候補者の直近の職歴はエンタープライズセールスです。〇〇セールスとSMBセールスは同じセールスでも
商談の進め方や商談サイクルの考え方に大きな違いがあります。
面談を通して、この違いを乗り越えるエピソードや候補者の考えが不明瞭でした。
SMBセールスチームの状況を考えると、即戦力が必要で、この候補者の場合、これまでの経験をアンラーニングして
新しくSMBセールスを学びなおす必要性を感じます
こうしたことが彼女のキャリアにとっていいとは感じず、見送りとしました。
If we think the situation of SMB sales team, they need a person who produces the result immediately.
In the case of this candidate, he or she has to get rid of the experience he or she has had in the past, and learn the new SMB sales again.
As it was not good for her career, we decided not to employ her.
** salesperson and SMB salesperson are big different in the way of conducting negotiation and thinking method of the negotiation cycle even though they are same position "salesperson".
Through the job interview, the episode how she conquered this difference and her idea were not concrete.
Considering the situation of salespeople team in SMB, we need industry-ready member. I feel she needs to unlearn the experience so far and relearn SMB salesperson newly if we hire her.
I didn't think these matters are not good for her career, so stopped to hire her.
Through the interview, it was unclear that the applicant didn’t explain how to get through the difference as well as its episode.
Come to think of the situation of SMB sales, an adaptable fighting potential is a must-have, therefore, the candidate needs to relearn the new SMB sales by unlearning her past experiences.
We passed on that this time as we didn’t feel this is good for her career.
During the interview, the story of overcoming this difference and the candidate's thoughts were unclear.
Considering the SMB sales team's situation, adaptable fighting potential is necessary. However this candidate will need to relearn SMB sales instead of his previous sales ways.
Therefore, we decided to reject her application because it could be inconvenient for her career.