Many sales managers and business development officers find that checking an applicant's references is a futile activity. They say to themselves, why should I waste my time calling the references given to me by a candidate for a sales position, when it is obvious that the applicants only list people on their resume that will give them a positive recommendation. So, they talk themselves out of employing one of the most effective screening tools available to them.

Those supervisors who do take the time to call references, often run into a brick wall in todays litigious society. Many businesses executives wont allow employees to give out employment information beyond the bare facts of dates employed. This problem also cuts down on the number of managers using references to effectively screen candidates.

Calling an applicants references can be your most valuable tool in the hiring process, if you simply applying two proven screening techniques:

1. Dont say you are checking references. Instead, say something like, Im calling about (candidates name). Our firm gives extensive training to new employees. Your opinion, would be appreciated, on the type of training we should give (candidates first name) to help (him or her) succeed as a (position).

2. Next, ask the person given as a reference for the names of two or three other supervisors or co- workers in the company who could help you determine the best training possible to help your candidate succeed. Asking a reference for additional references, can help you to talk with people who have not been prescreened by your candidate.

When you call the references reference, use the same screening technique outlined in paragraph one above. These references are usually more objective in their comments, as they give you advice about your candidates training needs.

Checking references is not easy. The process is time consuming and at times difficult. However, this method is a far superior to hiring someone based on your interview alone--then hoping the candidate works out. This is the approach used by most sales managers today. The expense of having to start the hiring process all over again in a month or two, due to issues that would have come to light using the reference screening process outlined above, makes calling references well worth your time.

To obtain dozens of prover sales management techniques and systems in a self-directed learning format just go to =>http://www.thesellingedge.com/team.htm

Virden Thornton

Serving Discriminating Clients Internationally Since 1983

Virden J. Thornton is the founder of The $elling Edge®, Inc., a training and development firm, specializing in sales, telemarketing, customer relations, and management training, coaching and marketing advisory services. He has trained, coached and advised literally hundreds of clients, including Sears Optical, Eastman Kodak, Northern Uniform Supply, The Texas Independent Banker's Association, Deloitte & Touché, Smith Barney, Jefferson Wells International, The Government of The U. S. Virgin Islands, First National Bank of Arizona, City Laundering, Co. and Wal«Mart to name a few.

Virden is the author of Prospecting: The Key To Sales Success, A Realtor's Success Formula, Organizing For Sales Success, and "best sellers" Building & Closing the Sale, 101 Sales Myths. His audio/video tape series entitled Close That Sale, is based on his 50 Minute Series manual Closing: A Process Not A Problem--published by a division of Thompson Learning. He has also authored a client acclaimed self-directed learning series of sales, coaching, customer service, telemarketing, and personal productivity training manuals, outlined in the Books & Manuals section of this site. Virden has a degree in communications (public address emphasis) from the University of Utah.

As a consultant and trainer, Virden has been retained by dozens of banks, savings and loans, and credit unions to help them move from operational, order taking cultures to proactive sales and cross-selling organizations. He has literally trained thousands of sales representatives and managers in businesses as diverse as distribution, auto sales, printing, eye care, uniform and linen rentals, manufacturing, and many others. Virden also specializes in training, coaching and advising service industry professionals (accountants, attorneys, engineers, architects, financial planners, stockbrokers, etc.) in the fine art of "business development."

Virden has taught small business courses at Lorain County Community College in Elyria, Ohio, a bank sales curriculum at the Center For Professional Development, Texas Tech University in Lubbock, Texas and a short course on selling at the School Of Entrepreneurship, J. Willard And Alice S. Marriott School off Management at Brigham Young University, Provo, Utah.

Virden and his wife Barbara reside in Avon Lake, Ohio and are the parents of ten children.

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