Is there an authentic person behind the CV?
Have you ever interviewed a sales person and the reality is markedly different to what you saw in their CV?
How much frustration does it cause, knowing you’ve wasted an hour (or more)!
It’s never been easy to find the perfect sales hire from CVs/ résumés or applications alone.
Aside from the limited scope and space such mediums provide to convey “a person”:
- Recruiters, partners, friends and experts might all have helped to write or fine-tune the candidate’s application documents and/or covering letter.
- The “voice” you read, might not be the voice of the person you’re about to engage.
- The research you think they’ve done, might not be the fruit of their labours.
- Even the enthusiasm you sense, might be someone else’s.
Now:
- It’s become harder still.
- The problem isn’t just potential humans in the background.
- You’ve got to worry about artificial intelligence’s impact too!
AI’s impact
With Chat GPT and résumé-builder ai tools, it’s even more difficult to know what a candidate truly knows. To assess who they truly are – as opposed to what ai imparts for them to pass on and present.
AI is wonderful. Truly. If you aren’t already using it to make your own job easier, you should be. You’re missing out, and you’re likely working harder than you need to.
But AI has changed everything. Dramatically. And it will continue to do so.
You need to recognise that. You need to address it. And the sooner you do both, the better. But how?
Your problem
This is your recruitment problem in a nutshell:
- Applicants are using Chat GPT, or similar tools, to answer questions in applications and/or to write their CV or résumé.
- This is making application documents more generic and pseudo perfect.
- Which, in turn, is making it harder to differentiate.
- Everyone looks like the perfect hire.
- How do you separate the wheat from the chaff when everyone looks and smells like wheat?
Clearly, you could interview candidates.
You probably will interview some candidates (and we’d certainly recommend that, whichever approach you use).
But you can’t interview all of them!
So, how do you drill down?
How do you create a short-list when the usual determiners are no longer reliable?
How do you know who the true super stars are, when the people you see described on the applications and CVs all look equally shiny and bright?
Your Intelligent Solution
Objective Management Group’s (OMG) Sales Candidate Assessment can help you to spot the differences.
It will show you the person behind the application.
Using intelligent programming and questioning, based on years of OMG’s sales specific expertise, it will do the work for you.
Based on candidates’ answers, it will look behind the façades and “recommend” the best candidates for the job.
And not just for any sales job; for your specific sales vacancy.
For you, it’s a double win.
You find those applicants whom:
- objectively are great sales candidates with excellent core sales skills; AND ALSO
- are most likely to best suit your specific role and organisation.
We’ve already helped others. Let us help you too.
Here’s how
All you need do is buy a licence from Toggle Switch.
We’ll send you a link for applicants to complete.
Once they’ve done so, you’ll receive a short list of “recommended” candidates, together with suggested areas to probe in interview.
We can walk you through the process. We can also provide tips and pointers on how to best to advertise the role (which can make a real difference to visibility and potential candidate “bite”).
It’s not only simple, it’s objective and reasonably time and cost-light.
Still not sold? Here’s the clincher…
Statistics prove that using a tool like OMG’s Sales Candidate Assessment is not only much more likely to reveal the best candidates, but that those “recommended” candidates are ALSO less likely to move on.
Less attrition = Less wasted time, cost and opportunity.
Think of the resources potentially saved via:
- No recurring recruitment costs
- No recurring onboarding costs.
- Having a great person in role from day 1 onwards.
The research speaks for itself:
- 72% of OMG Recommended Candidates were Top Performers
- 0% of OMG Not Recommended Candidates were Top Performers.
- 9% attrition for Recommended Candidates.
- 33% attrition for Not Recommended Candidates.
- Sales-specific assessments are 3x better than just relying on a traditional interview.
What are you waiting for?
Don’t delay. Get in touch with me, or my colleague, Louis today.
We’re here to help with licences and with all other aspects of sales candidate recruitment, coaching and training.
More sales hiring tips from Toggle Switch are available here and here, and additional knowhow from OMG here.
We can’t wait to be part of the journey as your business goes from strength to strength.