Selecting Sales Associates
|As we continue the month on hiring sales associates, it's important to reiterate the need to have a well-planned strategy. Part of that strategy involves resume evaluation. This week we'll focus on using the resume and application to determine who to invite to the interview.
Wading Through the Pool
When you know who you are looking for to fill your sales associate position it's easier to wade through your pool of potential candidates and pull out the ones you want to evaluate further. Here are the most effective ways to initially evaluate your candidates:
Resumes - If you haven't met the individual, the resume is your first impression of a candidate. It represents your candidate on paper. And in sales, first impressions have a large impact on a customer or prospect. As you review resumes, be clear on what areas and items to look for. First, look at items that will disqualify a candidate immediately (e.g. education or work experience) then, look for other more subjective areas. Some of the most common items to look for with sales associates include:
Applications - The biggest advantage in using applications is that it allows you to evaluate candidates on a consistent and equal basis. With the same format and information collected on an application, it makes the scoring decision on a candidate easier. Also, some electronic job sites are programmed to automatically eliminate certain applicants. For example, if your position requires 5 years of work experience, and the candidate has less than 5 years of experience, it can automatically eliminate the candidate and send a decline notification. This can save you time by filtering out those candidates who don't qualify.
Resumes and applications are both excellent tools for the initial review and deciding on whom to engage with the next phase of hiring. No matter if you use one, the other, both, or another method to wade through the initial candidate pool, it's important to ensure that all federal hiring laws, and those in your state and jurisdiction, are followed.
Next week, we will dig into the topic of interviewing sales associate candidates. In the meantime, we challenge you to cultivate your own list of traits and requirements for the sales associate position; then, decide how you will evaluate those in a resume and/or application.