36 The Process After you have identified the candidates who YOU want, you must have a process in place and never skip steps. I will share my process with you because I feel it’s a good one with proven results. One of the things that I like most about fol- lowing these guidelines is that it eliminates the personal bias that can get in the way of a good hiring decision. Most good recruiters will agree that your lens becomes foggy when Follow This Process Every Time: 1. Initial Contact Remember to state the reason you are calling. For example, “One of our clients recommended I call you because he said you are an outstanding marketer, and you have helped his business tremendously. We currently have opportunities that may be of interest of you. I would love to set up a time to give you some more information about our company and get to know you better as well.” 2. Talent Interview A standardized talent assessment, such as the Online Sales Talent Interview, will ultimately de- termine if this person has the right combination and intensity of talents to be successful in your open position. The detailed analysis will provide you with a hiring recommendation as well as specific information on the behaviors you should expect if you were to hire them, and the type of coaching they will need to be successful. And you will always learn WHY. 3. Face-to-Face Interview After the phone screen, jot down your areas of concern and formulate specific questions to ad- dress them. Then, set up another meeting in person to dig deeper and learn more. The face-to- face interview is a great opportunity to introduce other managers to your candidate and, if things go in the right direction, you should be prepared to address salary requirements and fit of the position. interviewing someone who has a sparkling personality – you don’t see their true talents as clearly. You also can have what many call “glare” if you have a lot in common – like you went to the same high school or college, or you grew up in the same neighborhood. Just because you share these common experienc- es, does not mean they will be the right sales- person to perform in your job. Always begin with a clear understanding of who that per- son is at their core, and how they are innately wired to behave. In other words, know their talents.