Talent Management - The Topgrading Interview Process

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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.

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  • Contact us if you would like to understand how you can leverage topgrading for sales to improve sales talent management.Email - info@salesbenchmarkindex.comPhone - 1-888-556-7338Web: http://www.salesbenchmarkindex.com
  • Talent Management - The Topgrading Interview Process

    1. 1. Website Email Phonewww.salesbenchmarkindex.com info@salesbenchmarkindex.com 1-888-556-7338 Talent Management: The Topgrading Interview Process Are you ready to be world class?
    2. 2. 8 Step Process • Starts well before the Interview • HR owns up to the phone screen 1 2 3 4 6 7 82
    3. 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 field3
    4. 4. Career History Form Explained Sections 1. Job Experience (extensive) 2. Military Experience (brief) 3. Education (moderate) 4. Activities (brief) 5. Career Needs (brief)4
    5. 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 leave5
    6. 6. Phone Screens Purpose • Only the most qualified candidates get to the hiring manager • Candidate recognize a difference in due diligence6
    7. 7. Work Life & History Interview Three Views of a Candidate: • Past – School and Work History • Present – Self Appraisal • Future – Goals7
    8. 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 interview8
    9. 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 reluctances9
    10. 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 colleagues10
    11. 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 it11
    12. 12. Make an Informed Decision12
    13. 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/13

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