{"id":1533,"date":"2013-09-23T05:35:56","date_gmt":"2013-09-23T05:35:56","guid":{"rendered":"https:\/\/www.peaksalesrecruiting.comblog\/sales-hiring-reference-checks\/"},"modified":"2018-01-31T19:43:01","modified_gmt":"2018-01-31T19:43:01","slug":"sales-hiring-reference-checks","status":"publish","type":"post","link":"https:\/\/www.peaksalesrecruiting.com\/blog\/sales-hiring-reference-checks\/","title":{"rendered":"Are you wasting your time with reference checks on sales hires?"},"content":{"rendered":"
\"Reference<\/p>\n

Reference Checks<\/p>\n<\/div>\n

Reference checks are one of the most critical ways to validate the traits and performance abilities of a potential sales hire (see The Importance of Reference Checks in Sales Hiring<\/a>). Unfortunately many companies make up their mind to hire someone and then perform only cursory reference checks or, surprisingly often, none at all.<\/p>\n

Most sales people, even the poor performers, are often able to come up with what appear to be good references. Here are the three biggest pitfalls that will prevent a hiring manager from getting useful insight from a reference check:<\/p>\n

    \n
  1. Not speaking to former managers<\/strong> \u2013 Many sales people will provide peers, customers, and indirect bosses who can\u2019t effectively speak directly to what it was like to employ the sales person and their specific habits and behaviors.<\/li>\n
  2. Only checking one reference<\/strong> \u2013 Candidates will usually provide their three best references who have likely been coached to say complimentary things. A wise hiring manager not only calls all of the provided references that are provided, but also seeks to find other people who have been exposed to the rep and can \u00a0cross references answers and provide support for achievements.<\/li>\n
  3. Failing to ask behavioral questions<\/strong> \u2013 Often reference checks involve confirming a candidate\u2019s employment dates, attendance habits, and one or two weaknesses, but fail to key in on the specific behaviors that made the rep successful. Asking for examples where the person displayed desired behavior not only ensures some degree of honesty (because it is difficult for anyone to anticipate these kinds of questions and fabricate answers), but also gives you detailed insight into how the rep will behave if they join your team.<\/li>\n<\/ol>\n

    To make the most of your reference checks on potential hires, be sure to be thorough and avoid these reference checking pitfalls.<\/p>\n

    To your success!<\/p>\n

    \u00a0<\/p>\n

    relpost-thumb-wrapper <\/p>\n

    <\/p>\n
    \n

    Related posts<\/h3>\n
    <\/div>\n
    <\/div>\n

    <\/p>\n

    <\/p>\n
    \n
    <\/div>\n
    7 Success Characteristics That Define Top Performers<\/div>\n<\/div>\n

    <\/a><\/p>\n

    \n
    <\/div>\n
    4 Interview Process Steps for Hiring Top Performers<\/div>\n<\/div>\n

    <\/a><\/p>\n

    \n
    <\/div>\n
    How to Hire Salespeople Outside Your Industry<\/div>\n<\/div>\n

    <\/a><\/div>\n

    <\/p>\n

    <\/div>\n<\/div>\n

    <\/div>\n

    close relpost-thumb-wrapper <\/p>\n

    \n