This phase is two parts: the recruiter pre-screen and a behavorial phone screen. We ask the recruiter to complete a pre-screen to excite the candidate about the opportunity and to qualify against pre-determined characteristics.
The purpose of the behavioral phone screen is to understand how well the candidate can communicate. After all, the phone is a sales tool. Additionally, you want to understand if there’s a true mutual interest in further pursuing the conversation. Is the candidate just kicking tires or is there a genuine interest or underlying motivation to engage in the process?
On this call, there is zero need for the candidate’s resume. You just want insight into the candidate’s motivations, key successes, lessons learned, how he or she deals with adversity, and their motivation for pursuing the opportunity. You should also aim to educate the candidate on your company, goals, and personal experiences with both.
This is where the rubber meets the road when hiring account executives. The key focus in the chronological interview is the candidate’s resume and his or her specific background. It’s critical to walk through the candidate’s relevant work experience and to understand the themes that emerge across the opportunities. After you complete the interview, you should be able to clearly see a number of themes across the candidate’s experiences.
After you’re comfortable with a candidate’s qualifications from the chronological interview, it’s time to have the candidate run a 30-minute meeting and sell him or herself. If a candidate can’t sell him or herself, how can you expect them to sell your product or service?
The key parts of this presentation are:
“I have, in fact, hired almost 1,000 account executives. And not just your average AE, but people who went on to become extremely successful.”