0
You are a sales manager in ABC firm and you have taken some interviews and shortlisted a few candidates so how will you select the right candidate for the sales job?
Wiki User
∙ 13y ago
1. Use a Sales Test to Help Avoid Common Hiring Mistakes:
A income hiring mistake can cost an employer up to 0,000 or more. Many employers are deluged with income resumes, but have no way of knowing who can really sell. So, they often tend to hire a income mortal with whom they feel comfortable, who is like them, who looks good, or has industry knowledge. None of that necessarily means that the income mortal can actually sell. The well-rounded income assessment tests described below can reduce subjectivity and guesswork, and help you make more neutral hiring decisions
2. EEOC Guidelines for Sales Assessment Testing:
The Equal Employment Opportunity Commission (EEOC) guidelines recommend that if you use a income assessment test, the same income assessment test must be administered to all of the applicants. The income assessment test should be administered to all applicants at the same point in the selection process. An employer with non-standardized income assessment testing procedures might open itself up to potential litigation:
Example 1: You tested just some job applicants with a income assessment test, but did not test the rest. Technically, anyone from either group can possibly claim discrimination if that mortal did not get the job. What is the solution? Give a potent but affordable Sales Assessment Test (Screening Sales Test) to apiece job applicant. The results of the Screening Test will help you shortlist the top candidates for an interview. Then give apiece of the shortlisted candidates a Final Test on the day of the interview.
Example 2: Applicant "A" takes a income assessment test at the time of the first interview and is not hired. Applicant "B" takes a income assessment test at the time of the second interview and gets hired for the same job. Could individual "B" in the course of the two interviews have gained information to help answer the income test questions? Could that additional information have influenced the income test scores? Possibly! So, individual "A" can claim to have been treated unfairly, possibly opening up the company to potential litigation. What is the solution? Standardize your income testing process and administer the income assessment test to all applicants at the same point in the selection process.
3. Choosing the Ideal Sales Assessment Test:
The old Sales Personality Tests or Sales Psychology Tests are usually not good predictors of income potential. There is a lot more to selling than just psychology and personality. Select a income assessment test which is:
a. Accurate / Relevant: The Sales Test must go above and beyond the mundane psychological and personality tests by doing a well rounded income assessment. The JOY Tests ™ of Total Sales Capability ™ are designed to evaluate over Fifty (50) sub-competencies and desirable traits, grouped into 10 main Sections.
b. Efficient: Absolutely self-contained system that you can use 24/7/365 at your convenience, without having to call the company apiece time you wish to test a new job applicant.
c. Simple to Interpret: The income assessment test's Report Cards must be clear, simple to understand, and preferably just 1-page long (some can be unwieldy - up to 20+ pages per candidate - who has the time?).
d. Scored Instantly: The job applicants' Report Cards (Sales Test scores) should be acquirable online immediately after they complete a income test (no inactivity for the Sales Test Reports to arrive by fax or snail mail).
e. Robust: The income assessment test should contain built-in safeguards against guessing, random answering and candidate substitution. Not all income tests are created equal, so choose wisely.
This Sales Assessment Testing company offers income assessment tests for all three different levels of Business Development Professionals - Sales Person (Sales Executive), Sales Manager, and VP of Sales & Marketing.
4. Full Service Sales Assessment Testing and Sales Team Recruiting:
Businesses who want to hire good income people are often unsure where to start. They might not even know how to create a compelling employment ad to attract good applicants for a particular income job. Or, they might be deluged with thousands of income resumes in response to their online employment ads, but might not have enough time or human resources to sift through all of them. Finally, when it is time to interview the job applicants, the employer might not even know what questions to ask. The "Full Serve" income team recruitment packages from Dan Joy, Inc., can help with all of the above.
Some of the time-saving services offered by this company include:
a. Finding top-notch salespeople (1 to 1,000+) for any type of business.
b. Administering the Sales Assessment Tests (Filtering up to 100,000+ resumes).
c. Shortlisting the job applicants to interview (based on Screening Test results).
d. Interviewing Assistance (at the employer's location, anywhere in USA).
e. Hiring suggestions based on Final Test and Interview results.
f. Writing effective Employment Ads to attract the ideal job applicants.
g. Placing the Employment Ads on major job-boards and resume websites.
Wiki User
∙ 13y ago
Add your answer:
Earn +20 pts
Mb0036 sample question papers free downloand?
Ms.Chanchal Das Gupta is a recruitment specialist. For the post of QC Manager, she interviews three candidates. Given below are the physical characteristics of the candidates. Candidate Physical Characteristics Mr.Ravi Muscular, thick skin, rectangular shaped. Mr.Gineesh Thin, delicate build, large brain, tall. Mr.Ramgopal Soft, round shaped, underdeveloped muscles. From the above descriptions, what personality traits can Ms. Chanchal derive out of the candidates as per Sheldon's theory of personality?
What is the role of a manager in an organization?
The Human Resources (HR) department manages hiring and benefits. An HR manager would manage a staff of HR people to achieve the goals of the organization. In most cases, there would be a Hiring Manager, not in HR, who interviews the candidate and has the final say on hiring. The HR department helps keep track of applicants and facilitates the interview and hiring process.
