Issue link: https://read.dmtmag.com/i/76207
SALES MANAGEMENT Recruiting, Teaching,Management & Compensation of Salespeople #4 BYGRAYSON SCHWEPFINGER HIRINGMETHODS AND SEQUENCE You must develop a way to quickly weed out a loser and reject them as a possible hire. By using a hiring systemin the proper sequence you don't waste any more time than is absolutely necessary to find a professional salesperson. The following sequence is a checklist of these steps. Step #1 -- KNOCKOUT INTERVIEW QUESTIONS The first interview should be done when the applicant either calls or stops by your location to inquire about the job. This interview should be conducted by someone other than the final hire person who will make the final decision. This way, because the final hire person has never met the applicant, it is a lot easier for them to stay neutral when checking the refer- ences and background of the applicant. The original interview can be done by a secretary or a salesperson assigned to the job. (Possibly someone being considered for promotion to see how they do.) The first interview begins with an introduc- tion by a secretary, or person not responsible for final decision: Use the following verbiage when a prospec- tive salesperson either calls you or stops by the location. "Thanks for coming (or calling) in today. Our company has developed a few questions we ask to make sure the position we have open fits both your and our needs. Is that okay with you?" If they answer yesproceed. If they answer no,explain that you can't proceed into the interview without these answers. If they still refuse, thank them for having come in (or calling) and terminate the interview. If they won't answer interview questions they either have something AUGUST 2012 22 THE JOURNAL to hide or they determine to do things their way and in either case you don't want them. 1. Let me make sure I have your full name spelled correctly, as well as your address and phone number. 2. Tell me about yourself. (This will give you some idea as to how articulate they are as well as provide general information on their background.) 3. Will you work nights, weekends and hol- idays, when required? (If they are unwilling or unable to work the hours that you are open you might as well terminate the interview right here.) 4. Can you be bonded? (On occasion your salespeople will be working with the cash who might very well give them a large amount in cash. Bonding has 2 advantages. First, the bond will cover any losses you might have due to theft. Second, the bonding agency will run a criminal check on your prospect so you are not hiring someone with a dubious background.) 5. Can you pass a physical exam similar to an insurance exam? (Showing homes requires a certain amount of physical activity, like walk- ing the lot and going in and out of the homes. You want to make sure your prospect doesn't have any physical problems that would affect the ability to show homes.) 6.Why are you considering a job change? (I would like to know if there is a logical reason for making the job change. If they complain about management when I check their references I want to make sure the complaint is justified.) 7. Do you have reliable transportation and a valid driver's license? (I really hesitate to hire somebody where both the prospect and their spouse are working and they only have one car that they both use. I want the salesperson showing up to work on time and having the ability to take a prospect to show a home in the field.) Step #2 -- If they get past these questions they should be given, or sent a copy of your for- mal application form to fill in. Step #3 -- The resume and application are reviewed by the person responsible for hiring. After reviewing past employers, references and schools listed they should be contacted by this person for a though background check. Step #4 -- Next the person responsible for hiring should meet face to face with the appli- cant. Below are some thoughts on how to con- duct a proper interview plus some thoughts on what you should be looking for and a list of ad- ditional questions that might be asked. Too much time is spent in begging the applicant to come to work rather than asking them why you should give them this opportunity. A good salesperson in our industry is capable of earning an income that is available in very few other industries. Don't be in a rush to give this opportunity to anyone just to fill an opening in your staff! FUNDAMENTALS OF INTERVIEWING 1. Prepare - make sure you have done all of the checking you want to prior to talking to the prospect. Double check you have all of the in- formation forms and any background on your own company you may wish to share with the prospect easily available. 2. Provide proper atmosphere - if you don't have office space available at your location where you can interview the prospect in pri- vate and without being inter- rupted consider renting a motel room to do the \ 23