Choosing the right people to be part of an interview process is an important part of the puzzle. It’s vital to have people who can critically assess an individual in an unbiased way, but at the same time, it’s critical that that individual;<\/p>\n
A. Doesn’t have a hidden agenda<\/strong><\/p>\n B. Knows how to correctly assess the specific role that you are hiring for and has a detailed knowledge of that role<\/p>\n If you want to attract the best talent, choosing the people with the most aligned incentive to interview them is crucial.<\/p>\n Someone with a different agenda or who feels that their role is threatened by high-calibre talent has the wrong incentive and will push great talent away.<\/p>\n Also, ask yourself, is it wise to have someone who’s never sold anything interview a new sales hire?<\/p>\n These are essential questions to ask before you start any process as a “blocker” in that process can easily derail things without you necessarily even knowing it.<\/p>\n Before starting the interview process, have a look at who’s in that process.<\/strong><\/p>\n It might be the difference between finding your next superstar or missing out completely.<\/p>\n <\/p>\nARE YOU LOOKING FOR SALES PROFESSIONALS?<\/h4>\n