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"One of the greatest benefits of MyDecisionHelper.com is that it can help you and your team know the right questions and issues to explore with a candidate. It helps each of the team members recognize what it is that they value the most, making the whole process more transparent and objective. It also is tremendously helpful for team members to organize and properly evaluate the information they are receiving. I am confident that anyone involved in making hiring decisions would benefit greatly from using this tool." - Brian H., WI
| Name | Description |
| Personal characteristics | How well do the candidate’s overall personal characteristics fit your job requirements? |
| Work attire | How well does the candidate’s attire fit his/her job responsibilities? |
| General appearance | How well does the candidate’s overall appearance fit the company’s desired image? |
| Attitudes | How well does the candidate’s overall attitude translate to success in your position? |
| Confidence | How well does the candidate convey personal and professional confidence? |
| Enthusiasm | How do you rate the candidate’s enthusiasm? |
| Perception | How perceptive is the candidate? |
| Versatility | How do you rate the candidate’s versatility to interface with different personality types? |
| Persistence | How persistent do you judge the candidate? |
| Rejection | How well does the candidate handle rejection? |
| General skills | How well do the candidate’s general skills meet your job requirements? |
| Verbal skills | How well does the candidate verbally articulate his/her thoughts? |
| Telephone skills | How do you rate the candidate’s phone presence? (0 to 10, 10 being highest or best) |
| Personal interaction | How well does the candidate’s personality interact with others? |
| Candidate comfort level | How do you rate the candidate’s comfort level with a prospective customer? (0 to 10, 10 being highest or best) |
| Prospect comfort level | How well does the candidate make others feel comfortable? |
| Outside interests | Does the candidate have outside interests, hobbies, or activities that would enhance his/her job performance? |
| Professional overview | How well does the candidate’s professional overview meet the job requirements? (Consider experience, skills, progression, performance, organizational interfaces, etc.) |
| General considerations | How well does the candidate meet general considerations for the job? (Consider PC skills, specific work experience, job change frequency, career progression, current status, management scope, etc.) |
| PC skills | How well does the candidate’s PC skills meet the job requirements? |
| General software skills | How well do the candidate’s software skills (Word, Excel, etc.) meet the job requirements? |
| Work experience | How well does the candidate’s experience meet the job requirements? |
| Job change frequency | Does the frequency of job changes enhance or impair the candidate’s value? |
| Progression of responsibility | Can the candidate demonstrate a progression of increasing responsibility? |
| Employment status | How does the candidate’s current employment status affect his/her viability? |
| Performance | How good is the candidate’s overall performance record? |
| Goal performance | How often does the candidate meet or exceed assigned goals? |
| Company awards | Does the candidate receive regional or national company awards for outstanding performance? |
| Professional awards | Does the candidate receive professional society recognition for leadership in his/her field? |
| Task management | How do you rate the candidate’s management of assigned tasks? |
| Performance monitoring | How well does the candidate monitor the performance of his/her team? |
| Experience | How well does the candidate’s overall experience meet your job requirements? |
| Sales and marketing channels | How well does the candidate’s overall experience in various sales and marketing channels equip him/her to fulfill the job requirements? |
| Business to business (B2B) | How well does the candidate’s experience in the B2B channel fit the job requirements? (Consider the B2B components of your business, if any.) |
| Business to consumer (B2C) | How well does the candidate’s experience in the B2C channel fit the job requirements? (Consider the B2C components of your business, if any.) |
| Product sales | How well does the candidate’s experience in the product sector fit the job requirements? |
| Service sales | How well does the candidate’s experience in the service sector fit the job requirements? |
| Consultive sales | How well does the candidate’s experience in the consultive sales channel fit the job requirements? |
| Retail sales | How well does the candidate’s experience in the retail sales channel fit the job requirements? |
| Executive sales | How well does the candidate’s experience in the executive channel fit the job requirements? |
| Vertical markets | How do you rate the candidate’s experience in the vertical market(s) you serve? |
| Demand creation | How good is the candidate’s overall experience in using various means to create demand? |
| Existing client expansion | How experienced is the candidate in expanding existing client use of the product/service? |
| Networking | How experienced is the candidate in networking to create product/service demand? |
| Qualifying | How experienced is the candidate in qualifying prospects to create product/service demand? |
| Sales meetings | How experienced is the candidate in using sales meetings to create product/service demand? |
| Sales incentives | How experienced is the candidate in using sales incentives to create product/service demand? |
| Sales related experience | How do you rate the candidate’s overall sales related experience? |
| Sales skills | How well does the candidate’s overall sales skills suit him/her to perform the job? |
| Product knowledge | How well does the candidate know the product/service? |
| Presentation/demonstration | How do you rate the candidate’s presentation/demonstration skills? |
| Features/benefits | How well does the candidate translate features into benefits? |
| Needs development | How well does the candidate identify the buyer’s needs? |
| Objections | How well does the candidate handle the buyer’s objections? |
| Closing skills | How do you rate the candidate’s closing skills? |
| Closing frequency | How often does the candidate typically attempt to close? |
| Marketing related experience | How comprehensive and varied is the candidate's marketing experience? (Consider market research and analysis, creative design processes, and general marketing support services.) |
| Research and analysis | How much overall experience does the candidate have in marketing research and analysis, research tools, and analysis processes? |
| Management experience | How good is the candidate’s overall management experience, including general management experience, personnel selection, business development, and organizational interfaces? |
