When it comes to recruiting and selection, hiring managers will often focus too much time and effort on finding sales/management candidates, but not enough time on selecting the right fit or best candidate for a position they are attempting to fill.

Moreover, what could be construed as a hiring problem; the ominous…"I can’t seem to find enough good candidates" issue, can actually be a retention problem due to bad working conditions or a poor corporate culture. There are times when a possible error in judgment comes into play when hiring managers focus only on sourcing candidates but spend very little time looking internally at reasons why employees are leaving the company on their own accord. In other words, at its core, the problem could be a retention problem disguised as a recruiting problem.

When a recruiting problem is prevalent in the sales organization, more times than not, the problem stems from poor decision-making combined with the lack of a solid recruiting process.

Often, hiring managers focus too much attention on finding or sourcing candidates but not enough attention on the actual process of selecting the right candidate. Going with "your gut" during the hiring process can be a recipe for disaster unless you have a solid recruiting and selection process in place. The purpose for developing such a process; is to deliver repeatable and measurable results to ensure you recruit the best possible sales and management talent for your organization.

The Sales Advisory Board’s portfolio of consulting solutions is based primarily on three key areas of your business pertaining to sales, sales management and leadership.

Our Sales Sounding Board service and Sales Management Outsourcing solution focuses on specific areas within your organization imperative to long-term success. This includes but is not necessarily limited to the following areas:

Recruiting and Selection Background Checks Candidate Profile Hiring Process Interviewing Strategy Profiling Sourcing Testing