1. Tell me something about yourself that’s not on your resume.
Why ask the question:Interviews are usually nerve racking for both the candidate and the interviewer.This “ice breaker” question is a good way to begin the process, putting both parties at ease. However, the response can give you some clues to a person’s priorities, personality and life issues that could impact job performance.
2.What do you know about our company, our products /services, culture, etc.?
Why ask the question: This is a very basic and simple question that goes to a candidate’s seriousness, motivation, level of professionalism and sales competency.In this case, you are the customer.If they haven’t done their homework, chances are they won’t understand you or what your needs are.It’s an important question, but one that many interviewers forget to ask.
3. Do you consider yourself a “hunter” a “farmer” or something in between?Which role are you best suited for?Which do you like the best?From an organizational standpoint, do you think companies should separate or combined these functions?
Why ask the question: Regardless of whether you need a pure new business developer or a relationship focused account manager, some competencies in both areas can be important to either position, i.e. account manager must be persuasive and new business developers must have relationship building skills.It’s crucial to know how the candidate views himself and which role is he better suited for.A few candidates will claim they can do both equally as well, but that response should be met, at least initially, with some skepticism.A variety of in-depth follow-up questions can explore examples of accomplishments that will illustrate the competencies required in both areas.
4. Taking your entire career into account, contrast for me your vertical progression and your lateral assumption of broader responsibilities.
Why ask the question:Most interviewers do a good job of evaluating vertical progression.The lateral assumption of more responsibility is more difficult to assess but just as important.Why did the employee take on more responsibility?What did they learn or accomplish?How has it prepared them for future vertical moves?What they did and why they did it can say much about loyalty, business maturity, growth and learning as well as flexibility.It can also relate directly to their level of customer focus, i.e. how did this lateral move impact my customer and my ability to add value to their organization?
5.Tell me about your most creative solution to a sales challenge.
Why ask the question:Creative problem solving is usually a characteristic of top performers.It can demonstrate strategic thinking, tenacity, customer focus and results orientation, all key strengths you want in a salesperson.Listen for motivation, comfort with risk-taking, judgment, resource utilization and independent thinking.
6. What do you think are the biggest contributing factors to sales failures? What was one of your most significant failures in sales?Why?What did you do / learn?
Why ask the question:Most interviewers and every candidate want to talk about accomplishments, but many times the subject of “failures” never comes up.Sales people typically are positive, optimistic, self-confident and love to discuss their quantitative results.They tend to view basic selling as a natural ability they possess and perhaps are reluctant to talk about what they could not accomplish or any shortcomings they may have. Yet the best salespeople have all failed at some point. This discussion will give you insights into the candidates honesty, business maturity and how well they know and understand their own limitations. It will also indicate how they feel about process analysis, training, quality improvement and what they did or are doing to improve their own skills.
7.Rank for me the following in terms of priority as you consider this opportunity.
compensation
career growth opportunity
job stability
quality company
great boss
independence
challenge
Why ask the question:Understanding motivation for changing jobs and accepting new challenges helps you determine how well a candidate is matched to your position and whether you can meet their expectations.Follow-up questions might include asking for a description of their perfect job, or whether they consider this opportunity a lateral move or a promotion.
8. The key challenge in this position is (describe).Tell me about a similar challenge you faced in your career.What did you do?How? What were the results? What would you have done differently?
Why ask the question:This question is based on the assumption that the best predictor of future performance is past performance.Here’s your opportunity to better understand how the candidate might approach this position based on what they’ve done in the past.Be sure to listen for examples of key competencies you feel are important in your position, i.e. leadership, teamwork, strategic think, innovation, commitment, goal orientation, drive, honesty and integrity.A good follow-up to this discussion might be to ask, “ If you get this position, what you would do in the first 30, 60, 90, 180 days to insure this particular challenge is met successfully?”
9.Role-play with me as if you were the headhunter presenting yourself to me,the hiring manager.Convince me that your candidate has the skills, experience and desire to do this job and is a good cultural fit.
Why ask the question:Obviously sales people must be persuasive, know their product, understand their customer needs and be good listeners and closers. Ask this question towards the end of the interview.If the candidate is a good salesperson, they would have already probed you for information about the company, the position, the skills and experience you need in the job and even your management style.If they can’t present themselves to you in a logical and convincing manner, then maybe they are not a good match.At least, it can be a red flag indicating that you need to ask more questions.
10. Evaluate for me how well I’m conducting this interview.What have you observed about my sales and management style based on the questions that I’ve asked?
Why ask the question: The ability to listen, observe and “read” customers is critical for anyone in sales or account management.This question can also lead to a discussion about your management style and how it might fit with what the candidate needs or wants in a leader.