Welcome to The Fordyce Letter:
A disconnect exists between sales managers and recruiters that causes challenges for both. Together, they can resolve this issue by creating their company’s Sales Talent Screening Program.
Candidate screening is one of the most difficult tasks that recruiters and managers face. Most will tell you that screening sales talent is the toughest of all. Why? Sales people are trained in the art of persuasion. They know how to provide the desired responses to the questions. Even more daunting is when you are interviewing sales people that worked for a competitor. These sales people know the language and industry buzz words making it even more challenging to screen them. Fret not! It is possible to successfully screen sales talent, but there is work to be done before you even look at a résumé.
Last week I went to pay some bills online. I looked at my account and realized there were charges listed that I had never made. I called the bank immediately. We shut down all of my accounts and opened new ones.
This year will mark my fourteenth year in the staffing business. They say time flies when you are having fun, and I feel lucky to be able to make a living helping people find rewarding opportunities. But had it not been for some wise advice from my father, and a recruiter I never met in person, I may have never landed in this business.
In my last article about hiring salespeople 
Every now and then I have an encounter with a sales professional that is so off base and incongruent with my dominant buying motivation that the lack of training, focus, and need for improvement is written across their forehead.
This is a time when many organizations are scrambling to produce sales. Some will be successful and some will not. Sales success and trust-building skills go hand in hand; yet, a salesperson’s ability to develop and maintain trust often goes unmeasured in the pre-hire phase.
