Last week we examined some of the issues we need to be aware of during a telephone interview for an inside sales rep. Today, we'll finish the discussion.
If you have offered a telephone number in your job posting for a candidate to call you cold ( and I highly recommend this if you're interviewing for a prospecting position), make sure you get both their first and last names as well as their telephone number including area code. Be sure to ask how they heard of you so you can keep track of where your responses came from for future use. Ask them about their background before you volunteer any more than basic information about your company. Otherwise you risk people telling you what they think you want to hear, as opposed to you finding out what you need to know.
You'll want to get a feel as to the length of a candidate's previous employment. Unless it's a short term assignment you are filling, you probably want to hire people with a track record of staying in one place. People do move from job to job more frequently than in the past. Particularly in the ecomony of the past few years. But watch out for applicants whose history consists of 3 months here, 6 months there, 2 weeks at their current job. Look to see if there is any record of a position lasting a year or more. Question your candidates carefully about the demise of their previous jobs. Yes, sometimes someone just has a run of bad luck with shaky companies. However, these are sales positions we are talking about. No one lets go of a star salesperson, particularly is the business is in trouble.
If you don't have a resume in front of you, next ask for the name of the companies they've worked for. If they don't know (and - honest - this happens!), ask yourself: is this person in a fog or withholding information? If you call them in for an in-person interview, they'll have to fill out a job application asking for this.
If you don't have a resume in front of you, next ask for the name of the companies they've worked for. If they don't know (and - honest - this happens!), ask yourself: is this person in a fog or withholding information? If you call them in for an in-person interview, they'll have to fill out a job application asking for this.
Get a feel as to previous income. For example, if you are told $30,000 ask how that was paid: straight salary, straight commission, salary plus commission, etc. This is extremely important information. It will give you clues as to what the applicant is looking for.
If you require special skills of any kind, now is the time to ask.
When you think you may have a viable candidate, you can begin to talk briefly about your company and the position available. Keep it general and positive, focusing on the areas where you think you match best. You may realize at this point that you don't have a match. You can do one of two things: If there is a clear skill deficiency, let the candidate know what you must have, thank them for calling and wish them luck in their job search. It is VERY IMPORTANT to finish this conversation on a positive note. They might know others who are looking and DO have your qualifications.
If the issue is not as clear-cut i.e. vocal quality or inability to present themselves professionally, I generally tell them that "I'm doing this short interview over the telephone. Later this week I'll be calling back those candidates whose backgrounds most closely match the needs of the position." It's a graceful way out. You've let them know that if they don't hear from you in a week, they've been eliminated from consideration.
When you think you may have a viable candidate, you can begin to talk briefly about your company and the position available. Keep it general and positive, focusing on the areas where you think you match best. You may realize at this point that you don't have a match. You can do one of two things: If there is a clear skill deficiency, let the candidate know what you must have, thank them for calling and wish them luck in their job search. It is VERY IMPORTANT to finish this conversation on a positive note. They might know others who are looking and DO have your qualifications.
If the issue is not as clear-cut i.e. vocal quality or inability to present themselves professionally, I generally tell them that "I'm doing this short interview over the telephone. Later this week I'll be calling back those candidates whose backgrounds most closely match the needs of the position." It's a graceful way out. You've let them know that if they don't hear from you in a week, they've been eliminated from consideration.
If you think you've got a potential match, have them come in for an in-person interview.
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