Aman Mann

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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Recruiters – phase progression is essential for cold calling mastery. Because each phase of your call should be designed to get you to the next phase. Where the call is broken down into mini objectives (aligned with each phase.) So although your primary objective may be to book a follow up meeting. Your first objective is actually to make a good enough first impression that the prospect gives you 30 seconds of their time. And once you’re “earned” those 30 seconds, your next objective is to pique their interest enough to earn another 60 seconds. Leading to your next mini objective: to earn 3 minutes (where the call becomes an actual conversation.) Which is when you have a strong likelihood of being able to achieve your primary objective: booking that follow up meeting. So start thinking about your cold call in the form of phase progression. And align your talk tracks super tightly to each mini objective. Meaning it becomes really easy to identify where your calls are falling down. Enabling you to zero in on your biggest leverage points. Which ensures continuous improvement (and eventual cold calling mastery.)

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The top benefits I see from using video CV submissions with my clients… ⭐️ Improved assessment quality from hiring managers getting more in depth insight than a CV (compiling focused questions also allow candidates to share their experience with that specific topic) ⭐️ Scalability Not only can this be brilliant with volume hires but is a great way to further shortlist when there’s high numbers of applicants ⭐️ Stronger assessment for culture fit Such a good way to effectively replace the ‘get to know’ interview and have those basic questions as part of the the video interview submission What’s your thoughts on video interviews as part of a submission process?

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