Alan McFadden

I've spoken with clients recently that have struggled to secure talent for their SDR teams. Unnecessarily lengthy interview processes, amongst general market conditions seems to be the main culprit for this. With attrition rates as high as they are, striking the right balance of thoroughly evaluating suitability and maintaining momentum in the process can be a tough one. Here's how I would structure a succinct 3 stage interview process that should cover off both: Stage 1 - Behavioral Interview with Talent Team/Hiring Manager via teams - Assessing Cultural Alignment/Understanding of the company - Opportunity to get to know the candidate Stage 2 - In person Sales Focused Interview with 2 x roleplays - Sales related questions to assess general understanding/competency - Roleplay #1 to assess ability to think under pressure, rejection handling etc - Roleplay #2 to assess coachability and willingness to take on feedback Stage 3 - Meet The Team / Informal Offer Realistically these 3 stages could be completed in 10-14 days tops, but does require a commitment from all parties to keep things moving. What are your thoughts?

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5 Comments

Chucking it out the window OR Peeing it up the wall? 4 recruitment businesses reached out to me about Vincere, who pay for too many seats on their current CRM contract and have no option to scale down. A LinkedIn Sales Nav search for UK Recruitment Businesses with 11 - 50 employees, using this technology provider, who reduced headcount in the last 12 months, showed that there were around 50 others ... That's 50 recruitment companies paying for too many licences at a time where costs keep rising! Money out the window for no reason ... If this is you, feel free to drop me a private message and I will see what I can do to help (it might mean buying Vincere.io 😁 - but I am also here for free advice on what to say to this vendor to get them to wiggle on your contract) Its Friday and its sunny - you could be spending that money down the pub!!! #recruitment #vincere #recOS

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3 Simple Tips for First-Time Recruitment Agency Clients... If you're new to working with a specialist recruitment agency, here are three pieces of advice to get you started: 👉 Be Clear About Your Needs: Provide a detailed job description and be open about your company culture. The more information you share, the better the agency can match candidates to your needs. 👉 Stay Involved in the Process: While the agency will do the heavy lifting, your input throughout the process is crucial for finding the perfect fit. 👉 Trust the Expertise: Be open to the agency's suggestions. They might introduce you to candidates with unconventional backgrounds who turn out to be perfect for the role. Agree?

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