"I used to be a top sales performer, but one day I had a midlife crisis and wanted to try something different. Sales recruiting combined two things I loved - helping people and being passionate about sales. I wanted to get into it, but it felt like nobody would take a chance on me. I basically had to start my own company because nobody would hire me. I founded a sales and recruiting company called Right Choice Resources. We focus on hiring anyone from a junior-level salesperson to a sales leader."
"The first candidate had to give a presentation, and he read off notecards the whole time, word for word. It wasn't a good presentation. He just sat there reading. I could have read his note cards just as well. He also had nothing special about his application. He had no bachelor's degree and was a job-hopper.When we asked why, he said, "I'm a perfectionist. I really want this job. I don't want to miss anything.""
"The second candidate was nervous and shaking throughout the entire interview. But he kept going through the interview process. He showed up early to every interview, acted professionally, took notes, asked questions, and sent thorough thank-you letters. When we sa"
Gregg Salkovitch moved from being a top sales performer to founding Right Choice Resources after struggling to get hired. The firm recruits salespeople across levels, from junior roles to sales leaders. Two candidates who performed poorly in interviews later proved to have valuable skills and became top performers. One candidate read from notecards, lacked a bachelor’s degree, and had a history of job-hopping but explained his perfectionism. The other candidate was visibly nervous yet demonstrated professionalism through punctuality, thoughtful questions, note-taking, and consistent follow-up. The experience underscores the value of offering second chances and context for interview performance.
Read at Business Insider
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