Many recruitment experts now say that employers should take a leaf out of the X-factor’s book, and adopt a more thorough screening process when recruiting a new sales person for their company. Whilst television viewers are usually only afforded a glimpse of the pre-screening which is carried out as part of the audition stage of the programme, the show’s team goes to great lengths to ensure that the right people are chosen for the televised aspects, by requesting that candidates submit videos and applications. This filters out the less impressive performers at the very beginning of the audition process.
Customers of Pareto Law say that the typical steps which employers take when recruiting new salespeople are lacking this type of thoroughness; a CV offers a limited amount of insight into a person’s abilities and unfortunately, it’s very common for people to exaggerate, or even lie on their CVs, in order to secure an interview.
Carrying out a telephone interview before a face to face meeting, is a highly effective way to weed out the less capable candidates, and ensure that only those with excellent communication skills are brought forward to the next ’round’. For companies that require sales people with specific qualifications, experiences, or even personality characteristics, this additional screening stage will enable them to go beyond the basic facts included in candidates’ CVs, and find out which ones meet their requirements.
After the X-factor’s preliminary screening process, the next step is the audition itself, which involves those who have been selected, performing in front of a lived audience. According to Pareto Recruitment customers, this part of the process ensures that candidates are judged solely on how they perform under pressure; their credentials and experience are irrelevant, as they are evaluated according to their capabilities on the day. Rather than asking them too many questions about their backgrounds and past musical experiences, the judges focus on finding those who demonstrate real, raw talent.
Clients of Pareto Recruitment believe that a similar approach could be very beneficial in the sales industry. Sales assessment centres are becoming more and more commonplace, as employers have begun to realise that these centres serve as a practical way to assess how candidates will react and perform in various sales situations. Much like in the X-factor, candidates are judged by a panel of experts who have the knowledge and the experience to recognise raw talent.