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Sales Recruiting: How AI Takes the Pain out of Applicant Screening

Screening applicants for open sales jobs is a critical but painful step in your hiring process. According to a survey from Jobvite, 52% of talent acquisition leaders say the most challenging part of recruitment is identifying suitable candidates from a large applicant pool. 

Screening is challenging for several reasons. First, dealing with large numbers of applicants can be overwhelming. Job boards such as LinkedIn and Indeed make it easy for candidates to apply, but  3 out of 4 applicants are likely unqualified. Second, you must determine which applicants to screen and which to keep. Often, these decisions are made by your applicant tracking system that attempts to match resume keywords with those you set as screening criteria and by lower-level HR staff. However, this approach is subjective and wrought with bias and errors resulting in qualified candidates being cut and others advancing. 

In sales, what matters most is finding applicants who can sell, identifying weaknesses, and capacity to improve their skillset. Having a long-tenured sales career in a prestigious company does not necessarily mean those candidates will be successful in your company. The opposite is also true. 

The best sales screening process puts as many applicants through AI-powered predictive sales simulations as early as possible in the application process. The simulations put the applicant in situations similar to what they will be facing on the job and track their decisions as they work through a sale. They also score candidates objectively and consistently on important sales attributes, such as problem solving, persistence, and closing. This removes human bias and labor from your screening process while providing a more accurate evaluation of an applicant’s selling ability. 

The video below demonstrates our AI-powered predictive sales simulations to help you achieve optimal results. 

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Author: Dario Priolo

Dario brings over 20 years of experience in the sales enablement and talent development industry. He has led marketing and strategy as CMO for leading companies like the Hay Group, Miller Heiman and Profiles International and has been part of 4 successful exits, including his own start-up.


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