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Hiring a Salesperson & Importance of Training.

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1.You must choose between two sales recruits. One has scored very high in terms of the quality of his interview, but not very well on the series of psychological tests to predict qualities the firm thinks are necessary for success. Another person did well on the psychological testing, but not very well in the personal interview. All other things being equal, which one would you hire, and why? What do you think the strengths and weaknesses would be of the one you hired?

2. "Salespeople are born, not made. It's futile to try to train a person to be a salesperson, so I don't." How would you answer a sales manager who said this to you if you were trying to get her or him to hire you as a sales trainer?

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Solution Summary

This solution is based on a scenario involved with choosing between two salespeople, one who did well in the interview but not on psychological tests, and the other who did well on tests but not in the interview. It also discusses whether sales is inate or trainable.

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1. The biggest hiring mistakes are not in who you hire but in failing to identify a problem employee and letting him or her go promptly. That said, I would choose the sales recruit that scored the best in terms of quality of his interview. He could have fared poorly on the psychological tests for a variety of reasons including literacy skills, cultural background, or through a misunderstanding of the questions. Much of the sales position is the ability to go out and interact with people. A sales person's ability to present himself in a positive manner through strong interpersonal skills is a key strength to doing well on the job. I would be concerned hiring someone who presented him or ...

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Sally Baldwin, Ed.D
Education
  • BA, University of Southern California
  • MSS, United States Sports Academy
  • Ed.D, Boise State University
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