Interviewing Sales Candidates

Interviewing sales candidates does not need to be a mystery. View this as your chance to significantly improve your sales team.

Unfortunately, most Sales Managers simply "wing it" when it comes to choosing the best salespeople. And that approach almost always leads to problems.

Interviewing sales candidates is different.

The person in front of you has been conditioned from the beginning of their career to take control of the situation. But if you are going to hire the best person, YOU need to be in control of this situation.

Your Goal

It is easy to get off track and confused during the interview. Having a specific goal keeps you on track and in control.

Your goal in the interview is to predict success.

Determine if the person sitting across the desk from you will be successful on your job. That needs to be your focus. To determine success, two things need to happen.

First, you must have defined success. Success on the job has two components .. the person needs to deliver the desired results and deliver those result in the appropriate manner. They have to sell the right number and size deals with the necessary product mix and margins. And, they need to carry out the business in a manner that is consistent with success in you company. Simply put, they have to behave in the correct manner.

Second, with your template of success in hand, you need to predict how the person will handle the tasks and situations of your job. How do they prospect? How do they manage sales campaigns? How do they negotiate contracts? How do they work as part of a sales team?

These are a few of the questions you need to ask to determine if they will be successful.

The Behavioral Model

The best way to predict a person's behavior is to use the behavioral model. The behavioral model states: Past Behavior Predicts Future Behavior

This means that how a person has handled the same or similar situations in the past is how they will handle them in the future. This is a powerful principle.

Using the behavior model, focus all your inquiries during the interview on how the person has handled the same or similar situations to those they will face on your job. Ask about closing deals if they need to close deals on your job. Ask about selling to executives if they will sell to executives on your job.

Here are a couple of additional points to help you get the best information.

• Interview in correct chronological order. Start at the beginning of the person's career and move toward the present.


• Keep your questions in the PAST tense. Your questions should always be, "What DID you do" instead of "What WOULD you do".

What To Avoid

There are a number if myths associated with interviewing sales candidates. Here are a few things you should stay away from:

• Being unprepared - you would never go into a sales call unprepared so you should never go into an interview unprepared. Have your success template and your questions prepared in advance.


• Losing Control - controlling the interview simply means getting the information in the time allotted. Ask good, effective questions and you remain in control.


• Expecting The Candidate To Sell You - this is one of the worst myths. Your goal in the interview is to predict success. The best way to do that is to use the behavioral model and focus on past behavior. Get examples of how the person sold in specific situations in the past.

Interview Questions

A good interview is dependent on asking good interview questions. Ask good questions and you get good data. Ask bad questions and you get bad data and make hiring mistakes.

For a complete discussion of interview questions please see this employment interview questions article.

In conclusion, interviewing sales candidates is critical to the success of your sales team. You are only as good as your people. The better you get at choosing new salespeople, the more successful you will be.

Related Articles

• Sales Recruiting
• Sales Assessment Testing
• Reading Sales Resumes
• Sample Sales Questions

Return From Interviewing Sales Candidates To Home