Most sales recruitment processes will seek to measure the skills, knowledge and personality / team fit competencies for each candidate, using traditional tools such as CV, Competency Based Interviews, Psychometric testing , Assessment Centre testing etc. If done robustly, this will establish the underlying capabilities for each candidate.
What it won’t do is to confirm whether the candidate will use these capabilities if they get the job…!
The premise behind what ReMap measures is this…
“No matter how skillful and knowledgeable a candidate may appear, this is of little commercial use for any business if they are uncomfortable actually using these abilities in front of a customer”
This emotional discomfort, which restricts a sales person’s performance, effectiveness and sustainability, is known as Sales Call Reluctance (SCR). It is vital to understand it’s potential impact on a person before you appoint them to sell for you
Once you are happy with all these criteria you simply use the ReMap profiling tool to see how likely they are to actually use them when out on territory. The process follows these 5 steps
This is normally between initial interview and assessment centre – see schematic below.
Note: As with all psychometric testing, the Remap Recruitment Report should never be the sole source of information on which recruitment decisions are made. A selection of other information sources such as curriculum vitae, personal interviews, references, assessments etc should also be used to determine suitability in terms of competence.
In order for the Remap Recruitment Report and the Remap Interview Support Guide to be used appropriately, they must only be used by those individuals who have received formal ReMap training.
Stephen Wale, Regional Business Manager, AstraZeneca