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Long interview process for entry level job in Outside Sales?
Posted on 4/25/12 at 12:26 pm
Posted on 4/25/12 at 12:26 pm
I'm currently interviewing with a company that seems to have a very long hiring process. Is this normal for a entry level Outside Sales position that doesn't offer exceptional pay?
This is the process as I understand it:
-Apply for Job
-Take about 7-8 Sales and Apptitude test online
-Phone Interview
-Skype Interview regional manager
-Face to Face with regional manager and retake test while being observed by employee
-Drug and Nicotene test
-Credit check and discussion of any late or unpaid bills
-Final Skype interview with higher ups
In all it takes like 2-3 months
This is the process as I understand it:
-Apply for Job
-Take about 7-8 Sales and Apptitude test online
-Phone Interview
-Skype Interview regional manager
-Face to Face with regional manager and retake test while being observed by employee
-Drug and Nicotene test
-Credit check and discussion of any late or unpaid bills
-Final Skype interview with higher ups
In all it takes like 2-3 months
6
Posted on 4/25/12 at 12:32 pm to Ryno_Kill
Normal? 
hell no.
hell no. Posted on 4/25/12 at 12:32 pm to Ryno_Kill
Does the company have a big HR department? They can be a giant anchor on the hiring process. On the other hand, it could be a dog and pony by the manager to make it appear he's doing a thorough search, even though he already knows who he's going to hire.
Posted on 4/25/12 at 12:37 pm to Ryno_Kill
quote:
Nicotene test
are you not allowed to smoke?
Posted on 4/25/12 at 12:40 pm to ForeLSU
quote:
Does the company have a big HR department?
Don't know but the testing is a little over the top. I spent 4 hours taking apptitude test and I may have to take the shite again!WTF! I've never understood why they send you a test and say "you can't use a calculator" and when you pass it they make you retake to confirm you weren't cheating. Just bring me in for the test if you're that concerned.
Posted on 4/25/12 at 12:40 pm to C
quote:
are you not allowed to smoke?
That's what they say.
Posted on 4/25/12 at 12:46 pm to Ryno_Kill
quote:
In all it takes like 2-3 months
That's excessive.
However, it's been my experience that companies don't take enough time to hire the right person. I take the position that you should be thorough for the sake of both parties.
Posted on 4/25/12 at 1:00 pm to CoolHand
wait sales position were you cant smoke? thats just not right.
Posted on 4/25/12 at 1:18 pm to Ryno_Kill
quote:
Don't know but the testing is a little over the top. I spent 4 hours taking apptitude test and I may have to take the shite again!
could be a tactic on their part to see what kind of sales rep you'll make. The last thing you want is for a sales rep to get caught up in run-arounds at potential clients that drag on forever. You could call the sales manager and say something like..."hey, I'm excited about this opportunity and I'm confident I'll do a great job for you, but it looks like you guys aren't quite comfortable with me since they're asking me to take this test again. If you have some specific concerns, I'd like the opportunity to sit down and discuss them with you."
Posted on 4/25/12 at 1:27 pm to ForeLSU
quote:Or, you could say, "hey, I'm tired of jumping through hoops for this job. I appreciate the time, but if your company is run anything like your hiring process, this job is going to suck".
You could call the sales manager and say something like
Posted on 4/25/12 at 1:37 pm to LSUAfro
For most large companies there is a significant amount of investment in training a new sales employee (30-100k) and it is usually a losing proposition for them in the first year. They want to make sure they have the right person who isn't going to waste their time/bail when things get rough/leave in a year etc.
From what I have seen, the longer the process, the better the job and company once you get in.
From what I have seen, the longer the process, the better the job and company once you get in.
Posted on 4/25/12 at 1:42 pm to Maderan
quote:
From what I have seen, the longer the process, the better the job and company once you get in.
meh...In my experience, these things don't correlate at all. I've been on interviews with several F500 companies, and have been offered in as little as 1 interview or up to 3 interviews(phone included). I agree that many companies should do a more thorough process, but
quote:
-Apply for Job
-Take about 7-8 Sales and Apptitude test online
-Phone Interview
-Skype Interview regional manager
-Face to Face with regional manager and retake test while being observed by employee
-Drug and Nicotene test
-Credit check and discussion of any late or unpaid bills
-Final Skype interview with higher ups
this is excessive IMO.
Posted on 4/25/12 at 2:28 pm to LSUAfro
quote:
this is excessive IMO.
looks like to me that they've probably had turnover problems and think they must better screen candidates....when in reality the problems are probably internal.
Posted on 4/25/12 at 10:57 pm to Ryno_Kill
If you can only get one face to face interview with management during this whole process, run away from this opportunity.
It is apparent to me that they view their employees as a commodity and one that can and will be easily disposed of.
It is apparent to me that they view their employees as a commodity and one that can and will be easily disposed of.
Posted on 4/26/12 at 5:47 am to Ryno_Kill
sounds a tad bit excessive...to say the least
Posted on 4/26/12 at 7:28 am to Will Cover
quote:
If you can only get one face to face interview with management during this whole process, run away from this opportunity.
quote:
It is apparent to me that they view their employees as a commodity and one that can and will be easily disposed of.
Another generalization that just isn't true. In the BR/NOLA area I could name several of the largest companies in the area that are well respected and have a plethora of employees that only had one face to face interview with their employees.
After many years in certain industries, your resume/references begin to speak for themselves. One phone interview and one face to face interview can be all that's needed to make the "right" hire.
Sales can be a different animal depending on the product that is being pushed, but even then at a certain point, solid resume/references can do most of the talking.
This post was edited on 4/26/12 at 7:29 am
Posted on 4/26/12 at 7:33 am to LSUAfro
quote:
Another generalization that just isn't true
A man with experience is not at the mercy of a man with an opinion.
quote:
Sales can be a different animal depending on the product that is being pushed, but even then at a certain point, solid resume/references can do most of the talking.
A solid resume can help get you noticed, but nothing beats a face to face interview. A good interviewer can pick up on nonverbal cues from the candidate (stress, discomfort, frowns, body language, etc.) and ask 2nd and 3rd level questions to truly uncover what is happening in this person's life.
Also, real world relationships are built over time and they are built with face to face interactions. This is where you can really make a connection and get a feel for a person's true personality and style. This is also where you can see how people act and react in the "real world" and this could have a direct impact on how you are able to do business together.
I hire on a regular basis and my region's turnover is considerably lower than my counterparts - all of whom who mostly do Skype interviews. The initial upfront investment of my time allows me not to have to search for a new hire every 3 to 6 months. For the Skype contestants, they are easily disposed of, all because their was no personal connection to start with.
This post was edited on 4/26/12 at 7:38 am
Posted on 4/26/12 at 7:46 am to Will Cover
quote:
A solid resume can help get you noticed, but nothing beats a face to face interview. A good interviewer can pick up on nonverbal cues from the candidate (stress, discomfort, frowns, body language, etc.) and ask 2nd and 3rd level questions to truly uncover what is happening in this person's life.
Ok, but you said
quote:
If you can only get one face to face interview with management during this whole process, run away from this opportunity.
So how many interviews do you have to have with this individual to get to "2nd and 3rd level questions"?
And as I stated, one phone/skype + face to face isn't adequate to determine if
quote:there is a "personal connection" with the individual? You think you light bulbs will pop on and say, "this is the right guy for the job", on the 3rd interview, but not on the 2nd interview?
because their was no personal connection to start with.
This post was edited on 4/26/12 at 7:48 am
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