How to Introduce a Competency-Based Approach into Your Recruitment Process

Competency-based interviews, also known as behavioural interviews, are popular for employers because they focus on how candidates have previously demonstrated specific skills and behaviours at work.

The competency interview approach is based on the premise that a candidate's past behaviour is the best predictor of future performance.

But why introduce a competency based interview format into my recruitment process?

There are several reasons why competency-based interviews are considered the best route to take:

1. They provide a consistent and structured approach to interviewing: Competency-based interviews follow a predetermined set of questions designed to assess specific skills and behaviours. This makes it easier for employers to compare candidates and make more informed hiring decisions.
   
   
2. They focus on real-life examples: Competency-based interviews ask candidates to provide specific examples of how they have demonstrated skills and behaviours in their careers. This allows the employer to get a better sense of the candidate's actual capabilities.
   
   
3. They assess a range of skills: Competency-based interviews are designed to assess various skills, including problem-solving, communication, leadership, and teamwork. This allows employers to get a well-rounded view of the candidate to determine their fit for the role and the company.
   
   
4. They reduce bias: Because competency-based interviews follow a predetermined set of questions and focus on specific skills and behaviours, they can help reduce bias in the hiring process. This is especially important for ensuring diversity and inclusion in the workplace.
   
   
5. They can lead to better job performance: Competency-based interviews can help identify candidates with proven track records of success in similar roles by focusing on past behaviours. This can lead to better job performance and increased productivity for the company.

Aaron Wallis offers a full guide to Competency Interviews, including:

• How to Devise a Competency Interview Format
  
  
• Examples of Competency-Based Interview Questions at all sales levels from Account Managers to Business Development Managers and Sales Leaders.
  
  
• A Competency Interview Template
  
  
• Competency Interview Scoring Matrix

How to Prepare a 90 Day Business Plan Presentation

Second Interview tasks can seem daunting, and the most commonly requested presentation title that we encounter is something like:

‘Given a ‘blank sheet of paper’, what would you do in the first three months/90 days?’ 

In this article, we have provided extensive advice and resources to help you create a 90-day business plan presentation, including ‘Do’s and Don’ts’ and an example of what to include.

The article explains the importance of creating a plan that is achievable, measurable, and realistic. It outlines the steps to creating a plan, such as researching the company, identifying its goals, and understanding their current situation.

It also provides tips on presenting the plan effectively, such as using visuals, staying organised, and being prepared to answer questions.

Finally, the article suggests ways to leave a lasting impression, such as staying confident, professional and following up afterward. We also provide guidance on how to structure your presentation and deliver it confidently.  

Click this link to read this advice article: https://www.aaronwallis.co.uk/candidates/advice/sales-interview-advice/wow-at-second-interview/90-day-business-plan-presentation/

How to Evaluate Sales Professionals

How to assess salespeople in a logical and unbiased Manner

Evaluating candidates at an interview is a crucial management skill. After meeting a shortlist of well-prepared, well-presented sales candidates, how do you ensure that you make the best possible recruitment decisions? 

Staff turnover is an enormous cost to any bus
iness. According to CIPD research, over half of hiring decisions are taken for reasons that cannot be tangibly explained.  This is usually a ‘gut feeling’; while important, you must ensure that you have a process to remove all bias from your decisions.

Aaron Wallis has produced a short guide with links to further authoritative information to help you create a more robust recruitment process.  It enables you to identify a successful sales professional’s essential skills and traits in an improved logical way and offers advice on evaluating a candidate’s qualifications effectively.

The guide also covers critical topics such as creating a recruitment plan and assessing cultural fit and has links to proven methods such as topgrading and competency-based interviews.

By utilising our guide, employers can create a recruitment plan, make better, more informed decisions, and assess cultural fit.

Our guide provides sales employers with the tools and knowledge needed to ensure they make the best possible decisions every time they hire.

Click this link to find out more: https://www.aaronwallis.co.uk/employers/advice/recruitment-planning/how-to-evaluate-sales-professionals/

What to Wear to a Sales Interview in the Post-Covid Era

 Pre-2020, it was easy to know what to wear to an interview – you can’t go wrong with ‘suited and booted’!  However, post-COVID, most businesses have generally become more relaxed, and ties seem to have almost disappeared.  We’ve even had a candidate rejected from a SaaS firm as they wore a three-piece suit and were considered too formal for their laid-back culture.

So we’re regularly asked what to wear to a sales interview.  In response, we’ve created a comprehensive guide on what to wear to a sales interview in the post-COVID era.

This guide covers everything from the appropriate outfit to wear to a sales interview and how to dress appropriately in a video interview setting.

We know that the job market has changed drastically due to the pandemic.  Our guide is designed to help you make a great first impression in the post-Covid era.  From the right accessories to the appropriate shoes and dress, our guide will ensure that you’re well-prepared for your sales interview – either virtual or face-to-face.

