Employers Keep Screening Out Great Sales Candidates

When it comes to hiring salespeople, employers often have a laundry list of qualifications and traits they want in a candidate. From strong communication skills to a proven track record of closing deals, the expectations for a sales candidate are high. However, this strict screening process can often lead to overlooking great sales candidates who may not fit the traditional mold.

Why Screening Processes Can Be Flawed

Employers have good intentions when creating a screening process for sales candidates. They want to find the best fit for their company and ensure they are hiring someone who can successfully bring in revenue. However, this screening process can be flawed in several ways.

1. Relying Too Heavily on a Resume

Many companies rely heavily on a candidate’s resume to determine if they are a good fit for a sales role. While a resume can give a general overview of a person’s experience and skills, it can also be misleading. Some candidates may have all the necessary skills and experience, but their resume may not have been formatted or worded in a way that catches the attention of the employer. This means that the employer may be missing out on great candidates simply because their resume did not stand out.

2. Prioritizing Experience Over Potential

Another common mistake in the screening process is prioritizing a candidate’s previous sales experience over their potential. Employers may have a specific number of years of experience in mind and automatically reject candidates who do not meet that requirement. However, this narrow-minded approach can cause employers to miss out on candidates who may have the potential to be great salespeople but just haven’t had the opportunity to gain enough experience yet.

3. Disregarding Non-Traditional Candidates

Many employers have a specific idea of what a successful sales candidate looks like. They may only consider candidates who have a degree in sales or a background in the industry. This approach can lead to disregarding non-traditional candidates who may possess unique skills and perspectives that could be valuable in a sales role. It’s important for employers to be open-minded and consider candidates from different backgrounds and industries.

The Consequences of Screening Out Great Sales Candidates

When employers have a restrictive screening process, they are not only missing out on potential top-performing salespeople, but they are also limiting diversity in their sales team. By overlooking non-traditional candidates, companies may be missing out on new ideas, fresh perspectives, and untapped markets. This can ultimately lead to a lack of innovation and growth for the company.

Moreover, the strict screening process can also affect the company’s bottom line. If an employer continues to reject potential sales candidates because they don’t fit their specific criteria, they may end up with a shortage of qualified salespeople. This can result in missed opportunities, lost sales, and a decrease in revenue.

Alternative Ways to Evaluate Sales Candidates

Employers can improve their screening process by implementing alternative methods to evaluate sales candidates. Here are a few ideas:

1. Conduct Behavioral Assessments

Behavioral assessments can provide a better understanding of a candidate’s personality, work style, and potential to succeed in a sales role. By looking beyond a resume and evaluating a person’s behavioral traits, employers can get a better idea of how well a candidate may fit into their team and how they may approach sales.

2. Utilize Simulations and Role-Playing Exercises

Instead of relying solely on an interview and resume, employers can put candidates through simulations and role-playing exercises to see how they actually perform in a sales scenario. This can provide a more accurate representation of a candidate’s skills, confidence, and ability to close deals.

3. Consider Referral and Networking Opportunities

Referrals from current employees or networking events can be a great way to find non-traditional sales candidates who may not have even thought about applying for a sales role. These candidates may have unique skills and experiences that make them a great fit for a sales position.

In Conclusion

Employers must re-evaluate their screening process for sales candidates to avoid screening out great talent. By being open-minded and implementing alternative evaluation methods, companies can attract a diverse range of candidates, improve their sales team, and ultimately drive business growth and success.