Effective Sales Development |
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Determining whether or not a candidate will perform successfully in a position, while complying with all legal aspects of hiring, presents a challenge for many companies today. Resume writing and interview skills are taught as early as grade school. Often we make hiring decisions based on our first impression of the candidate and our gut instinct. Let us facilitate your hiring process with a customized and consistent solution - We call it Positionalysis. Register for our next Executive Briefing entitled "Science of Hiring Smart" & receive FREE on-line personal evaluation and professional debriefing. Call 816.505.2500 today! |
20 Questions To Ask Before You Hire Your Next Person
- What is the open position and the key accountabilities of the job?
- What goals have you committed to achieving in this position over the next year?
- What are the key accountabilities for the new hire?
- What goal commitments will your new hire make for the upcoming year?
- How are you held accountable?
- How do you hold your new hire accountable?
- What type of retention program do you have in place to retain your new hire?
- What type of performance management program do you have in place for your new hire?
- Which skills would be identified as most important for the open position?
- Which skills would be identified as a detriment to this job?
- Who truly understands the open position?
- Who should truly understand the open position?
- If the new hire had a clearer understanding of your job, could you be more productive?
- If you as a superior had a clearer understanding of your job, could you be more productive?
- What understanding would your new hire need to be more productive?
- How would this understanding affect your bottom-line?
- How would this understanding affect team synergy?
- How would this understanding affect morale?
- How would this understanding impact your hiring process?
- How would this understanding impact your on-boarding process?
Positionalysis Development
Establishing Position Requirements
- Behavioral Competency Analysis
- Motivational Profile
- Work Environment Overview
- Job Description Analysis
- S.E.A.R.C.H. Matrix
- Skills
- Experience
- Attitude
- Results
- Cognitive Ability
- Habit
- Developing Ideal Candidate Description
- Benchmarking Top & Bottom Performers
- Reviewing Position Requirement Result
- Recruiting Desirable Candidates
- Review Of Current Recruiting Processes
- Attracting Qualified Candidate
- Developing Hiring Process
- Review Of Current Hiring Processes
- Establishment Of Step By Step Hiring Process
- Validating That The Candidate CAN DO, WILL DO, & WILL ENJOY DOING The Job
- Initial Applicant Screening Against Ideal Candidate Description
- Evaluation Of Candidate's Values, Behaviors & Skills
- Effectiveness Management
- Establishing Expectations & Strategies For Employees To Reach Fullest Potential
- Ongoing Analysis Of Process Effectiveness
- Process Updates As Needed
If you'd like more information about Effective Sales Development or Sandler Sales Training,
please give us a call in Kansas City at 816.505.2500 or email: info@effectivesales.net
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