Informed Decisions

Uncover the Silent Superpower: 5 Strategies to Spot Active Listeners in Sales Interviews 🔍🦻 Active listening separates good salespeople from great ones. Here's how to identify this crucial skill during hiring: 1. Listen for the Unspoken 🤫 Present a scenario: "A client needs better CRM reporting." Average candidate: Jumps to product features. Great listener: Asks "Why is this important to you?" or "What specific insights are you looking for?" 2. Observe Throughout the Interview 👀 Do they: - Let you finish speaking? - Ask thoughtful follow-ups? - Seek clarification on vague points? These behaviors reveal true listening skills. 3. Ask for Summaries 📝 After complex discussions, have candidates recap key points. Look for accurate summaries and reframed issues. 4. Watch Non-Verbal Cues 🤔 Eye contact, facial expressions, and note-taking can reveal genuine engagement. 5. Test Retention and Connection 🧠 Say: "Earlier, you mentioned [specific point]. How does that relate to [current topic]?" Strong listeners will effortlessly connect the dots, showing they've been actively processing information. Which technique do you find most revealing? Share your experiences below! 👇 #SalesHiring #ActiveListening #InterviewTips #informedecisions

Recently, we shared the below pictures of all X Factor winners and asked you what they have in common. While their incredible talent was the most obvious answer, there was another striking pattern: most of them are beautiful. This observation isn't limited to the X factor; it extends to the winners of many other TV shows as well. This is a clear example of the "beautiful is good" bias, a cognitive bias where we subconsciously associate beauty with positive traits like intelligence, competence, and trustworthiness. But here's the kicker: this bias doesn't just influence TV show outcomes; it can also creep into our hiring processes. So, what can we do to avoid this bias in interviews? 1. Structured Interviews: Use a consistent set of questions for all candidates to focus on their skills and qualifications rather than superficial attributes. 2. Blind Hiring: Implement techniques like blind resume reviews to minimize the influence of physical appearance. 3. Diverse Interview Panels: Ensure a diverse group of interviewers to balance out individual biases. 4. Interview Intelligence: Use interview intelligence tools that will allow you to monitor different biases in your interview process. By taking these steps, we can create a more equitable hiring process where talent truly shines, free from the undue influence of appearance. 🔔 Don't let the algorithm decide what you see, Hit that bell icon on my profile to stay in the loop! #biashackimg #Interviews #informedecisions

Which Interview Question is Better? React accordingly and share your thoughts in the comments! #interviews #interviewquestions #informedecisions

Should candidates 'sell themselves' in interviews? Most say yes, but there's a fine line between selling and spinning. Watch this video for 3 critical watch-outs when assessing sales talent. #hiring #sales #informedecisions

Place your vote and share your thoughts in the comments! #sales #interviews #informedecisions

🚨 Cold calling is NOT dead. 🚨 In fact, it's alive and kicking💥 In our recent poll, 53% agreed that cold calling is still a crucial skill to assess during sales interviews. And guess what? They’re right. Why? 📈 Gong analyzed 300 million calls and found that cold calling nearly doubled email reply rates. That’s not a small boost — it’s a game-changer. 💡 A survey by The Daily Sales showed that for 47% of respondents, cold calling remains the main way of generating sales right now. Cold calling tests resilience, adaptability, and the ability to build connections on the spot. It’s a powerful way to open doors, create opportunities, and drive results. 👉 Want to identify candidates who won’t hesitate to pick up the phone and make that call? Drop"interested" in the comments, and we’ll share our guide to assessing cold-calling skills with you! #SalesSkills #Hiring #ColdCalling #informedecisions

Stella Belich, one of our longest-standing clients whose innovative approach to data-driven HR continues to inspire us, shares her experience working with Informed Decisions Interview Intelligence in a recent hiring process for a VP-level position. When hiring senior leadership, the stakes are high. We're honored to be Stella's trusted partner in building exceptional teams. #interviewintelligence #skillsbasedhiring #informedecisions

🎯 Ready to stop wasting money on sales hires who charm in interviews but fail to deliver? 💪 Join this 30-min webinar to learn how top organizations identify genuine sales talent. Spots are limited, so don’t wait! 🔥 Reserve your spot now and get ready to elevate your hiring strategy.

Should we provide candidates with interview questions in advance? Darren Bush contemplated this question in a recent post.  I have been contemplating with this question for a while myself and Darren's post encouraged me to dedicate some deep thought to it. So here are my guiding principals: 1. Make the interview process as reflective as possible of the actual work. 2. Equity over equality – provide adjusted support to those who need it. I'll start with making the interview as reflective as possible. In any position I can think of: 1. You don't get a script of the conversations you will hold or the questions you will be asked. 2. You need to deal with uncertainty and ambiguity. 3. You need to come prepared for meetings with minimal to no guidance. In the real work context, what you do know in advance is: 1. What meetings you have today, with whom, and the general goal. 2. When given tasks to perform, you usually have a limited timeframe and some guidance on how to proceed and which tools to use. Implications of this for interview preparation: 1. Candidates need to know who they are going to meet with (names and roles), the goal of the interview (e.g., understanding technical skills, motivation for the role), and the general types of questions they will be asked (technical, behavioral, dilemmas, and challenges related to the role). This provides sufficient information for preparation without encouraging scripted answers. 2. When candidates are asked to complete a task, they need to know the goal, what they are required to build/achieve, and what tools will be at their disposal. Regarding my second point—equity vs. equality: I recommend adjusting the above guidance to provide additional support according to specific groups' needs (e.g., language barriers, different cultures, neurodiverse candidates). Standardize for consistency and customize for equity. #interviews #candidateexperience #informedecisions

This definitely counts!