Resumes Obsolete In Identifying Sales Candidates

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Resumes are no longer an effective first screening method for identifying top sales candidates. Effective sales driven organizations use innovative EEO compliant strategies to identify top salespeople early in the recruiting process.

"You can only rely on about 50% of what's in a resume," according to Ken Pedersen, Principal of CRC Results, business advisory and auditing firm, yet growing companies continue to rely heavily on resumes to decide which candidates to pursue and interview. "The problem is worse with salespeople because sales managers want to know first if the candidate will actually sell. We haven't found any correlation between a salesperson's ability to create a compelling resume and their willingness to sell," says sales development expert Chip Doyle.

On May 17th Mr. Doyle will address approximately 100 Bay Area CEO's, Presidents and Managing Partners at the City Club Executive Luncheon to outline hiring and on-boarding strategies for sales driven organizations. Among his recommendations:

  •     Use an EEO compliant assessment to screen for sales capability early.
  •     Re-focus the in-person interview to identify candidates that will fit well in your organization and culture since you are confident they will indeed sell.
  •     Have an on-boarding regimen for your new salespeople. Don't leave it up to them to figure out what to ask, say and do with prospects.
  •     Give the new hire some low risk sales activities in the first week. Many companies train their people on products/technology for the first 4-6 weeks only to be disappointed afterwards that a salesperson is ineffective or reluctant to use the firm's proven sales methods.

More information can be found at http://www.ceoluncheon.com This event is sponsored by the The Alternative Board, The One Page Business Plan Company, Bay Area BusinessWoman, Club Sportiva and Shwiff Levy Polo LLP.

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Jerry Reardon

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