Persuasiveness is using appropriate interpersonal styles and communication methods to gain exceptions of an idea, plan, activity, service, or product from prospects and clientele. This dimension has a “outward” orientation within or outside an organization. It can replace the concept of individual leadership for many positions and, of course, for sales positions. It is important to recognize that taking orders and selling/persuading are not the same thing. When assessing persuasiveness, you should be listening for evidence that the candidate has actually caused someone to change his/her mind.
When evaluating persuasiveness, you must realize there are several competencies that should be evaluated. Competencies such as how one works with different types of buyers; how one uses different sales approaches in order to address a problem; or how one uses training to improve their own persuasiveness is very important. It’s also important but a person understands failure and appreciates winds when persuasiveness is being assessed.
Be sure to think about the type of function or servicing, and what the end goal would be on how to use persuasiveness. Someone can persuade somebody to buy a product may not be as good as persuading someone to buy an idea.
About Rounded Assessment and its Value to Recruiting
Assessment comes in many forms. Our contention is that competencies need to be identified for each position at an organization, and a level of mastery for some or all of those competencies needs to be identified for each candidate that has applied for the role – whether they are internal or external.
It is the hiring manager’s responsibility to then understand which competencies to leverage, which to develop, and which to avoid in order to have the new employee reach desired productivity in the desired timeline. Competence needs to be assessed, but assessing experience, work habits, cognition, intelligence, and other areas are also critical. We believe that the advocacy of a combined assessment, or “Rounded Assessment” is the job of every recruiter. It is not necessarily their job to assess everything, but rather make sure that the assessment is performed and documented so a hiring manager or business leader can make sound decisions.
This blog post is part of a series of posts that are set to release over a long period of time. In each, Aspen provides insight on the elements and assets within Rounded Assessment.