Hiring, assessment and selection of the BEST of the BEST is a difficult task. Especially, when the decision you make WILL fundamentally improve or hurt your team’s sales revenue production, morale and entire structure. This decision is too important to NOT have a proven, detailed, step by step process. You need a tool that helps remove the guess work, will make your job easier, and ensure an equal playing field for all candidates. The Impact Hiring Process© has been used in over 150 companies and has helped to hire over 1000 sales people. The process works but it won’t do the work for you. If you have questions on any of the steps or the overall process itself, give us a call. Good Luck and Good Hunting!

1. Impact Hiring
Process ©
Prepared by
John C. Kolencik
Copyright 2011 by
Matrix Impact

2. Hiring, assessment and selection of the BEST of the
BEST is a difficult task. Especially, when the
decision you make WILL fundamentally improve or
hurt your team’s sales revenue production, morale
and entire structure.
This decision is too important to NOT have a proven,
detailed, step by step process. You need a tool that
helps remove the guess work, will make your job
easier, and ensure an equal playing field for all
candidates. But don’t listen to me here is Matrix
Impact’s resident expert…
Hi my name is Gauge.
The Impact Hiring Process© has
been used in over 150 companies
and has helped to hire over 1000
E sales people. The process works
but it won’t do the work for you. If
you have questions on any of the
steps or the overall process itself,
give us a call.
Good Luck and Good Hunting!

3. XXXXX Sales Selection Process
Steps Objectives Actions Tools
1 Benchmark the Position Determine Gather data to create the benchmark Previous/Existing Benchmarks
Conducted by Hiring Mgr Talent/Traits, Skill Sets, experience for position Top performers
and/or HR and Chemistry/Culture Assess and benchmark current top
Required vs desired
performers
2. Sourcing Insure adequate flow of surface Place ad on Recruiting/Service Process
Conducted by Hiring Mgr and/or qualified applicants Internet job boards Internet Job Board
HR Linked In Linked In
Post ad Internally Internal
Networking Functions Networking Functions
Associations Associations
College Boards College Boards
3. Initial Phone Screens Screen out the unqualified based on Call resume’ owner Phone Interview Script
Conducted by Hiring Mgr and/or Talent/Traits, Skill Sets, Allow 10-15 minutes per call Matrix Impact Training
HR Chemistry/Culture Screen through questions Debrief with JCK as needed
Location, hrs available & salary Ask natural follow-up questions
Initial Intangibles
but don’t spin too far
Be warm, but professional
4.1st In-Person Interview Gather more data on Explain in some detail company & Use ad for specifics on the
Conducted by Hiring Mgr Values/Work Ethic position (2-5 minutes) job
Experience Screen through questions for Question Script
Chemistry/Culture Values/Work Ethic Listening and natural follow-
Talent/Traits & Skill Sets Experience up questions
Chemistry/Culture Recording Device
Talent/Traits & Skill Sets
Record Interview
5. Review of 1st Interview Assess gathered data on Review recording and notes Notes from interview
Conducted by Hiring Mgr Values/Work Ethic If candidate has met criteria Interview recording
Experience Conduct Intra-Interview call Intra-Interview Questions
Chemistry/Culture Set up 2nd Interview/ Matrix Impact Training
Talent/Traits & Skill Sets Cover key areas to explore with Debrief with JCK as needed
next interviewer
6.2nd In-Person Interview Gather more data on weak or More in-depth explanation of Question Script/Resume
Conducted by TBD questionable areas from the 1st position Notes from interview
Interview Screen through questions for Interview recording
Get a second opinion from a Weak V. Strong, Skill Sets & Matrix Impact Training
different set of “eyes” Traits/Talents, Chemistry/Culture Debrief with JCK as needed
Record so that Hiring Mgr. can
screen also review

