Conducting the Sales Interview
When conducting a sales interview, you have one goal: finding the best sales person for the job. To accomplish this, your main objective in the sales interview is to make sure you don’t bring the wrong sales person into your organization. Remember, you might not hire the person with the most experience or the snazziest sales pitch. You’re looking for the person who fits best with your organization and can make the numbers.
Over the years, I’ve been on both sides of the sales interview table. As an interviewer, it’s tempting to focus on how you’ll judge the candidates. But it’s equally important to consider how they will judge you – and your organization. On the day of the sales interviews, you’ll need to:
- Make sure everyone in the office is on their best behavior and knows not to disturb you during the sales interviews.
- Designate someone to welcome the candidates, offer them a seat and a cup of coffee, and show them the way to restroom. This is especially important if they arrive early or you are running behind.
- Go over last-minute details with your sales interview team, if you have one.
- Have a copy of the resume in front of you and review it again before the candidate comes in.
- Have your list of five or six questions ready to go. You should have a mix of questions related to the candidates’ resume and experience, as well as your organization and the job description. For insight on designing your questions, see my post, “The Sales Interview: Get the Right Talent for Your Sales Team.” I recommend designating a sheet of paper for each question, so you don’t run out of room while you’re taking notes.
- Note how each candidate is dressed. Even in today’s casual business climate, I expect a salesperson to look their best for an interview. If they can’t dress properly for you, what will they look like when they visit your clients?
- Start off the interview with a few rapport-building questions to break the ice before moving into your prepared questions.
- Give the candidate your undivided attention. Listen carefully to each answer, and take detailed notes so you can later review who said what.
- Save time at the end of the interview for the candidates to ask questions. It wouldn’t hurt to think ahead of time about what they might ask and prepare solid answers.
- Escort each candidate to the next interviewer when you’re finished and properly introduce them. Make sure each member of the interview team does the same, with the final interviewer thanking the candidate and showing him or her out of the office.
The Sales Interview Review
After you’ve completed the interviews, take time to review your notes on each candidate. Then, meet with each member of your sales interview team individually to discuss their notes and perception of the candidates. Conversely, you could meet as a group, but you run the risk of one person exerting too much influence over the rest of the team. Don’t forget to thank the team members for their time and input.
Once you’ve decided on the best candidate for the job, let your team know who you plan to hire. Talk about why you made the decision and answer any questions, especially from those who wanted to choose a different candidate. Finally, ask for their support in welcoming the new salesperson to the team and helping to make him or her successful.
The Offer
Once the sales interviews are complete, and you’ve decided who you’d like to hire, it’s time to make an offer. It’s also time to send rejection letters to candidates who were not selected – but hold off until your top candidate has accepted the position.
First, call the selected candidate and invite him or her to become a member of your team. Explain that you will send an offer letter, and then take a few minutes to review what the offer letter will contain and answer questions the candidate might have. Once the candidate gives you a verbal commitment, you can send the offer letter, as well as the rejection letters to those who were not selected.
It’s a good idea to ask an HR person (if you have one) or someone knowledgeable in employee law to review your offer letter. You’ll need to include certain information related to employment screening, eligibility to work in the United States, drug testing and other considerations such as whether this position is an employee at will or a contract employee.
Bottom Line of The Sales Interview
Don’t go into the sales interview unprepared. Often, the key factor leading to the failure of salespeople is that they shouldn’t have been hired in the first place. A good sales interview process may not get you the perfect salesperson every time, but it will up your success rate tremendously.
Related podcast:
SMW 004 Sales Recruiting – Hire The Right Sales Person Part One
SMW 005 Sales Recruiting – Hire The Right Sales Person Part Two
Related Articles:
Has Your Sales Planning Allowed You to Build Your Sales Team for Success?
Hiring Sales People? Know What You Are Looking For
Creating a Sales Job Description That Fits Your Needs
Hiring Salespeople as Employees or Independent Contractors
The Sales Interview – Telephone Screening
Conducting The Sales Interview, Are You Ready?
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