So, you’re looking to expand your sales team – but what interview questions should you ask to ensure you attract top sales talent?
Not only do sales reps need to be driven and adept at building customer relationships – they need to be reputable too. After all, they’ll be fronting your company.
That’s why as a hiring manager it’s vital that you nail that interview process.
Separate the great from the good
What you should ask: What actions have you taken to improve your sales performance? How have you gone above and beyond to strengthen your position?
Why you should ask it: Sales hiring is less about work experience and more about how far a candidate is willing to improve and grow.
“Someone likely to be a top-performing sales leader has a growth mindset,” says David Hoffield, CEO and Chief Sales Trainer of Hoffield Group.
“They believe sales abilities are like a muscle you can continually strengthen, and not a fixed mindset where you are either born or not born as a salesperson”.
So, remember – it’s about action, not just intention.
Unearth relevant skills
What you should ask: What is your current sales process?
Why you should ask it: You shouldn’t attempt to predict if a candidate will fit your sales process. Instead, you should examine whether their methods offer a similar route to market.
Ask them to walk you through their approach from start to finish. How do they tackle sales calls? What weapons do they have in their arsenal to ensure they close a deal?
It doesn’t matter if they currently work in a different sector, or with a different product or service entirely – their response is still relevant.
Using this approach, you’ll more easily establish if a candidate’s experience provides the best fit for the job and company culture.
Ignite that spark
What you should ask:What is your least favorite part of the sales process?
Why you should ask it:Motivation and drive are the most vital attributes of any successful sales manager.
It’s simple really – people who love what they do are more likely to do it well.
If there’s a substantial element of what they don’t like doing in the position on offer, they’re probably not the right candidate.
You should delve deeper by asking them more about what they do to make that aspect of their job more enjoyable.
Make sure they measure up
What you should ask: What are you achieving against your sales targets?
Why you should ask it: Sales is a numbers game after all, and the figures will speak for themselves.
An ambitious, driven candidate with a good skill set is more likely to be smashing their targets.
By contrast, an underachiever who is unaware of their goals may be less organised and a weaker candidate.
Attracting the right talent requires an upfront investment in time and attention to detail. There’s a knack to knowing people and finding the right fit – and some things are learnt over time.
At Zetter, we don’t think anyone should settle for less than the best. So why not let us help you hire your next sales all-star? With 15 years of industry know-how and unparalleled sector insight, we know you – and we know what you do.