To accomplish that goal, you need to profile everyone in the sales group to identify any skills and attributes that are common to the top group but missing from the other groups.Using this information, you'll be able to develop a profile to help you select the candidates most likely to succeed in that position.
To accomplish that goal, you need to profile everyone in the sales group to identify any skills and attributes that are common to the top group but missing from the other groups.
Resist the temptation to omit steps, because shortcutting the process can shortchange your results. Your job descriptions should reflect careful thought as to the roles the individual will fill, the skill sets they'll need, the personality attributes that are important to completing their tasks, and any relevant experience that would differentiate one applicant from another.
This may sound fairly basic, but you'd be surprised at how many small companies fail to develop or maintain updated job descriptions. Compile a "success profile." In addition to creating job descriptions, it's important to develop a "success profile" of the ideal employee for key positions in your company that are critical to the execution of your business plan.
These might include such positions as team leaders, district managers and salespeople.
For example, let's say you currently have 20 salespeople.
If shadowing isn’t an option, ask to sit in on meetings with different departments, and if your company has an intranet, read up on departmental information.
The acronyms and jargon used in some fields can feel like another language. When recruiters don’t know the terminology associated with a position or industry, it quickly becomes clear to the candidate and hiring manager, diminishing trust and confidence.
Your goal is to have a plan that will help you determine whether you have a qualified applicant who will fit into your company's culture.
In addition, decide whether you're going to conduct pre-employment testing.
For example, a good test will provide insights as to whether the individual is conscientious or lackadaisical, introverted or extroverted, agreeable or uncompromising, open to new ideas or close-minded, and emotionally stable or anxious and insecure.
The success profile you created for each position will help you determine which behavioral traits are important for that position.