{"id":1619,"date":"2012-12-07T07:13:28","date_gmt":"2012-12-07T07:13:28","guid":{"rendered":"https:\/\/www.peaksalesrecruiting.comblog\/the-importance-of-a-cross-reference-strategy-in-sales-hiring\/"},"modified":"2016-04-28T19:43:41","modified_gmt":"2016-04-28T19:43:41","slug":"the-importance-of-a-cross-reference-strategy-in-sales-hiring","status":"publish","type":"post","link":"https:\/\/www.peaksalesrecruiting.com\/blog\/the-importance-of-a-cross-reference-strategy-in-sales-hiring\/","title":{"rendered":"The Importance of a Cross-Reference Strategy in Sales Hiring"},"content":{"rendered":"

When we say that sales people often do their best selling during interviews, we know that we sound like a broken record, but that doesn\u2019t change the fact that getting past the sales job is a critical challenge in sales hiring. There are many ways to figure out the \u201creal\u201d salesperson during the hiring process, and few tests are more powerful and difficult to fake than a well structured cross-reference strategy. Notice the use of the word strategy rather than reference call?<\/p>\n

Typically at some point in the hiring process, a candidate is asked to provide references who are then called and asked to verify employment history. A reference strategy, on the other hand, seeks to cross reference a candidate\u2019s claims and other assumptions the employer has made during the interview process. Rather than simply calling the people provided as references, the right reference strategy involves the following;<\/p>\n

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