{"id":54070,"date":"2022-06-30T12:36:24","date_gmt":"2022-06-30T11:36:24","guid":{"rendered":"https:\/\/www.salesstep.com\/?p=54070"},"modified":"2023-01-25T12:51:09","modified_gmt":"2023-01-25T11:51:09","slug":"wild-card-sales-candidates","status":"publish","type":"post","link":"https:\/\/www.salesstep.com\/en\/wild-card-sales-candidates\/","title":{"rendered":"WILD CARD SALES CANDIDATES"},"content":{"rendered":"
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SalesStep's recommendation for fulfilling sales vacancies more quickly <\/span><\/i><\/span><\/p><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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Due to the severe shortage in the labor market, entrepreneurs and recruiters are fiercely looking for new creative ways to fulfill their (sales) vacancies.<\/span>\u00a0<\/span><\/p>

At SalesStep, we are experiencing this as a significant increase in the number of requests for candidate sales assessments.<\/span><\/p>

The use of online assessments has skyrocketed in recent years. And within recruitment processes, assessments are too often used after the first or second interview (as a \"sanity check\"). \n\nHowever, many candidates do not make it through the first selection round because they often do not have the right sector expertise or experience. We see this, particularly in the ICT, Finance and Manufacturing sectors.\u00a0<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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Our recommendation & observation:\n\n\n1)\tHiring managers can also deploy online assessments earlier in the recruitment process, hence just after the sanity check but before the interviews. \n\n\n2)\tIn addition, these recruiters or hiring managers could stop with rejecting candidates who don't have the right education, sector expertise and or experience.\n\n\n3)\tWe see a remarkable number of what we call \u201cWild Card\u201d candidates who are still successfully hired and onboarded. \n\n\nWild card candidates are therefore hidden gems who, based on their resume, often are not invited to an interview due to a lack of sector expertise but still have a lot of potential. \n\n\nWith the insights gained by a SalesStep assessment, it is a lot easier to identify and highlight these hidden gems. Since the SalesStep report goes a lot further than the candidates resume and provides an extensive report on their Sales Drives, Sales Mindset, Motivational Drives, Sales Attitudes and Sales Skills as well as development potential and ambition. \n \n\nTherefore, we consider these Wild Card candidates as the hidden gems that could offer a solution in the tight labor we are in right now.<\/span><\/p>

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For that reason, we decided to investigate the success criteria for Wild Card candidates in successfully onboarding new Sales colleagues. We consulted 39 of our partners and customers worldwide with the following question:<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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What are the most crucial criteria to the successful hiring and onboarding of new salespeople?<\/span><\/span><\/p><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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We examined five selection criteria used by our customers and partners during the recruitment process. These criteria were:<\/span><\/p>\n