It’s that time of year when you may be evaluating who you need to add to your sales team in the coming year.
In a previous blog post I talked about the importance of using behavioral interviewing when looking to hire a salesperson or business development person. Let me give you some behavioral interview questions we’ve collected over time to help you hire good employees versus good interviewees:
At the end of this interview what are the two things you’d like me to know about you?
- What attracted you to this opportunity?
- How did you prepare for this interview?
- Describe your job search activities.
- What part of the selling process are you best at?
- What part of the selling process needs the most improvement?
- If you were offered the job what actions would you put in place in the first 30-days to “hit the ground running?”
- How would you build your pipeline?
- How do you qualify/disqualify opportunities?
- Describe your time/territory management process.
- What motivates you?
- Tell me about the best manager you ever worked for.
- What made him/her so good?
- What are your income goals in the first year?
- In three years?
- What does “fair” compensation plan mix look like from your perspective?
These questions have helped others separate those who are good at interviewing from those who will be good at meeting and exceeding your sales goals. Hope they help you.
