We’re kicking of season 2 with a banger. Our hosts Mike and Tina focus on providing valuable interview questions to effectively assess sales professionals during the hiring process. The hosts share four key questions that can help hiring managers gain insights into candidates’ sales skills, experience, mindset and potential fit within the company. Listen now to see what your missing within your hiring process.

The episode emphasizes the importance of asking targeted questions to assess sales capabilities beyond the CV. By incorporating these questions into your interview process, hiring managers can gain valuable insights, make informed hiring decisions and identify sales professionals who have the potential to drive sales success for your company.

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Mike Leather
Tina Vine

Key Takeaways:

Emotional intelligence: When assessing emotional intelligence within a sales interview, it is important to ask questions that gauge the candidate’s ability to understand and manage their emotions, as well as effectively navigate interpersonal relationships. For example, you can ask the candidate to describe a situation where they had to handle a difficult customer or faced a challenging negotiation. Look for responses that demonstrate empathy, active listening, and the ability to adapt communication style to meet the needs of others. Additionally, ask about a time when the candidate received constructive feedback and how they responded to it, to assess their self-awareness and openness to personal growth. By posing these types of questions, you can evaluate the candidate’s emotional intelligence, which is vital in building rapport with clients, resolving conflicts, and maintaining long-term customer relationships.

Intrinsic motivation: When assessing intrinsic motivation within a sales interview, it is important to ask questions that explore the candidate’s internal drive and passion for sales. For example, you can ask the candidate about their personal reasons for choosing a sales career or what aspect of sales excites them the most. Look for responses that reflect a genuine enthusiasm for the sales process, such as a desire to help customers solve problems, the thrill of closing deals, or the satisfaction derived from building long-term relationships. Additionally, inquire about the candidate’s strategies for self-motivation and maintaining a positive attitude during challenging times. By asking these types of questions, you can gain insight into the candidate’s intrinsic motivation, which is crucial for maintaining consistent effort, resilience, and a strong work ethic in a sales role.

Rejection and failure: When interviewing a sales candidate, it is important to ask about their experience with rejection and failure. These questions can provide valuable insights into the candidate’s resilience, ability to handle setbacks, and their approach to learning and growth. You can ask the candidate to describe a situation where they faced significant rejection or failure in a sales context and how they handled it. Look for responses that demonstrate a positive attitude, ability to bounce back, and willingness to learn from mistakes. By asking these questions, you can assess the candidate’s ability to handle the inherent challenges of a sales role, their mindset in the face of adversity, and their capacity for personal and professional development. Candidates who can effectively navigate rejection and failure are more likely to persist, learn from setbacks, and ultimately succeed in a sales environment.

Counteroffers: Asking about counteroffers provides insights into the candidate’s loyalty, decision-making process, and negotiation skills. You can ask the candidate if they have ever received a counteroffer from their current or previous employer and how they responded to it. Look for responses that reflect a thoughtful evaluation of the counteroffer, including considerations of long-term career goals, company culture, and growth opportunities. Additionally, assess their ability to effectively negotiate and communicate their decision. By asking these questions, you can gauge the candidate’s commitment to their career choices, their ability to handle challenging situations, and their professionalism. Candidates who have a well-reasoned and strategic approach to counteroffers are more likely to demonstrate loyalty and a strong commitment to their future employer. You will also be able to gauge how many interviews they’ve got lined up and where your company may fit it, you may even find out that the candidate isn’t interested therefore it will save you time in the long run.

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