failure of a high percentage of new start sales people in the first six months is alarming. This failure can cost you, the business owner, up to $20,000 dollars in direct or indirect expenses like training, printing etc for each unsuitable candidate chosen and then there’s the lost sales opportunities! It all adds up when you think about it in these terms.

Even worse, reading résumés can mean throwing away the sales stars of tomorrow because their résumés are poor, or don’t have the right clues, or maybe (and here’s the big one) there’s nothing in their past worth putting in a résumé. We all know great real estate sales people whose past gave NO clue to their future sales potential!

There is an easy solution to this problem!

Using a specialized psychometric testing process which is done before you even get to see résumés allows you to go about the business of making money without the frustrations associated with hiring new employees.

  • Emotionally engaging advertising will attract candidates to your company.
  • The advert drives candidates to the testing website so the first result of this is that you see if the candidate is motivated enough to complete the registration and then complete the test.
  • Candidates must complete tests taking up to forty five minutes.
  • Only candidates who really want your job will complete this process.
  • You end up with reports based on automated, online, multi-search functions; sorted firstly by their SCORE!
  • No need to read dozens of RÉSUMÉS, or go by “gut feeling” and first impressions!
  • You manage and select candidates easily and decisively online, so personalities don’t come into it.
  • You find people who can sell based on their score, nothing more!

You can then read the CV and set up interviews with people you know are able to sell, fit in with the management style for your organization and feel confident about the choices you make as they are based on extensive research and backed up by results.

The bottom line is that specialized psychometric testing undergone right at the beginning of the recruitment process saves you time, money, frustration and ultimately gives you sales people who can sell and who will achieve BETTER SALES RESULTS.

no to resumes

PLEASE STOP READING RÉSUMÉS—THEY ARE BAD FOR YOUR BUSINESS!

 

Author: Lesley MacKenzie

WHO CAN SELL? Find out by emailing lesley@salesinventoryprofile.com

Human beings, by changing the inner attitudes of their minds, can change the outer aspects of their lives—William James US Pragmatist philosopher & psychologist (1842 – 1910)

 

USER GUIDE: THE SIP CANDIDATE MANAGEMENT SYSTEM (CMS)

Posted on by
Reply

WE HIGHLY RECOMMEND YOU PRINT THESE INSTRUCTIONS OFF AND USE THEM TO MANAGE YOUR CANDIDATES.

CREATING YOUR SHORTLIST

WHAT’S THE FIRST THING I SHOULD LOOK AT?

In the pale yellow row above all the candidates is a series of headings e.g.:

App Status    SP    Sc    Name    Exp. (years)    Industry     Report/Date

SP: this is their SIP Sales Potential Category 1 to 4, ie what sort of sales role are they suited to. We think this is the first issue to consider when short- listing candidates; what sort of sales person are/will they be?

Your SIP representative will also work with you to further define the category preference for your role to a specific score range. Contact

WHAT DO I DO NEXT?

Consider in more detail the candidates who fall within your preferred Category and scoring range.

Have a look at their Report, and /or Details from the blue bar next to their name.

Report is their Comprehensive SIP Report, download or read online.

Details will tell you basic information like; name, where they live, contact details, experience, DOB etc.

TAKING ACTION WITH YOUR CANDIDATES

SUMMARY

  • Good candidates: mark as BOLD and send Interview Request email
  • After you interview a candidate mark them as Interviewed and write your thoughts in the Notes section
  • Unsuccessful candidates: send them a Send Sorry email
  • Candidates you are not sure about: leave as Standard and send Pending email

WHAT IF I DON’T RATE THEM AS A GOOD CANDIDATE?

You need to get them off the list so you don’t waste your time. Here’s what to do to deal with people you don’t want to interview:

  1. Send them a SORRY email to notify them they are not on your short-list.
  • Click on the box next to the candidate (far left just before the empty App Status column) or to select them all click on the box to the left of App Status in the pale yellow row. Now all the candidates should be selected with a tick next to them.
  • Then select the Select Bulk Actions drop down box at the top of the page and select Send Sorry Email, then next to it select Do Action. Change subject headline to identify your business e.g. Sales Career at XYZ.
  • Then click Send. You have now advised all the Archived Candidates they have been unsuccessful.
  1. Mark them as ARCHIVED to remove them for your current view.
  • Click on the box next to the Candidate (far left just before the empty App Status column) or select all the candidates by clicking the Select All button on the immediate left of App Status in the pale yellow row above all the candidates.
  • Then select Select Bulk Actions drop down box at the top of the page and select Mark as Archived, then next to it select Do Action. After a few seconds all these unwanted candidates will have been removed from your Active Candidate list.
  • If you need to view them again for any reason select the blue Show Archived and in a few seconds the page will refresh, if you scroll down you will find a box called Archived Candidates.

