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Hiring Skills Assessment
Taking the Hiring Skills Assessment is a great starting point for determining how well your business handles hiring. Use the unique report to help you implement new procedures that will lead to better hires and less turnover in your staff.
1. Which best describes your approach to acquiring top sales talent?
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We focus on recruiting when we have an open position.
We have a detailed hiring process, but we haven’t built our Ideal Candidate Profile.
We are always on the lookout for good sales talent, and we often try to create a role when we find someone good.
We have a process that includes writing a high-quality sales job description to enable us to proactively target top sales talent. We work with our sales leader and follow a sales-oriented behavioral interview process that ensures we achieve our revenue goals.
2. How many searches does it take your organization to hire a good sales candidate?
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We hire quickly, because we usually find our salespeople from someone we already know.
We are selective, so it takes one search over the course of 2-4 weeks to produce a few qualified ideal candidates for interviews. Because we are selective upfront, we usually hire one of these well-vetted candidates.
It typically takes 3-4 months, because it is hard to find qualified candidates.
We hire quickly because an open sales position needs to be filled immediately. Sales positions have a high turnover rate anyway and are expensive to staff.
3. When looking for a qualified sales candidate, what tools do you use to promote your position?
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We create a customized profile for each role with a unique plan to find the best talent available, regardless of their current employment situation.
We post our openings through social media and job search sites. This produces plenty of candidates for each position.
We post openings on our company’s career page.
Employee referrals are important to us, so we ask current team members for people they know who may be looking for a job.
4. What resources do you use to identify your target candidate?
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We get connected to sales candidates through employees, family, and friends who know someone who would be good at sales.
We reach out to connections with a sales background on LinkedIn.
We have a large database of qualified salespeople that we use to target and identify high-quality candidates based on the job description and discovery process.
We post sales job ads on Indeed and other related job sites.
5. How do you identify the ideal candidate for your open sales position(s)?
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Because our product is complicated, our postings are clear that experience in our industry is a must.
We post our open positions, and we don’t care who applies to the ad – we can always sift through the applicants to find the good people.
We network through community organizations and our employees to find a good cultural fit.
Through our existing proven process, we use selective marketing and utilizing specific targeted networks, the candidates we attract are already successful in their current roles, most are employed and already delivering results.
6. Does your company have a background in hiring sales professionals and utilize a recruiting process?
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Yes, we have extensive experience identifying quality sales candidates. We have considerable sales recruiting experience, and we believe it requires a sales background to find top sales talent.
No, we have a limited sales staff, so hiring sales roles is not a common occurrence.
Our recruiting team handles all types of hires, some of which have been sales roles.
We don’t have a recruiting process for sales.
7. How does your interview process ensure the likelihood of success and job fit for each sales candidate?
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We customize our approach to finding candidates based on your unique needs coupled with our proven recruiting process to deliver qualified candidates.
We ask candidates to provide detailed data-driven support of their sales track record.
As part of their interview, we have them walk through scenarios where they pitch different products.
It takes multiple interviews, but we eventually get to the point of being confident in one candidate verses another.
We know a good candidate after interviewing one.
8. Which of the following most closely resembles your sales hiring process?
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We post jobs and receive resumes. We circulate them through our team and do phone screenings for the top candidates. The top candidates are brought in for in-person interviews. Our team meets after the interviews to compare notes and make a recommendation for hire.
We follow a sales hiring process that starts with clearly identifying your salesperson profile, skillset, and the metrics for success in the open role. We customize our interview and qualification process based on the profile developed during the discovery process.
All interviews are performed by our leadership team, but lack a consistent process for each search.
We do not have a specific sales interview process that leads to success.
9. How do you respond to a candidate who asks about your company’s onboarding and training process?
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We do not have a sales onboarding and training process.
We do not hire many sales roles, so we use the same process for every new hire.
We have a documented sales onboarding process that carries a new candidate from the point of offer through their 90 days.
We try to help new sales hires in their first few weeks.
10. How are your salespeople compensated?
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Base salary only
1/4 base salary, 3/4 commission/bonus
1/2 base salary, 1/2 commission/bonus
3/4 base salary, 1/4 commission/bonus
Commission/bonus only
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