| Management – general | How strong is the candidate’s general management experience? (Consider direct supervision, sales and marketing plans, plan execution, people management and team building, compensation planning, contract review, administration, etc.) |
| Direct supervision | How well does the candidate’s direct supervisory experience meet the job requirements? |
| Short term sales plans | How experienced is the candidate in developing short-term sales plans? |
| Long term sales plans | How experienced is the candidate in developing long-term sales plans? |
| Plan execution | How consistently does the candidate meet plan objectives? |
| People management | How do you rate the candidate’s people management skills? (0 to 10, 10 being highest or best) |
| Team building | How do you rate the candidate’s team building skills? (0 to 10, 10 being highest or best) |
| Compensation plan | How experienced is the candidate in compensation plan design? |
| Contract review | How experienced is the candidate in contract review and analysis? |
| Administration | How experienced is the candidate in departmental administration? |
| Skills assessment | How well do you rate the candidate’s ability to assess the skill levels of his/her direct reports? |
| Skills training | How well does the candidate execute/facilitate skills training for his/her team? |
| Personnel selection | How experienced is the candidate in the overall personnel hiring process? |
| Recruitment | How experienced is the candidate in employee recruitment? |
| Interviewing | How do you rate the candidate’s applicant interviewing skills? (0 to 10, 10 being highest or best) |
| Final selection | How well do you rate the candidate in the final selection process? |
| Business development | How much business development experience does the candidate have in research and planning market campaigns, brand management, and business process re-engineering? |
| Organizational interfaces (internal and external) | How accustomed is the candidate to working with a broad range of internal departments and external organizations? |
| Sales | How accustomed is the candidate to working with the sales department? |
| Marketing | How accustomed is the candidate to working with the marketing department? |
| Finance | How accustomed is the candidate to working with the finance department? |
| Operations | How accustomed is the candidate to working with the operations group? |
| R&D | How accustomed is the candidate to working with the R&D department? |
| Engineering | How accustomed is the candidate to working with the engineering department? |
| Manufacturing | How accustomed is the candidate to working with the manufacturing operation? |
| Purchasing | How accustomed is the candidate to working with the purchasing department? |
| Legal | How accustomed is the candidate to working with the legal department and/or outside counsel? |
| Advertising agencies | How accustomed is the candidate to working with advertising agencies? |
| Public relations firms | How accustomed is the candidate to working with public relations firms? |
| Packaging consultants | How accustomed is the candidate to working with packaging consultants? |
| Work environment | How well does the candidate’s past experience fit with the work environment required by the job? |
| Work week | Is the candidate likely to commit the time required to meet or exceed the job requirements? |
| Office (on-site) environment | How well does the work environment (formal, informal, orderly, chaotic, etc) meet the candidate’s desires? |
| Work space | How well does the workspace (cubicle, office, etc.) meet the candidate’s expectations? |
| Store/section appearance | How well does the candidate maintain the cleanliness of his/her store/section? |
| Merchandising | How do you rate the candidate's merchandising skills? |
| Variable schedule | How comfortable is the candidate with working different hours on different days? |
| Weekend schedule | How comfortable is the candidate with working on weekends? |
| Presentation tools | How experienced is the candidate in using presentation tools like overhead projectors, PC video projectors, remote access software, etc.? |
| Selling environment | How well does the candidate fit into his/her selling environment? |
| Transportation, travel and relocation | How well do the candidate’s overall expectations of travel and relocation fit your job requirements? |
| Transportation/travel | How do you rate the candidate’s transportation and travel capabilities? |
| Transportation | Does the candidate have reliable transportation to perform his/her job? |
| Routine travel | How open is the candidate to any routine travel required by the job? |
| Travel reimbursement | How does the candidate view the company’s travel reimbursement policy? |
| Travel restrictions | Are there any candidate restrictions to the mode of travel required by the job? |
| Relocation | What is the candidate’s overall attitude about relocation? |
| Required relocation (immediate) | How willing is the candidate (and his/her family, if any) to make a required relocation? |
| Relocation policy | How acceptable to the candidate are the financial aspects of the company’s relocation policy? |
| Future relocation | How open is the candidate (and his/her family, if any) to future potential relocation? |
| Education/special training/certifications | How well do the candidate’s education, special training, and certifications suit him/her for the job? |
| Education | How well does the candidate’s formal education (HS, BS, MS/MBA, PhD, etc.) meet the job requirements? |
| Special training | To what extent does the candidate have specialized, relevant classroom training? |
| On-the-job training | How well does the candidate’s OTJ training affect his/her viability for the job? |
| Certifications | Does the candidate have special certifications beneficial to his/her job requirements? |
| Compensation | How well are the candidate’s financial requirements met by the compensation for this position? |
| Base salary/wages | How well does the base salary/wages meet the candidate’s requirements? |
| Commissions/bonuses | How well does the commission/bonus program (if any) meet the candidate’s expectations? |
| Benefits coverage | How well does the company’s benefits meet the candidate’s needs? |
| Benefits cost | How suitable to the candidate is the employee’s share of the benefits cost? |
| Vacation time | How well does the company’s vacation offering meet the candidate’s expectations? |
| Reference/background checks | How good are the candidate’s overall reference and background checks? |
| Employer references | How well do the candidate’s job references verify the candidate’s written and oral statements? |
| Other (non-employer) references | How would you rate the candidate’s non-employer references? (0 to 10, 10 being highest or best) |
| Criminal checks | Does the candidate have a criminal felony record? |
| Credit checks | How would you rate the candidate’s credit history? (0 to 10, 10 being highest or best) |
This site is intended as an informational tool only and should be used in consultation with appropriate professional advisors.
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