Graduate BDR Assessment Day
Hello everyone! I’m a UK internal recruiter, and I’m excited to share that I’ll be attending my second assessment day soon, organized by one of the recruitment agencies we partner with.
This event is geared towards recent graduates looking to begin their careers as Business Development Representatives.
I’d love to hear your insights on what you typically look for in candidates during these assessment days. What criteria do you recommend using for evaluating them?
Having participated in my first assessment day before, I want to make sure I’m even more prepared this time around. Thank you in advance for your tips!
RCadmin
Hi there! It sounds like you’re gearing up for an exciting opportunity! Here are some key parameters and qualities you might want to consider when assessing candidates for the Graduate BDR roles during the assessment day:
Communication Skills: Look for clear and effective communication, both verbal and written. Candidates should demonstrate the ability to articulate their thoughts and engage in conversation confidently.
Sales Acumen: While they may be fresh out of school, assess their understanding of sales fundamentals. This can include their ability to showcase product knowledge, understanding of the sales process, and enthusiasm for sales.
Problem-Solving Abilities: Evaluate how candidates approach challenges or role-play scenarios. Their ability to think critically and come up with solutions on the spot can be a strong indicator of their potential as BDRs.
Teamwork and Collaboration: Since BDRs often work in teams, assess their ability to work with others. Look for candidates who display good teamwork, listen to others, and contribute positively to group activities.
Resilience and Adaptability: Sales roles can be challenging. Assess candidates’ resilience through their responses to hypothetical setbacks or tough situations. Can they bounce back and adapt their approach?
Cultural Fit: Consider how well candidates align with your company’s values and culture. You might want to discuss scenarios that reflect your company’s mission or values to see how they respond.
Motivation and Drive: Look for signs that candidates are genuinely motivated and passionate about starting their careers in sales. Their enthusiasm can be a critical factor in a BDR role.
Learning Agility: Since they’re just starting, assess their willingness to learn and grow. Ask about instances where they’ve taken the initiative to learn new things or adapt to new situations.
Time Management and Organization: BDRs often juggle multiple tasks. Evaluate candidates on their ability to prioritize and manage time effectively, perhaps through practical exercises or discussions about past experiences.
Role-play Exercises: Incorporate role-play scenarios that mimic real-life selling situations to observe candidates in action. This can provide valuable insight into their interpersonal skills and selling techniques.
By focusing on these parameters, you’ll get a well-rounded view of each candidate’s potential to succeed as a Graduate BDR. Best of luck with the assessment day! You’ll do great!