Whether you are part of an alarm monitoring company, medical alert monitoring company or anywhere in the security monitoring industry, finding the right sales people can be difficult. If you need help before the hire, you should check out our article on how to hire top talent, but if you have hired sales people, but they don’t seem to be the right fit, the problem might not be the candidates.
After The Interview
You need a new sales person or even a new sales team yesterday. You’ve now interviewed a handful of promising sales candidates for your alarm monitoring company. Even though you are in a rush to hire someone, doing your due diligence will save you, and your alarm monitoring company time and money.
After your interviews, it is important to conduct proper background checks on all of your candidates. You have to remember, you are interviewing sales people, and in an interview, they are there to sell themselves. You don’t want to hire someone and find out they can’t receive their alarm license because of a legal issue from the past. When you find this information out too late, you might have to begin the whole hiring process over again, which is time consuming and a waste of money.
If the background check comes back clean, then you should search through your applicant’s social media accounts. This can be a good indicator whether or not the applicant will be a proper fit for the position, and it helps to line up what the person said in the interview with their actual personality.
You’ve now got a clean background check and the applicant’s social media accounts look clear, it's time to make some reference calls. This might seem like a step you can skip because most applicants put references down that will cast a positive light on them no matter what. But if you ask the right questions, you might be able to gather more information on your applicant and whether or not they are a good fit.
For instance, instead of asking, “was Bill (applicant) a good sales person?” ask “what type of salesperson was Bill?” Since the reference probably doesn’t know much about the position, this leaves them with only the information they know about Bill, instead of picking and choosing the right adjectives to use when describing Bill.
You should ask questions to validate what was said during the interview. “Can you explain how Bill landed the XYZ account?” This way, you’re making sure that what Bill told you in the interview actually happened, instead of taking his word for it.
Finally, ask open-ended questions that don't give the reference a way to deliver a canned answer. These types of questions don’t lead the reference to a particular answer, and you’ll gather more information that way.
The Cost For Your Alarm Monitoring Company
According to the US Department of Labor, a bad hire can cost up to 30% of the employees annual salary. But the cost goes much deeper than that. You must take into account the lack of productivity costs your company money compared to a productive hire. Also, on-boarding and recruitment costs also begin to add up when you have to start the hiring process over because of a bad hire.
Don’t make bad hiring decisions. Hire top talent by doing your due diligence, even when you’re in a hurry. And if your company does its due diligence, you’ll learn that partnering with AvantGuard is a smart choice for wholesale monitoring for your security company.
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