Successful onboarding of sales people has a material impact on both revenues and cost. See how world class organization build effective score cards to help reduce mis-hires and discover more A players. A presentation by Sales Benchmark Index.

1. Website Email Phone
www.salesbenchmarkindex.com info@salesbenchmarkindex.com 1-888-556-7338
Talent Management: The
Topgrading Interview Process
Are you ready to be world class?

2. 8 Step Process
• Starts well before the Interview
• HR owns up to the phone screen
1 2 3 4
6 7 8
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3. Separate the Wheat from the Chaff
Career History Forms
• Common evaluation framework
• Covers candidate’s ‘whole’ life and
background
• Provides source data for future
interviews
• Ensures candidates from recruiters are
assessed on a level playing field
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4. Career History Form Explained
Sections
1. Job Experience (extensive)
2. Military Experience (brief)
3. Education (moderate)
4. Activities (brief)
5. Career Needs (brief)
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5. Using the Career History Form
• Earnings not sufficient
• Cannot account for boss’ rating
• Unable to travel to the needs of the position
• History of being asked to leave
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6. Phone Screens
Purpose
• Only the most qualified candidates get
to the hiring manager
• Candidate recognize a difference in due
diligence
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7. Work Life & History Interview
Three Views of a Candidate:
• Past – School and Work History
• Present – Self Appraisal
• Future – Goals
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8. A Unique Interviewing Approach
• Only include finalist candidates
• Start with the (remote) Tandem approach
• Use the detailed Interview Guide with
instructions on what to do:
• Prior to the interview
• During the interview
• After the interview
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9. Find the Patterns
• Compare results of this interview to:
• Career History Form (Work History section)
• Phone Screen (Work History)
• Reference Interview (Supervisor section)
• Reference Interview (Strengths/Weaknesses section)
• Identify inconsistencies and reluctances
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10. Round Robin Competency Interviews
• Same Competencies Areas as in Scorecard
• Selling Skills
• Sales Knowledge
• Intellectual
• Personal
• Interpersonal
• Motivational
• Total interview time = 40-60 minutes per
competency areas
• Assign competency areas to colleagues
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11. Work Tryouts
• Put them through a trial scenario such as:
• Provide materials and assign a deal strategy task
• Ask them to present you value proposition
• For managers, show them the numbers and ask them to
develop a 30-60-90 day plan
• Provide a current, real scenario and ask how they would
address it
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12. Make an Informed Decision
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13. Learn More
Contact us to hear the rest of the story...
Email - info@salesbenchmarkindex.com
Phone - 1-888-556-7338
Web: http://www.salesbenchmarkindex.com/
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