5 ½ Reasons Why You Should Include Simulations in Your Hiring and Training Processes
People are your most precious resource. Nobody WANTS to make a mistake in hiring or promotions. When it comes to training Andy Grove, the Intel visionary, said it best, “The most important charge a good manager owns is the responsibility to continuously train his/her employees.”
Below are the 5 ½ reasons why simulations should be an integral part of your hiring, promotion and training processes.
The 5 to 1 Ratio
A mis-hire/promote costs the company 5 times the candidate’s annual compensation ($50,000 salary costs the company $250,000).
With training its just as easy to see the ROI. A business parable for you:
CEO said to the CFO ‘We have to train our people to get better.’
CFO says ‘Yea but what if we invest time and money to train them and they leave us to go to our competitor?’
CEO shoots back ‘What if we don’t train them and they stay?’
Whether it is a mis-hire or a less than adequately trained employee the impact on client relations, revenue, productivity, supervision time and morale is negative and it is huge.
The Power of Proof
Have you ever had an interview where the person told you they couldn’t do the job? Or have you ever had a person who “stretched” their abilities in the interview and as a result you were cleaning their messes for days, weeks or months after?
A best practice simulation provides you “Point-to-Point Correspondence” with the job. When the activities found in the simulation are a replica of activities that are required on the job, you get an accurate portrayal of skill level.
This is also why simulations are critical to training. Do you really want salespeople “practicing” on customers? Of course you don’t! General George Patton once said “The more my troops sweat in peacetime the less they bleed during combat.” Simulations are a must in all continual development.
How do They Handle the Debrief
Once they perform in the simulation how do they respond to constructive criticism? Are they thin-skinned? Do they gloat? Is their self-confidence warranted? Many times, you find out the best and the worst of people by observing how they handle coaching.
It also opens a window to know how they learn best. Through the Debrief you will discover what they will and won’t respond to. This can be invaluable as you continue to train and develop your team.
Go to the Video
When recorded, simulations help reduce, if not remove bias and subjectivity in the hiring process in one BIG way, “The eye in the sky does not lie.” You don’t want a he said/she said situation in any business scenario, but especially in simulations.
Here’s a great example of the benefit of recording simulations: A hiring manager who got a ‘good hit’ off a candidate, in an interview, might get a completely different feeling after watching a recorded simulation. The candidate might be the most charming person in the world, but when the time came he didn’t have the skills he trumpeted. In any business, that is a disaster averted.
Recorded simulations are irreplaceable in training as well. There is nothing better than being able to go back and review specific areas for either praise or correction. Plus, reviewing with individuals their recorded progress or regression is a very powerful training tool.
Even if somebody is an A-Player it does not mean they are perfect. Too many onboarding programs fail to adapt to the candidate, thus slowing the speed to effectiveness of the new hire.
Simulations don’t just weed out bad candidates. They also help you to assess a good candidate’s specific strengths and weaknesses in a hyper-accurate way. This allows you to design/implement an onboarding process to speed them to productivity. Not to mention it helps in offer decisions like salary negotiations.
5 ½. Positioning Your Company as the Best
The War for Talent is upon us and there are only so many A-Players out there. The mistake most organizations commit is purposefully making the hiring process easier out of fear of losing the candidate.
Thomas Payne said, “What we obtain too cheap, we esteem too lightly: it is dearness only that gives everything its value.” Being with the BEST requires paying the PRICE. Candidates learn respect for the position and respect for the company by demonstrating how seriously the company takes the hiring process. The best candidates don’t want to be with some company that just rolls over. Remember everybody wants to belong to The Club that is impossible to get in.
87% of people who voluntarily (i.e .Quit) leave a company do so because of a lack of growth and development opportunity. Its human nature to want to improve, to develop new skills, succeed and advance. If you have good people, make them better.
Use simulations to continually train and develop your team. And you know what they call the company with the top employees… they call that company the BEST!
To ensure you are hiring A-Players and for training to be impactful and ‘sticky’ both have to be closely tied to how things are actually done in your organization. This is why simulations are such a critical management tool.
Hiring A Sales Superstar: Checking References
Our character is an omen of our destiny, the more integrity we have and keep, the simpler and nobler that destiny will be.
It always amazes me to find out how FEW sales managers actually check references. I’m all for trust, but can you really believe everything an interviewee is telling you? What really scares me is that I think it is more about being lazy/busy than trust. I heard a great line the other day, “We never have enough time to do it right, but we always have enough time to go back and fix it.” Let’s start doing it right the first time and eliminating unqualified candidates from ever darkening your office door again.
After completing the phone screen and prior to scheduling the 1st in-person interview, let the applicant know you need their references and that they will be checked before the first interview.
Yes, I said checking references should be done BEFORE the 1st in-person interview. Why you ask… Do you want to waste your time in an interview with somebody who doesn’t have good references? I thought so… Also this has 2 additional benefits 1) It scares away anyone who doesn’t have good references and is either going to manufacture them when needed or hope you forget to ask and check. 2) It also tests the preparation of the applicant — letting you know just how proactive this person is. Either benefit really pays for itself in time investment ten fold in return.
Making the Calls: There is a definitive art to making reference calls. Most people will only give you perfunctory information out of fear of getting sued. Your job is to relax the person you are talking to and make it a conversation, not an interrogation. People like to give their advice so if you ask questions that put them in the role of advisor and not former employer we are more likely to gather the info we need.
Questions You Should Be Asking In No Particular Order (Remember Conversation Not Interrogation)
- Could you describe your company’s culture?
- What makes a great sales rep at your company?
- What questions do you ask when you are calling about references? (after asking this make sure you follow their suggestions for at least 2 questions befoe you return to your own agenda)
- How would you compare _____with the best sales people in your company?
- How did _____function best? Clarify: Was it as member of a team or as a great salesperson?
- Is ____eligible to be rehired? If not Why?
- Would you enthusiastically recommend ____?
- What, if anything, distinguishes _____ from the best salespeople at your company?
- What do you think we can expect from ____ if she/he works for us?
You’ll rarely get all of the details about a candidate. So before you make the reference call try this tactic. Call their direct line whenever you are sure they won’t be there and leave this message: “____ is applying for a sales position at out firm. Your name has been given to me as a reference. Please call me back if this person was outstanding.” If they do not call back, follow up with an actual reference call during regular hours and ask if they got the message and if there was a reason they did not call you back.
Remember to either record or take detailed notes about the call. You may get a sterling recommendation, but that is not the overall goal of the call. You are determining if this person will be a Sales Superstar. Test what the reference said about the candidate. Incorporate specific questions and simulations, based on a references answers, into your interview process.
You never know what might be the one factoid that trips up a phony. One detail that saves you and your company thousands of dollars, hundreds of manhours and lost customers just because somebody “interviewed well” and you didn’t have time to check their references.
Okay on to the first interview. The next post we will be discussing the setup and how to incorporate what you have learned so far into the questions that are needed to assure you of hiring of a Sales Superstar!