Once you find someone whom you think will do the job, get an offer to him quickly, even if it’s the first person you interview. It’s not necessary to wait until you have someone to compare the candidate with. The right person is the right person. Move on your instincts.
You want to get this person off the street and into your stable quickly. Most candidates have resumes floating around on several mediums and a good candidate will attract good companies.
Every day that goes by since that defining interview will find the candidate’s interest waning. Interview him twice on the same day if that’s what it takes to make up your mind about a top-notch candidate.
If you don’t move quickly (you snooze), someone else might grab the candidate (you lose).
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Brian Jeffrey is the creator of the Sales Temperament Assessment. For over 20 years, companies have used this tool to assess thousands of salespeople and make even better hiring decisions. Brian has spent over four decades in sales as a salesperson, sales manager, consultant, sales trainer, professional speaker, and writer. Brian is the author of over 100 articles on sales and sales management. |
