Making For Better Sales Interviews
To ensure an unbiased sales recruitment process, it’s crucial to deploy a strategy that’s as precise as a sniper’s aim and as balanced as the scales of justice. Here’s how:
First, anonymize resumes. Strip out names, schools, and any other identifiers that can trigger unconscious bias. We’re looking for talent, not a pedigree. It’s about what you can do, not where you’ve been or who you know. This isn’t a regatta; it’s the business world.
Second, standardize interviews. Craft a set of questions that every candidate gets asked. This isn’t a jazz improvisation; consistency is key. You want a level playing field, not an obstacle course tailored to insiders. Implement practical tests relevant to the job. Sales is about results, not charm. Can they sell ice to Eskimos or are they just selling you?
Third, leverage diverse panels. If your interview panel looks like the cast of “Mad Men,” you’ve already lost. Diversity in your panel promotes diversity in thought and mitigates groupthink. Different perspectives uncover different facets of a candidate’s potential.
Fourth, use data-driven decision-making tools. This isn’t a gut feeling contest. Utilize performance data, predictive analytics, and structured assessments to make informed decisions. It’s the digital age; let’s act like it.
Fifth, ongoing training for your hiring team on unconscious bias. Bias is like a weed; if you don’t keep pulling it out, it will take over the garden. Regular training ensures your team is sharp and aware of their own biases.
Finally, feedback loops are essential. Post-hiring, analyze your process. Who got hired? Who succeeded? Adjust your recruitment strategy based on outcomes, not intentions. The goal is continuous improvement, not a pat on the back for trying.
In summary, an unbiased sales recruitment process requires a combination of anonymization, standardization, diversity, data-driven tools, education on biases, and relentless self-evaluation. This isn’t just about being fair; it’s about being smart. Talent is distributed evenly; opportunity isn’t. It’s your job to bridge that gap. Be the change you want to see in the business world.
Brian Fink is the author of Talk Tech To Me. He takes on the stress and strain of complex technology concepts and simplifies them for the modern recruiter. Fink’s impassioned wit and humor tackle the highs and lows of technical recruiting with a unique perspective — a perspective intended to help you find, engage, and partner with professionals.