For more information visit: https://www.aaronwallis.co.uk/candidates/advice/sales-interview-advice/wow-at-first-interview/what-to-wear-to-a-sales-interview-in-the-post-covid-era/

A Full Guide to Aptitude Testing

  

Aptitude tests are used as a way for companies to assess the skills and abilities of potential employees.  

Our comprehensive guide to aptitude testing will provide you with all the information you need to help you perform at your best.

In our guide, we cover the following topics:

• What is an aptitude test?
  
  
• What types of aptitude tests are there?
  
  
• How to prepare for aptitude tests
  
  
• What to expect during an aptitude test
  
  
• Tips for performing well on an aptitude test, both online and in an Assessment Centre setting.

With our step-by-step approach and comprehensive information, you can feel confident in your ability to ace your aptitude tests and make a great impression during your sales interview.

For more information on our guide to aptitude testing, visit https://www.aaronwallis.co.uk/candidates/advice/sales-interview-advice/wow-at-first-interview/a-full-guide-to-aptitude-testing

Ten Essential Rules for Recruiting and Managing Salespeople

Are you looking for a way to improve your team's sales performance?

This guide will help you build and manage a successful sales team with best practices and strategies. You'll learn how to attract and retain the best sales talent, motivate and develop your team, set realistic sales targets, and reward performance.

The guide is packed with actionable advice to help you build an effective sales force. You'll gain valuable insights into successful salespeople's essential traits and attributes and how to create a positive culture and a sales process that works.

Whether you're looking for tips on recruiting, hiring, motivating and managing salespeople or developing a strategy to optimise sales performance, Aaron Wallis' Ten Essential Rules for Recruiting and Managing Salespeople is the perfect resource. With its step-by-step approach and actionable advice, you'll be able to create and nurture a successful sales team to help you reach your business goals.

Read more: https://www.aaronwallis.co.uk/employers/advice/managing-sales-teams/ten-essential-rules-for-recruiting-and-managing-salespeople

The 7 Habits of a Highly Effective Interviewer

 As an employer, interviewing potential candidates for a job can be overwhelming. 

Aaron Wallis has developed The 7 Habits of a Highly Effective Interviewer, designed to help employers ensure that they are making the right impression and making the best possible decisions when selecting the right person for the job.

The 7 Habits of a Highly Effective Interviewer is a comprehensive guide to interviewing designed to help employers get the most out of the process.  

The guide covers topics such as how to prepare for the interview, ask the right questions, assess the answers given, communicate effectively, and make the best decisions.  The guide also provides tips and advice on how to create a positive atmosphere and how to create a rapport with the candidate.

The 7 Habits of a Highly Effective Interviewer is designed to give employers the tools and knowledge they need to make the most of their interviews.  The guide can be used as a reference for anyone looking to improve their interviewing skills, or simply for those looking for a refresher.

To read more, see: https://www.aaronwallis.co.uk/employers/advice/interview-best-practice/the-7-habits-of-a-highly-effective-interviewer/

Complete Guide to Topgrading Interviewing

Topgrading is a comprehensive interviewing method designed to help employers find and hire the best employees for the job, particularly at senior levels. It is a structured process which uses a series of probing questions to reveal a candidate's true potential, performance history and career objectives.

The Topgrading interview begins with an initial phone interview used to assess the candidate's qualifications, experience and interests. The second stage is a face-to-face interview used to explore the candidate's background further and delve into their motivations, goals and objectives. During the face-to-face interview, the interviewer will use the Topgrading methodology to further assess the candidate's answers, analyse their behaviour, and assess their performance.

The Topgrading interview process is comprehensive, robust and detailed. It is a great way to ensure that the best possible candidates are selected for the job. It not only helps employers find the best candidate, but also helps them to make sure that the candidate is a good fit for the organisation and its culture.

Overall, the Topgrading interview technique is an excellent way for employers to select the best candidates for the job. It is an effective tool that can help employers make informed decisions when hiring the best person for the job.

Aaron Wallis has published a comprehensive guide to Topggrading Interviews, and our guide includes:

Introduction to the Topgrading Interview Process

• Overview of the Top-Grading Interview Methodology
• What is the Topgrading Interview Methodology?
• When should an employer use Topgrading as an interview technique?
• How does Topgrading compare to a Competency-Based Interview or a Values-Based Interview?

How to Devise a Topgrading Interview Process

• How many Hiring Managers should be involved in the Topgrading process?
• What should you avoid in a Topgrading Interview Process?
• How do you score a Topgrading Interview?
• How do I Avoid Unconscious Bias in the Topgrading Interview process?
• How do I design my own Topgrading Interview process?

How to Prepare for a Topgrading Interview and Sample Questions

• As a candidate, how should I prepare for a Topgrading Interview?
• Sample Topgrading Interview Questions
• Conclusion

To read the guide, please visit: https://www.aaronwallis.co.uk/employers/advice/interview-best-practice/topgrading-interview-technique/