4. 7. Review of 2nd Interview Assess & determine fit between Review recording and notes Question Script
Conducted by Hiring Mgr and candidate and Debrief interviewer Notes from interview
TBD Position requirements If candidate has met criteria Interview recording
Talent/Traits, Skill Sets, Conduct Intra-Interview call Matrix Impact Training
Chemistry/Culture fit with Co./Mgr. Set up simulation/testing appt. Debrief with JCK as needed
Develop simulation/testing
based on candidate
Cover key areas to explore with
any sim/testing participants
8. Reference Checks Gather data on candidate's work Call at least 3 references Reference Check Script
Conducted by Hiring Mgr and habits Conduct 5-10 minute interview with Notes from interview
TBD Confirm experience and strengths contacts Interview recording
Matrix Impact Training
Debrief with JCK as needed
9. Check security background Determine candidate’s security viability Contact security firm to perform check Information provided by security
Conducted by Hiring Mgr and firm
TBD
10. Simulation(s) and critique Determine and assess candidates’ Involve multiple people Notes from previous
Conducted by Hiring Mgr and Ability to perform in real world Deploy multiple simulations interviews
TBD situations Conduct critique based on Interview recordings
Ability to handle critique of simulation performance Critique Question Format
performance Matrix Impact Training
Make it REAL WORLD Debrief with JCK as needed
11. Intelligence/Behavioral Testing Determine and assess the level and Deploy per instructions, don’t deviate Multiple tests are available
and review ability of intelligence and behavioral as the tests were designed to produce Matrix Impact Training
Conducted by Hiring Mgr and normative values accurate data based on their Debrief with JCK as needed
TBD guidelines
12. Shadow day with various Gather more data on Ride along with sales person on Rep’s schedule of activity
positions (shadow is determined Chemistry/Culture actual sales activities for ½ day. Briefing to sales rep and
on position) Weak Talent/Traits and Skill Sets Sit with other departments to ask other participants
Intangibles questions and observe
13. Review of all gathered Interview Determine if candidate is indeed Review material and questions of Notes from previous
Process performance data hirable. all who participated in the process interviews
Conducted by Hiring Mgr and (from reception to top levels) Interview recordings
TBD Make decision to move forward or Matrix Impact Training
to move on to next candidate Debrief with JCK as needed
Conduct Intra-Interview
Call to schedule 3rd interview or
call to thank for their time
Prepare briefing for 3rd Interview

5. 14. 3rd Interview Let highest possible reporting position Interview candidate
Conducted by Hiring take the measure of the candidate Look for specific Talent/Trait, Skill Questions formatted for
Mgr/President/Owner armed with all possible data available. Set weaknesses/strengths specific candidate
Probe deeper for chemistry and Specific scenarios provided
culture fit by Hiring Mgr & resume’
Challenge conclusions that have Matrix Impact Training
been established Debrief with JCK as needed
15. Review of 3rd Interview Reassess candidate’s Discuss results with interviewer Interviewer’s feedback
Conducted by Hiring Talent/Traits, Skill Sets focusing on Questions formatted for
Mgr/President/Owner Chemistry/Culture Talent/Traits. Skill Sets specific candidate
Fit Chemistry/Culture Specific scenarios provided
based on feedback from 3rd Interviewer Fit by Hiring Mgr & resume’
that are in question Matrix Impact Training
Debrief with JCK as needed
16. Choose qualified candidates Find best candidate with highest Study all candidates from feedback All information gathered in
Conducted by Hiring Mgr Talent/Traits, Skill Sets, and notes from all interviewers and Interview Process
Chemistry/Culture, fit and experience make a decision Position checklist templates
Prepare ALL pieces of Position
Checklist
Conduct Intra-Interview Call
Set-up Offer Meeting
17. Offer of Employment Ensure that candidate understands all Hiring interview Position Checklist includes
Conducted by Hiring Mgr that is required to become part of the Position Contract and explanation Position Contract
XXXXX Team Rules of the Road explanation Rules of the Road
Delivery of Offer Letter Offer letter
Benefit Package Explanation Benefit Package
Compensation Package Compensation Package
(negotiation if needed)
Signing the Position Contract
*16A 4th Interview (President & Reassess Chemistry, culture fit and Interview candidate for chemistry, Resume’, feedback from other
Hiring Manager) Dinner skill level based on a more traditional culture and skill level interviewers and specific
interview format questions from Hiring Manager
*17A Review of 4th Interview Reassess candidate traits and compare Discuss interview with President and President’s feedback and
to feedback from President compare/contrast against all other discussion of interview
interview results
*18A. 5th interview (by member of Reassess chemistry, culture fit and Interview candidate for chemistry, Resume’, feedback from other
XXXXX who has not yet skill level based on a more traditional culture and skill level with a focus on interviewers, President and
interviewed this candidate, try to interview format candidate traits and areas of concern listed from the Hiring specific questions from Hiring
have opposite job type, compare/contrast to feedback from Manager Manager feedback and
“operations, accounting”, interview interviewers, sales rep, Manager & discussion of interview
at this stage for good compare and President
contrast information)
Steps noted by asterisk* to be used if deemed necessary by the Hiring Manager/Team
The Hiring Impact Process© and all information in this document has been copyrighted by Matrix Impact 2011.