The candidate's closest advisor in a campaign is the?
his /her Campaign manager
What is role of a hr manager in an organization.?
The Human Resources (HR) department manages hiring and benefits. An HR manager would manage a staff of HR people to achieve the goals of the organization. In most cases, there would be a Hiring Manager, not in HR, who interviews the candidate and has the final say on hiring. The HR department helps keep track of applicants and facilitates the interview and hiring process.
What three ways can selection interviews be classified What are the resulting types of interviews?
There are three types of interviews that managers use in the work setting, selection, appraisal, and exit interviews. The appraisal interview is a discussion following the performance appraisal. It is a conversation between the supervisor and the employee where they discuss the ratings and any actions that need to be taken. Then there is the exit interview when a employee leaves a company. This is done to find out why they are leaving and if the company may have some underlying issues managers or supervisors may not be aware of. Selection interviews are classified according to how they how structured they are, their content, basically the type questions they contain and how the firm administers the interviews. In an unstructured or nondirective interview the manager's questions have no set format. This type interview allows the interviewer to ask follow-up questions that may come to mind as the job candidate answers questions. There may be a few questions that are the same but the interviewers have options to deviate from a scripted interview. In a structured interview the employer specifies the questions in advance and in some cases there is a rating system or points system for the answer given. This is how the U.S. government interviews are held, every applicant gets the same questions and have allotted amount of time to answer the questions. The structured interview is standardized and increases consistency across all candidates. In a situational interview candidates are asked what their behavior would be, given a particular situation. This is done to assess specific skills during situations that may arise during the performance of the job. Candidates are given a hypothetical situation or problem. They are asked how they would handle it or to describe a potential solution. For example; how would you as a supervisor handle a situation that an employee is taking longer than one hour lunch breaks when only authorized one hour? The candidate would then be given the opportunity to respond. This type of interview can be used to select candidates for jobs such as customer service, manager's, and supervisor. During the situational interview the questions are hypothetical situations but during a behavioral interview the questions are asked for the candidate to reflex on past experience. The interviewers ask the candidate for previous behavior on how they handled a situation; this helps the interviewer to indicate their future performance. Depending on the open position and the candidate may be asked to describe a situation that required problem solving skills, adaptability, or conflict resolution. The interviewer wants to know how the candidate handled these types of situations. In a job- related interview the interviewer tries to deduce what a job candidate on the job performance will be based on answers to questions about relevant past experiences. The questions are not hypothetical or actual situations or scenarios. The aim is to draw conclusions about the candidate's ability to handle aspects of the job to be filled. A stress interview is generally intended to put the candidate under stress and assess their reactions under pressure or in difficult situations. The candidate may be asked rude questions, ask about past job and why they left. The candidate may face long silences or cold stares. The interviewer may openly challenge the interviewee's beliefs or judgment. They may ask the candidate to perform an impossible task. Insults, rudeness and miscommunication are very common. All of this is supposed to be designed to see whether or not the candidate has what it takes to withstand the job stress and to cull out those that are sensitive to stressful situation. Dessler, D (2008) Human Resource Management, (11th Ed) Pearson Prentice Hall
Should football manager interviews be abolished?
Absolutely, football as well and make this the last Olympics.
How do you xxplain what makes you the ideal candidate for housekeeping team leader?
.Briefly explain what makes you the ideal candidate for this position.
What is the role of line manager in the recruitment and selection?
The line manager has the ability to get closer to the staff. As a result, his input on the types of candidates he can work with are important to the recruitment and selection process.
How do you shortlist a player in fifa 10 on manager mode?
Go on to TRANSFERS/BUY PLAYERS then go down, it says shortlist. Move it right/or/left and it says yes. then submit search and it shows your shortlisted players.
How many ways can a committee of 4 people be chosen from 10 people if 2 are managers and to employees?
The answer will depend on what "and to employees" means. Also, there is no information about the ten candidates. It they contain only one manager, for example, the answer is that the required committee cannot be chosen.The answer will depend on what "and to employees" means. Also, there is no information about the ten candidates. It they contain only one manager, for example, the answer is that the required committee cannot be chosen.The answer will depend on what "and to employees" means. Also, there is no information about the ten candidates. It they contain only one manager, for example, the answer is that the required committee cannot be chosen.The answer will depend on what "and to employees" means. Also, there is no information about the ten candidates. It they contain only one manager, for example, the answer is that the required committee cannot be chosen.
What is a reason for choosing a particular person as the vice-preident candidate?
In the United States it's important to have a good campaign manager and other expert consultants when selecting a candidate for the Vice Presidential slot. Ideally, here are what campaign managers cite as important factors to consider in any candidate:* Good reputation and is well known public figure;* Residence is from a large state and from a different part of the US than the presidential candidate;* Solid political background and experience;* Ideally the VP candidate should be of the opposite sex;* Good stage presence for TV debated;* No unknown baggage ( have the candidate checked out to the Max.These are ideal VP candidates, there no such thing as a sure thing in a political election campaign.
What actors and actresses appeared in The Onion Interviews Gisele Noel - 2010?
The cast of The Onion Interviews Gisele Noel - 2010 includes: Susan k Alexander as Hiring Manager Gisele Noel as Job Applicant
