The manager of a telemarketing centre that deals with sales knows how difficult it is to recruit quality sales representatives and those who will give their heart and soul to the company.
Apart from the difficulty of recruitment, it involves high financial expenses, both in terms of the cost of training, payment to the recruitment company, advertising the job, and time and resources.
Should only experience be counted, or should we also consider additional parameters? It turns out yes!
Talent and not just experience
One of the myths worth shattering about recruitment is an experience in a specific field. Centre managers are often looking for sales representatives with experience in the area in which the company is engaged.
For example, a real estate company is looking for a sales assistant with a background in the field. This is a mistake because a good salesperson must first be professional and can face quite a few challenges and objections and, of course, meet high goals.
A representative who sells themselves
A resume can be impressive, but let’s go slowly. It’s essential to feel the rep knows if they can sell themselves or just tell resume stories.
During the telephone or frontal interview, ask whether the representative sold. Are they enthusiastic? Have they taken over the conversation in an interview? Have they discovered specific creativity or even kept their composure and shyness? These features are easy to detect in the first phone call, which can be a preliminary filter.
How they use their experience or sales skills
As we said, it does not matter in which field the candidate has gained experience or if they have experience, but what they bring to the area and how they use their expertise and sales skills. The bottom line is to ask the representative how their experience can serve their actual role, what they learned in the field in each previous position, and so on.
Get down to resolutions, gently
You must ask the right questions to understand who is sitting in front of you. However, it is crucial to choose the exact questions and get down to resolutions in a way that will not exhaust the candidate.
These questions include: “When you sold in your previous job, what was your average commission for all the representatives? What was the average of the closures relative to all?”
It is also recommended to ask for proof or recommendations from the candidate. A less successful candidate will most likely say, “I do not remember,” “I may not be remembered,” “I have no idea what the numbers are,” and all sorts of other excuses.