THIS WAY, ONLY THE CANDIDATES YOU ARE INTERESTED IN STAY ON THE ACTIVE CANDIDATES SCREEN.

WHAT IF I RATE THEM AS A VERY GOOD CANDIDATE?

Send them a REQUEST FOR INTERVIEW email, so that they ring you to organise a suitable time to meet them in person

  • Click on the box next to the candidate (far left just before the empty App Status column) or select multiple candidates.
  • Then select Select Bulk Actions drop down box at the top of the page and select Mark as Favourite, then next to it select Do Action. In a few seconds all these candidate(s) will be Bolded to stand out so you can find them quickly.

WHAT IF I’M NOT SURE ABOUT A CANDIDATE?

  • Just leave them until you are. They are not Bolded (strong candidate) and they are not yet in the Archived Candidates (candidates you don’t want).
  • Get back to candidates at least within 7 days of them applying. If you are not sure within that period they are most likely not suitable, better to wait even if it means advertising again then waste time of candidates who already don’t look good.

WHAT IF I’M TAKING A LONG TIME TO GET BACK TO THE GOOD CANDIDATES?

Send them a PENDING message.

Either click the box left of their name or if you want to communicate with the entire Active Candidates list click the Select All button on the immediate left of App Status in the pale yellow row above all the candidates.

Once selected click on Select Bulk Action from the drop down box. Select Send Pending Email Select Do Action

The message headline for the email defaults to your account name and you can over type this if you prefer, then select Send

Now all the candidates know they are still under consideration. This is important as many employers DON’T communicate with candidates very well, this creates bad will and they will apply for other jobs even if they preferred to wait to hear about yours!

WHAT IF I HAVE ARCHIVED A CANDIDATE BUT WISH TO RETURN THEM TO THE ACTIVE CANDIDATES?

Should you need to move anyone from Archived to Active Candidates simply:

  • Select Bulk Actions from the drop down box at the top of the page and select Mark as Standard, and then next to it select Do Action.

USING  CANDIDATES NOTES

What to do: Writing Notes on our site in the tab labelled ‘notes’ on the name row for each candidate.

Every email sent from our site is automatically copied in here, I suggest you copy any replies you get into here and delete them from your email system.

All summaries by a SIP staff member will be written in here and you will receive an email letting you when it’s ready.

I suggest you also put into here:

  • Any emails you get from candidates directly to your email system into here and delete them from your email system.
  • Notes on when they are due for an interview, were they punctual etc.
  • Notes on your thoughts on them following the interview.
  • Other information or communications (eg by phone) you have about this candidate, like feedback from referee’s

Why:

Everything to do with this candidate is in one place FOREVER, this can be important for legal reasons as well as making things simpler on the way through the recruitment process.

Everyone on the recruitment project can see where you are up to (other relevant managers, the SIP support staff, your HR manager, your biz partner etc) and we won’t have to chase you if any of us need to pitch in and help like if you are away etc.

HOW DO I KNOW WHAT COMMUNICATIONS I HAVE SENT TO ALL MY CANDIDATES?

There are two ways to keep track of this.

  • Look in the Notes in the Blue Bar. Here are all the messages you have sent.
  • Under App Status there are codes that tell you what the last action was with this candidate. The codes are:
  • ISSUE: They need to do the test again. Most likely because they didn’t finish it.
  • CUS: You sent them a custom message of your own, perhaps asking for more information
  • PEND: Let them know they are still in the running.
  • REJ: They have been unsuccessful and are no longer being considered for your role
  • INT: Interview
  • CV: Resume
  • REQ: Request

HOW DO WE USE THE SEARCH FUNCTIONS?

By selecting Search either inside your PRK (group of candidates) or at the top of the page you can customise your search criteria e.g. show me anyone who took the test between certain dates, like two weeks ago, or people that speak Chinese in Hurstville etc.

Once you have entered your criteria click Search then Close at the bottom of the Pink Search page. Any candidates meeting your search will be displayed.

HOW DO I GET ALL THE CANDIDATES BACK ON THE SCREEN AFTER A SEARCH?

When you wish to return all candidates after you complete the Search, click on the Blue Show All at the top of the page.

READING THEIR RÉSUMÉ AND COVER LETTER

The system has provided candidates the option to upload both a résumé and cover letter. If they have done this then the tabs on the row with their names will show the words résumé and cover letter in red type.

If the candidate has uploaded a RÉSUMÉ this can be downloaded by selecting RÉSUMÉ in the blue tabs.

Do not be discouraged if they do not have a resume. Some of the best candidates for your role way not have a resume written for good reason and you don’t want to wait for them to do this and apply for other jobs where they will be taken seriously.

Also some of the worst sales people have magnificent resumes full of interesting details (sometimes true even) well formatted and spelled checked.

Relying on resumes is not necessary to short-list your candidate and action their application, that is bring them in for an interview.