Hiring the perfect sales team is quite a challenge. Sales recruitment, for one, plays a huge part in contributing to the growth of the company.
For quite a long time, sales leaders have utilized panel interviews in the process of recruiting qualified sales candidates that can hit targets and produce results, although many would question its effectiveness.
To address this issue, here are the pros and cons of conducting panel interviews during sales recruitment.
The Pros in Panel Interviews for Sales Recruitment
If one interviewer is capable of giving out productive insights during a sales recruitment interview, how much more can a panel of interviewers construct when joined together? If one misses asking an important question, the others can jump in and do so. As the old saying goes, two heads are better than one.
In a sales panel, there’s always a chance that not everyone agrees in one specific idea of a candidate’s characteristics, qualities, or qualifications.
Co-interviewers can either help in affirming or negating the possible outcomes of the interview. Constructive debates point out different points of view from separate standpoints. Discussions after sales interviews are valuable in reaching an effective decision in recruitment.
There’s Room For One Negative
If three says yes, the remaining one must say no.
They say that in a circle of decision-makers, there must always be room for the negative thinker. That one person is responsible for pointing out the possible negatives of current or upcoming events— in this case; the interviewer is tasked to envision the likelihood of a candidate to mess up in the sales field.
So, if, for example, there’s four of you in a panel, then one must think skeptically ahead. By doing this, you have higher chances of choosing sales candidates who can hit targets rather than those who might perform poorly in battle.
Extracts Rich Information
A series of questions from interviewers can extract more information from one candidate. Although most candidates dread this setup, and they tend to become less fluid in answering, they are still inclined to provide more insightful facts, giving them a higher probability of getting hired.
The Cons in Panel Interviews for Sales Recruitment
Panel Plays Safe
It’s difficult to tread on a safe track, especially when you’re dealing with your future sales team. Keeping it safe, that when most of your co-interviewers “like” the candidate and the rest also tend to agree, is not smart decision-making. It also goes with “disliking” a candidate only because the majority can’t see past a minor weakness.
A sales panel tends to sway like bamboos when made up of less assertive individuals. This is why your department must ensure that your interviewers are not only qualified, but they should also have the correct personality that will back up their skills in sales recruitment interviews.
Too Much Politics
If the panel doesn’t have a professional relationship, politics might come into play. Because aside from having the odds of giving favors, a hierarchy of power is also at risk. It’s safe to guess that one interviewer might want to show having a higher position compared to others.if and when this happens, the decision of the panel in hiring qualified candidates is on the verge of sinking one side after the other.
Team Up The Right Panel
Now, if you’re going to interview candidates with a panel, the key to having an effective process is teaming up the right interviewers. It’s not about the style of the interview, but who conducts the interview that matters most.
The pros and cons of panel interviews for sales recruitment can make it easier for you to build your panel. Use it as a guide, and you’re off to a great start.
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