WHERE WE FIT INTO YOUR CURRENT PROCESS

Most sales recruitment processes will seek to measure the skills, knowledge and personality / team fit competencies for each candidate, using traditional tools such as CV, Competency Based Interviews, Psychometric testing , Assessment Centre testing etc. If done robustly, this will establish the underlying capabilities for each candidate.

What it won’t do is to confirm whether the candidate will use these capabilities if they get the job…!

The premise behind what ReMap measures is this…

“No matter how skillful and knowledgeable a candidate may appear, this is of little commercial use for any business if they are uncomfortable actually using these abilities in front of a customer”

This emotional discomfort, which restricts a sales person’s performance, effectiveness and sustainability, is known as Sales Call Reluctance (SCR).  It is vital to understand it’s potential impact on a person before you appoint them to sell for you

Once you are happy with all these criteria you simply use the ReMap profiling tool to see how likely they are to actually use them when out on territory. The process follows these 5 steps

 

5 STEP PROCESS

This is normally between initial interview and assessment centre – see schematic below.

  1. Agree where the ReMap Report will be used within your current recruitment process. (Normally between initial interview and assessment center) {for overview see link to recruitment in depth – rec 4}
  2. ReMap email an ‘On-line Completion Guide ‘ PDF which contains the following:
    • Instructions of how to complete the questionnaire
    • Link to ReMap website
    • Unique password
    • Completion deadline
    • ReMap contact details for support
  3. ReMap process the results and the PDF report is then sent to the recruitment team. ReMap are available Pre and Post candidate interview to help and support. {link to RR example – rec 5}
  4. An Interview Support Guide is provided which contains questions to help explore key results. It also highlights other evidence to look for during assessment etc. NB: All report users need to be trained. {link to ISG example – rec 6}
  5. By exploring candidates SCR traits you will see the true impact they will have on future performance, and you can therefore make more informed choices about their suitability for your sales vacancy.

Note:  As with all psychometric testing, the Remap Recruitment Report should never be the sole source of information on which recruitment decisions are made.  A selection of other information sources such as curriculum vitae, personal interviews, references, assessments etc should also be used to determine suitability in terms of competence.

In order for the Remap Recruitment Report and the Remap Interview Support Guide to be used appropriately, they must only be used by those individuals who have received formal ReMap training.

“I would now feel uncomfortable hiring someone, without this extra information supplied by ReMap.”

Stephen Wale, Regional Business Manager, AstraZeneca

 

SCR IMAGE

 

80% predictive validity for identifying HIGH producers
4% Attrition rate in study of 445 ReMap candidates
ReMap report fee averages only 0.2% of 1st Year recruitment costs
100% report deadlines achieved in last 10 years;available 24/7