When you are interviewing for a Sales role you are trying to determine 3 things…

1. Is this person managable?
2. Is this person coachable?
3. Is this person going to increase my status?

You need to use the time in the interview to determine these things. The most effective way to assess a candidate appropriately for both skill and culture add is to ask interview questions that are specific to the company or job role combined with broad questions to give the applicant an opportunity to reveal their personality, showcase their talents and ability for critical thinking while under pressure.

HERE ARE SOME GREAT QUESTIONS TO ASK:

What made you want to apply for this position?

This question shows how carefully the candidate read the job description, and also gives them the chance to share why they feel they’d be a good match. A well-crafted answer will touch on skills the applicant has as well as skills they want to develop or improve.

What do you know of our Company?

Have they bothered to research? As only an idiot would apply for something they know absolutely nothing about.

Introduce Company and Role to assure they are serious about this to continue on…

Why do you want to work here?

To make a positive impact, the questions you ask at a job interview need to demonstrate that you’re really thinking about the needs of the organisation, and that you know your area and what to look for, thus positioning yourself as a true expert in your field.

They will blatently tell you about their underlying, real reason as they are applying. e.g. “Because I have to work from home because I’m caring for my Father.” Or alternatively, hopefully, they align their goals with what the job can provide them, it seems selfish at first but they will prove to be a highly motivated employee if they are working towards something that your role can provide them.

Where do you want to be in 5 years time?

Basically I’m asking if you have confidence in your own ability. Or perhaps you want my job?

Tell me about the first job you had and how old you were?

I’m hoping that you weren’t babied by your parents and have no grit or work ethic. If they didn’t have a job early age, as in 15 or 16, they won’t have learnt the consequences of not performing(Working in a supermarket until you die).

Why do you want to leave your last job?

Tell me your weakness as an employee. E.g. “I couldn’t deal with the micromanaging from the boss.” So, a person who says that may struggle with high pressure situations, or maybe the boss was a terrible manager?We need to delve deeper and find out.

 What are your greatest weaknesses?
This question helps you quickly learn a lot about a candidate. This question enables you to deduce three things:

• Whether the candidate’s weaknesses could conflict with job requirements or hamper their ability to excel in the role
• Whether or not the candidate is self-aware enough to know their weaknesses without having to think for too long
• How a candidate is working to improve on their shortcomings

Why should we hire you over anyone else?

If they struggle with this question they probably are an average performer. If this interviewee is something special and a top performer they should be able to tell you their secret to success. e.g. I’m incredibly tenacious” or “I spend way more time researching the best propsoects” or “I do high volume and win the numbers game,” etc.

Have you had formal training in sales?

Are you actually a sales person or will I need to provide 6 months of indepth training. Did you just fall into Sales because you have no skills at all? Including selling.

What career accomplishment makes you most proud?

If you are a salesperson that has some really big wins, surely they will be front of mind. I can’t tell you how often I hear people give me wins that aren’t at all impressive. “I was the second top performer in the sales team” rather than “I made a $250k security system sale to the Essendon Football Club’s training ground.” or “I signed up McDonalds, Autobarn and Priceline to $500,000+ Contracts in one year.” This question will also help you better understand the type of work that makes them feel fulfilled and determine whether it’s aligned with what the role entails.

Would you call yourself a hunter or a farmer?

I’m not sure any sales team wants a farmer. With the economy as it is, pressure on a sales team and jobs on the line, we want deals sooner than later. Farmers are too scared to make a cold call and follow up. Sales people need to have an element of scarificing themselves for the team.

How would you explain your sales technique?

How do you structure your sales meeting, do you even know how to do so? E.g. “I use a consultative style.” This would be a decent answer, atleast they ask the right questions and solution sell.

Take me though the structure of your meetings in one of your last jobs?

Are you actually thinking about what your saying to people, tailoring scripts and mastering your craft or do you not put any thought into the role and just hope so the best?

Are you financially driven at the moment?

Good sales people need to be hungry to make money. Are you still in the stage of your life where you care about making money? If you have fully paid off your house and close to retiring, I’m sure that you will not be very hungry nor will you listen when I’m trying to train or manage you.

Do you have intermediate IT knowledge at a minimum?

Give candidates the ability to sell themselves, try uncover any lies and hold the meeting for long enough so the lies wear thin. Don’t trust sales people as they are the most manipulative people you will find. Sometimes the best people you interview will be the worst. They will present and talk incredibly well but may not have the engine/work ethic required for the role.