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Throughout my years of recruiting in sales management, I learned to rank my gut instinct higher than any behavioral assessment. Someone could look great on paper but not pass the gut test.
Assessments are great tools to use during the recruiting process and provide helpful information.
Assessments don’t measure everything.
Your gut instinct often speaks up and it’s up to you to listen to what it’s saying. From the moment a prospective candidate responds to your ad or reaches out, listen carefully to everything your gut says. Dig deep into that feeling and see where it goes. Using questions designed around what you’re feeling helps either quell the concern or sends you running in another direction.
Having to convince yourself a candidate “may work out” isn’t a solid method.
Most of the time when a new hire didn’t work out for me, I was able to look back and review the signs I missed. I found myself explaining or writing something off about a candidate to make it work.
When you have to convince yourself they will work out, it likely won’t. You should be excited about a candidate and wondering how quickly they can start not simply hoping they make it.
Learning to listen to and use your gut instinct and intuition throughout the hiring process will save you some grief in the long run. Plus, it’s free.
Want to chat about sales recruiting? Message me to book a consult.