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Point-by-point comparisons of the candidate’s experience to the position you are hiring to will create more successful outcomes.
A complete understanding of the position you are filling is an essential part of the hiring process. Now, that might seem obvious but it is (or perhaps it is not) surprising how often an attractive candidate is hired and is later to be found incompatible with the job. And this after there has been the usual investment of time and energy to get the Telesales person oriented, acclimated, trained, supported. All Telesales managers can point to at least a few of these hires over the course of a hiring lifetime.
Dave Kurlan, in his blog ‘Understanding the Sales Force’, gives an ever-too-frequent example of a sales person hired with sales experience that is incompatible with the new, current position.
So, how can you stack the deck in your favor?
Start with a complete understanding of the position you are hiring. And write it down. Make sure the interview tests for comparisons to the attributes and characteristics of your job profile. Assign the components to the each stage of the interview (pre-screen, initial interview, follow-up meeting, etc.) in order to end the process with a complete comparison. And be sure to check in mid-process to ensure you are on track to compare every point. Of course, this is Telesales, you can always call the candidate to get a response to any unanswered categories if you find the interview team has not filled in every category.
Continue here to see the Telesales Position Checklist for Interviews.
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Covering topics ranging from telemarketing to customer service, prospecting to account management, this blog provides tips, techniques, and practical advice about the business of doing business by phone.
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