The stack of resumes and cover letters covering your desk has been replaced with online applications and emails. Good technology can limit the number applicants that merit your attention, but it doesn’t solve all your problems. It can be a drain on resources to bring in and interview candidates who ultimately are not qualified. How do you narrow your list and prescreen candidates before bringing them in for interviews?
Meet your candidates before you meet your candidates
Online interviewing allows you to see how your applicants carry themselves and get a good first impression without investing the time and cost of in-person interviews. Your candidates use a standard webcam or camera phone to answer a set of questions from your online job application, and later you can watch and review their answers at your leisure. Here are a few best practices:
- Ask the same 10-15 questions to each candidate for the same job.
- Give 30 seconds to answer each question. Consider services like SalesSelector.
“ 55% of salespeople should be doing something else entirely and 25% should be selling something else. ”
Give your candidates an assessment test
Before you bring candidates in, assess them for their qualifications and for personality match. You want someone who’s going to be a good fit with your organization. The Sales Temperament Assessment from SalesSelector tests for a sales candidate’s likelihood of success and suitability in your organization. Consider the findings of a recent study that shows that 55% of salespeople should be doing something else entirely and 25% should be selling something else. And the infamous 20-80 rule is that 20% of salespeople make 80% of all sales.
 Herbert, How to Hire and Develop Your Next Top Performer, 2001