In the 2nd article in this series (August 28 - Identifying and Selecting the Right Sales People – Objectively!) we described the three critical components required to successfully select the best talent - define and determine Eligibility, assess Suitability and the all-important Interview. While we recognize the weaknesses related to the lack of clarity when defining eligibility and the deficiencies in objectively assessing appropriate suitability characteristics and competencies, the absence of professional interviewing competence is the most troubling. It is rare, when questioned, that an executive, middle manager or supervisor will admit that they are skilled in conducting interviews.  Too frequently, fairly common rules are broken when interviews are conducted and the ultimate cost is extremely high.

"When you're talking you only learn what you already know."

The aim of an interview is to engage candidates in a two-way dialogue so that you can further determine if the candidate is right for the job and if the job is right for the candidate. If the eligibility and suitability assessments have been conducted effectively in advance, than the interviewer should have meaningful insights into the candidate's potential. Too frequently interviewers spend the bulk of their time describing their company, the job and what they are looking for in an employee. While it is important to provide information to candidates and you want them to ask questions about the job, your primary purpose should be to learn and confirm everything you need to know to make a good hiring decision.

In most cases when considering viable candidates you will conduct multiple interviews; unless they are eliminated from consideration early on. Frequently an initial interview will be conducted by phone or video and while you'll have some eligibility information from a resume, you most likely won't have suitability information to consider. Your goal should be to screen candidates at this stage and either eliminate them or move them to the next step. Make sure you document what you learn as well as what questions you asked and how they responded.