Monday, August 23, 2004
Issue: Recruiting Channel Partners and Sales Executives
Many companies do not approach recruitment correctly.
Many of us have had interviews where the person on the other side of the table was clueless. A reader recently told me about an experience where the interviewer not only failed to recognize the channel experience of a principal of a VAR, but also insulted him by saying that they were looking for experienced sales executives. After relating this anecdote, he asked "Are channel people in Seattle just clueless?" Clueless gatekeepers are only the most visible part of the problem and it is not just Seattle.
Recruitment requires great clarity on requirements, flexibility about channel partner business models and knowledge of the partner's business accomplishments. Unlike a sales employee interview, if you insult a channel partner during the recruitment process, not only do they not sell your product, but also they may actively campaign against you, countering precious marketing dollars spent in branding. Worse, in the channel, vendors often do not even know they have insulted the potential partner.
Everywhere I go sales executives and channel partners tell me egregious tales of channel mismanagement. While every human organization makes errors, there is no need to insult potential partners (or sales people) during the recruitment process.
Scott Karren, The Channel Pro
1 comments
Many companies do not approach recruitment correctly.
Many of us have had interviews where the person on the other side of the table was clueless. A reader recently told me about an experience where the interviewer not only failed to recognize the channel experience of a principal of a VAR, but also insulted him by saying that they were looking for experienced sales executives. After relating this anecdote, he asked "Are channel people in Seattle just clueless?" Clueless gatekeepers are only the most visible part of the problem and it is not just Seattle.
Recruitment requires great clarity on requirements, flexibility about channel partner business models and knowledge of the partner's business accomplishments. Unlike a sales employee interview, if you insult a channel partner during the recruitment process, not only do they not sell your product, but also they may actively campaign against you, countering precious marketing dollars spent in branding. Worse, in the channel, vendors often do not even know they have insulted the potential partner.
Everywhere I go sales executives and channel partners tell me egregious tales of channel mismanagement. While every human organization makes errors, there is no need to insult potential partners (or sales people) during the recruitment process.
Scott Karren, The Channel Pro
1 comments
Comments:
It is true that the recruitment procedure followed by most companies as of today is not correct. Their approach is elimination selection which is very bad. A company should first understand its requirments to the fullest before even planning on a recruitment. Recruiting people and then firing them or not giving them work or giving them work overload is not a proper practice.
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