Why University for Sales Jobs? Rethinking Recruitment and Assessment.

The Bias in Recruitment

When talking to businesses, I often hear, "Our sales candidates must have gone to uni (college for my US friends) to work for us. No exceptions." When I ask, "Why?" the response is always similar: "Well, our product is complicated, it takes brains to sell it."

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This Assessment is Flawed

The problem with this statement is that it's wrong, laden with bias, and ultimately incorrect in assessment for EQ, IQ, and all the great attributes that make awesome salespeople.

I didn't go to uni and can 100% sell complex solutions. I understand why businesses do this, but the problem is they're shrinking their talent pool to their own detriment, with longer hiring cycles and missed talent opportunities.

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A New Solution for Sales Jobs

A new solution is needed to address this issue, one that removes bias and focuses on the actual skills required for sales jobs. By eliminating educational barriers and using a skills-based approach, companies can more accurately assess a candidate's potential and suitability for the role. This not only shortens the hiring cycle but also ensures that the best talent, regardless of their educational background, is given the opportunity to excel.

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The meritt advantage

meritt leverages AI to revolutionise talent acquisition by integrating education and assessment, enabling companies to quickly and accurately identify top sales talent. By focusing on sales skills rather than formal education, Meritt ensures a broader, more inclusive search, optimising the hiring process and enhancing team performance at a lower cost.

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