Stop Hiring the Wrong People, Use This Interview Structure Instead | Kevin "KD" Dorsey | Ep. 287 (Lead)
Feb 13, 2025
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Kevin "KD" Dorsey, CRO at Finally, brings a wealth of experience from leading multiple high-performing sales organizations. He dives into enhancing the hiring process, advocating for interview kits to set clear expectations. KD emphasizes asking evidence-based questions to gauge real experience over hypotheticals. He discusses the efficiency of screening videos to assess key traits like perseverance, and introduces a live deal review test to evaluate candidates' practical abilities. These strategies aim to transform how companies recruit top sales talent.
Implement a structured interview process with preparation kits and evidence-based questions to align expectations and improve candidate assessment.
Shift focus from mere experience to essential characteristics like perseverance and resilience to uncover qualified candidates who fit the organizational culture.
Deep dives
Defining Candidate Profiles
Clearly defining what is sought in a candidate is essential for a successful hiring process. Many organizations suffer from misalignment, where different team members have varying expectations of the candidate profile, leading to dysfunction within hiring teams. By agreeing on specific characteristics, experiences, and cultural fit required for the role, companies can streamline their hiring process and reduce mismatched hires. This approach ensures that everyone is on the same page regarding the ideal candidate, which increases the likelihood of finding a suitable candidate.
Characteristics vs. Experience
Focusing on a candidate's characteristics rather than solely on their experience can significantly improve hiring outcomes. Hiring managers often mistakenly equate experience with capability, leading to the exclusion of otherwise qualified candidates who may lack traditional experience but possess the essential traits needed for success. Emphasizing characteristics like perseverance, resilience, and coachability can unveil hidden potential that experience does not always indicate. This shift in focus can prevent the hiring of individuals who may not align with the organization's culture despite having the right qualifications.
Structured Interview Process
A structured interview process is key to effectively assessing candidates and their fit for the role. By providing candidates with an interview kit that outlines expectations and questions beforehand, hiring managers can gauge a candidate's dedication and preparation. Additionally, incorporating practical assessments, such as video submissions, can help expedite the screening process and identify candidates with the desired characteristics. A team of interviewers should collectively focus on specific traits, which helps to mitigate biases and yields a more thorough evaluation of the candidate's skills.
Evidence-Based Questions
Utilizing evidence-based questions rather than hypothetical scenarios enhances the interview's effectiveness. Hiring managers should prioritize questions that allow candidates to demonstrate their proof of performance through specific examples of past experiences. This approach not only reveals the candidate's true abilities but also clarifies their thought process and how they address challenges. By avoiding hypothetical questions and maintaining a focus on real-life experiences, interviewers can obtain a clearer picture of a candidate's potential contribution to the organization.
Interview Kits for Prep: Send candidates an interview kit outlining expectations, key questions, and details on interviewers. Poor answers indicate lack of prep or poor fit.
Evidence-Based Questions Only: Avoid hypotheticals. Ask for proof of past performance (P.O.P.) to assess real experience and capabilities.
Screening Videos Save Time: Require a three-minute video on a key trait (e.g., perseverance). Evaluate clarity, instructions-following, and presentation skills before a live interview.
Live Deal Review Test: Have candidates walk through a real deal they closed. Assess how they sourced, ran discovery, demoed, and closed, treating it like an actual deal review.
KD'S PATH TO PRESIDENT’S CLUB
CRO @ Finally
SVP of Sales and Partnerships @ Bench Accounting
Practice Lead, Revenue Leadership @ Winning by Design
VP of Inside Sales @ PatientPop Inc.
Head of Sales Enablement & Development @ ServiceTitan