How to Plan an Effective Recruitment Campaign



When recruiting you’ve got two choices.  You can make up the process as you go along and hopefully cover ‘every angle’ or you can set aside a few hours to follow a process that works. 

By following a simple checklist you can save a lot of time and money (especially in the long run). By following this six stage process (with links to additional help and advice) you can ensure that you have a logical path to hiring the right talent for your business. 

• Article: http://www.aaronwallis.co.uk/recruitment-planning-sales-recruitment-checklist.aspx
• Recruitment Plan Checklist: http://www.aaronwallis.co.uk/recruitment-checklist.pdf

We hope that you find it useful

Why Testing Sales Candidates is a Must

Whether it is testing candidates in a classroom environment or testing them online, pre-screening candidates can do wonders for your recruitment process. This blog discusses what types of tests are available and why it is something you should really consider.

Testing doesn’t predict who will succeed or fail in a position, it should be used in combination with other recruitment tools, however…testing can make the hiring process more productive by preventing costly mistakes and identifying who will be your organisation’s top performers.

There are hundreds of tests on the market today, and they measure literally hundreds of attributes from basic personality traits such as honesty and aggressiveness to specific sales skills such as prospecting and upselling.
 

Assessment Centres – They are a hugely successful way to recruit for the simple reason that over the course of the selection process you see how a candidate will actually perform in your role rather than the façade of their interview mode. Assessment Centre methods have been proven to increase both ‘on the job’ performance and reduced staff attrition.

Assessment Centres are commonly made up of any of the following:

·         Aptitude tests

·         Psychometric Profiling

·         Individual Exercises

·         Group Exercises

·         Presentation

·         Lateral thinking and problem solving

·         Competency interview

·         Group role play

 

Psychometric Profiling – Psychometric Profiling is a form of personality questionnaire which would normally take no more than ten minutes for each candidate to complete. They are a fast, simple and inexpensive pre-interview guide which when used effectively allows the interviewer to ‘get beneath the skin’ in a quicker period of time and enables you to make the most of the interview time.

Most psychometric questionnaires look at the following areas:

·         Assertiveness

·         Drive

·         Extroversion

·         Confidence

·         Social Sensitivity

·         Caring

·         Structure

·         Openness to Change

Upgraded Psychometrics – Most basic psychometrics will come at no extra cost, however for a small price you can get your candidates to complete an upgraded psychometric which could be any of the following:

·         Advanced Sales Questionnaire (ASQ)

·         Rapid Personality Questionnaire (RPQ)

·         Personality Profile Analysis (PPA)

·         Tests for Selection and Training (TST)

·         General Intelligence Assessment (GIA)

Skills Tests – There is a huge number of skills tests available, most contain questions for basic, intermediate and advanced skill levels and questions are randomised. Skills tests can vary from 15 – 45 minutes depending on which test is taken. Skills tests cover every imaginable area though here are some of the most popular for sales candidates:

·         U.K. Sales Concept

·         U.K. Analytical Skills

·         U.K. Basic Office Skills

·         U.K. Logical Reasoning – Deduction

·         U.K. Logical Reasoning – Mathematical

·         U.K. Call Centre Outbound Sales Skills

·         U.K. Call Centre Inbound Sales Skills

·         Marketing Fundamentals

 

Written by Liam Oakes

Liam is the Candidate Manager at Aaron Wallis and has been with the company for 2 years after having a career with the RAF; Liam has helped hundreds of Sales Professionals secure a new Sales role and ensures that Aaron Wallis runs smoothly.

Liam.oakes@aaronwallis.co.uk

www.aaronwallis.co.uk

Twitter - https://twitter.com/aaronwallisliam

Facebook - http://www.facebook.com/AaronWallisSR

LinkedIn - http://www.linkedin.com/pub/liam-oakes/4b/536/403

The 4 Keys to Success at Second Interviews

Well done you have secured a second interview –, it means the company are genuinely interested in you for their vacancy. Before you attend your second interview though please do remember that although you have done well, you have not YET been offered the job!
The process of selling yourself into the role is not over, please take a few moments to read the following points to help you WOW in the second interview!

1.       Frist Impressions Count!

Just as the 1^st interview, first impressions are vitally important, you may be meeting the interviewer for the first time, in which case you should refer back to the first interview preparation, it got you this far : -

• Know where you are going, and correct time
• Arrive five minutes early
• Upon waiting take an interest in the company, (i.e. read information, talk to reception)
• Greet the interview by their last name
• Switch off your mobile phone
• Present yourself correctly – if you’re not suited,  booted and groomed, it could be a losing battle!

2.       The Aim of the 2^nd interview

The main objective to be achieved in this interview is to leave the interviewer with an overview and impression that your skills, experience and personality are a match and that you are exactly the candidate that they are looking for.

DO NOT fall into the trap of thinking that because it’s a second interview, the interviewer knows all about you.  By taking this approach you will be doing exactly what the other candidates might be doing, so don’t undersell yourself!

Remember that at a 2^nd interview stage, the interviewer is looking to decide who to offer the job to and it’s your job to present you key skills at this point and why you are right for the role as clearly and confident as you can.

 

3.       Preparation

The best approach is to treat a 2^nd interview as you would a 1^st interview, prepare the selling points of yourself that you used in the first interview.

• List all the skills/attributes that the job requires- with examples
• The list then constitute a summary of your key skills, that relate to the role
• Focus on the attributes required in the job specification, back up questions with your example list
• Remember on a second interview you have to put in a great performance at a second interview.

Even if its “Just a chat”, “Lunch” or “meet the team” you are still be interviewed, so keep professional at all times, selling yourself, - You will be showing you are the best candidates for the role.   

4.       Closing the interview

This is a vital stage, your performance so far at the 2^nd interview could have secured the role for you. As in the 1^st interview it is inevitable that you will be asked “any questions?” Your questions may have already been answered during your interview but like any great salesperson question until you fully understand their need. 

Video: How to Close a Sales Interview

This demonstrates that you have thought about the role and have done extra preparation. This is one of the most important parts of the interview a poor performance here and by not questioning further it could end your chances.

When attending your interview you must demonstrate to the interviewer(s) you are talking this seriously, take a folder containing, all you preparation notes – 'handouts'. Of course you must use the folder, check your notes to answer questions, check to make sure all your questions have been answered and then tell the interviewers that “all my questions have been answered”

Video: The Most Important Questions You Should Ask at a Sales Interview

 

The MOST important questions to ask during your second interview:-

“What reservations do you have about me/my experience?”  - asking this question will give you the chance to answer any last questions, remove the doubt in the mind, something you might not get another chance to do.

The final thing to do and is a MUST is to tell the interviewer(s) that you are interested in the role (you may want to write this down as a question so that you don’t forget)

“Thank you for talking the time to see me, I am very interested in the role, this is a position I have been looking for” – add the close – “when are you looking to make your decision”

Good Luck from the team at Aaron Wallis.

By Paul Masterson

Paul can be contacted on 01908 764280
LinkedIn: uk.linkedin.com/pub/paul-masterson/31/544/277