Testimonials
Mick McGary, Operations Manager Toyota Material Handling (VIC) Pty Ltd
Just wanted to say thank you to yourself and the team for a great training experience. I have just been reviewing Thursday and Friday's sessions with our people and the feedback has been terrific. Last weeks, sales fitness sessions combined with our training this morning, I believe will give us a substantial competitive edge in the market place. I have attended many training ...read more
"We must become the change we want to see."
Mahatma Gandhi
Mahatma Gandhi
"Our people feel enriched and now have the ability to look at themselves personally- not in an overly self critical way but in a way which helps us understand how we can turn our weaknesses into strengths. They helped us examine our culture so we can make positive changes to how we recruit and work with our people now and in the future."
Managing Director, Cellplex
Managing Director, Cellplex
Behavioural Interview Questions |
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Research
Research is clear – "The best predictor of future behaviour is past or current behaviour". Questions around "how would you deal with..." Or, "in your view..." generate a good conversation but are not the way to go if you want to select the best candidate. Interviewing Sales Professionals Conducting thorough and evidenced based interviews when recruiting sales people can be tough and sadly, most sales recruitment processes fail because managers often use the 3 least predictive processes for assessing candidate competence: 1) resume screen, 2) unstructured interview, and 3) unstructured reference check. Following this approach is leaving sales recruitment to chance. Making sure you have the right person, in the right position, at the right time, takes much more than a crystal ball. It takes knowledge of effective interviewing skills, and the ability to implement them. Best Practice recognises that one of the most effective approaches for interviewing is Behavioral Interviewing. It works off the premise that future behavior is best predicted by past behavior. To be sure that a candidate has the capabilities needed to perform the job, you need some degree of proof that they have demonstrated these capabilities in the past. A behavioral interview is a series of open-ended questions that help you obtain a good picture of a person's capabilities in previous positions. Built of the back of Barrett's Sales Competency Dictionary, we have developed a series of Behavioural Interview Questions for a variety of client facing roles including sales, customer service, sales management, leadership, client services, and allied roles. Barrett Behavioural Interview Guides includes:
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