Page 46 - gs140502
P. 46
Education
If someone's phone presence was
The thread of your core values begins average, sales experience was called
into question. As much as I would
to interweave through your staff and love for retail experience to count
toward telesales experience, there is
create the seeds to a genuine corporate a fundamental difference between
the two roles. The sale in retail
culture. It is that cohesion that allows traditionally starts with the customer
you to break away from teaching what initiating first contact. In telesales
the agent starts first. Candidates
to do and realign your focus toward with less than stellar phone presence
had to work a bit harder to prove
how to do it. they had the mettle to persevere in a
demanding outside sales position.
I received countless inquiries from
candidates seeking customer service
Prescreening rep or receptionist positions. Even
"What caught your eye about the position?" always opened the door to the with big bold letters spelling out
candidate's personal elevator pitch. That general opener helps reveal the "Sales Position" in the headline and
body of the advertisement, people
interviewee's motivation to seek employment, potential ambitions and ability
to communicate eloquently. If the candidate opened with, "I seen your ad," the would still call in for a reception job
and boast about their attention to
conversation would end quickly.
detail.
Once someone's phone presence was approved, questions about typing speed Talent versus ambition
and comfort with computers were next. If a candidate seemed hesitant about
his or her computer proficiency, asking about the keyboard shortcuts for "copy" Hiring with a limited budget kept us
and "paste" provided a quick assessment for median competence. in the shallower side of the candidate
pool. Personality trends began to
emerge as more agents passed the
first round of our screening process.
Everyone has unique qualities but
two polarizing traits were showing
face more often. Both had pathways
that could lead to success. Each had
unique characteristics that required
distinct prodding for skills to
advance.
The semi-experienced, eager-to-learn
candidates show promise because
they are willing to absorb and apply
your methods. The challenge is
to cultivate their inner passion to
develop the elusive "sales personality"
that I believe resides in everyone.
The difficulty is uncovering that
personality fast enough to quickly
find a return on investment.
Sometimes the inner salesperson
is buried too deeply and does not
emerge before the first progress
report. When it does, however, that
candidate is loyal, efficient and
capable of professional growth.
The experienced, talented candidates
show passion and comfort with
sales presentations. They are almost
always hired because of their natural
interview skills and influential script
46
If someone's phone presence was
The thread of your core values begins average, sales experience was called
into question. As much as I would
to interweave through your staff and love for retail experience to count
toward telesales experience, there is
create the seeds to a genuine corporate a fundamental difference between
the two roles. The sale in retail
culture. It is that cohesion that allows traditionally starts with the customer
you to break away from teaching what initiating first contact. In telesales
the agent starts first. Candidates
to do and realign your focus toward with less than stellar phone presence
had to work a bit harder to prove
how to do it. they had the mettle to persevere in a
demanding outside sales position.
I received countless inquiries from
candidates seeking customer service
Prescreening rep or receptionist positions. Even
"What caught your eye about the position?" always opened the door to the with big bold letters spelling out
candidate's personal elevator pitch. That general opener helps reveal the "Sales Position" in the headline and
body of the advertisement, people
interviewee's motivation to seek employment, potential ambitions and ability
to communicate eloquently. If the candidate opened with, "I seen your ad," the would still call in for a reception job
and boast about their attention to
conversation would end quickly.
detail.
Once someone's phone presence was approved, questions about typing speed Talent versus ambition
and comfort with computers were next. If a candidate seemed hesitant about
his or her computer proficiency, asking about the keyboard shortcuts for "copy" Hiring with a limited budget kept us
and "paste" provided a quick assessment for median competence. in the shallower side of the candidate
pool. Personality trends began to
emerge as more agents passed the
first round of our screening process.
Everyone has unique qualities but
two polarizing traits were showing
face more often. Both had pathways
that could lead to success. Each had
unique characteristics that required
distinct prodding for skills to
advance.
The semi-experienced, eager-to-learn
candidates show promise because
they are willing to absorb and apply
your methods. The challenge is
to cultivate their inner passion to
develop the elusive "sales personality"
that I believe resides in everyone.
The difficulty is uncovering that
personality fast enough to quickly
find a return on investment.
Sometimes the inner salesperson
is buried too deeply and does not
emerge before the first progress
report. When it does, however, that
candidate is loyal, efficient and
capable of professional growth.
The experienced, talented candidates
show passion and comfort with
sales presentations. They are almost
always hired because of their natural
interview skills and influential script
46
