There are many factors to consider when hiring salesmen for your company. Whether you are offering IT support in San Francisco or any other service there’s no question that you want to hire the right people for the job, but there is also no need to try and “reinvent the wheel” when doing this.
In most cases, the old-fashioned one-on-one interview is the best way to find qualified candidates. However, for companies who think they need to evolve with the times, they may think that using professional personality profiles is the best course of action. In most cases, this doesn’t work out as planned.
The Problem with Personality Profiles
If you try to use personality profiles to hire salesmen for your company, you’re going to discover quickly that this isn’t an efficient or effective manner. In fact, this method often results in the opposite of what you intended.
Most personality profiles wind up keeping qualified people out of the running. This is because these complicated profiles are virtually impossible for a candidate to get right. In many cases, the employees that manage them have to give candidates the answers, so they pass. If this happens, you don’t get any insight to the person or their real strengths and weaknesses— this means the ability to weed out unqualified candidates is nonexistent.
As a result, many unqualified individuals are hired. It doesn’t matter whether they meet the job requirements or not, it doesn’t matter whether you are trying to fill a sales position in a company offering IT support in San Francisco or a sales position in a company offering any other service for the Bay area, this business practice may result in reduced sales for your company.
Hiring the Right Way
Moving away from the traditional methods of hiring typically never works out how a company expects. However, because they invest time and money into this new effort, they don’t want to abandon it without exploring all the options.
The fact is, a one-on-one, face-to-face interview is one of the most effective ways to learn about a candidate. During this interview the HR manager can easily see their strengths and weaknesses, determine how they handle pressure and get to know whether they’re right for the job or not.
Is it Time to Go “Old School?”
Are you ready to find the right person, rather than hiring the wrong candidate time and time again? If so, then it’s likely time to rethink your hiring process. If you’ve revamped and updated your efforts to utilize new trends, this may be where you made a mistake. This means you need to think about whether it’s time to revamp your hiring efforts again and revert to methods that helped you find the right candidate for the job… or not. In most situations, when it comes to your hiring process, you should follow the adage, “If it’s not broke, don’t fix it.”
If you have any questions about this article, or you want to learn more about IT support in San Francisco, contact OneClick Solutions Group today!