You would never make a sales call unprepared, so never go into an interview unprepared. A successful sales interview is dependent on asking good interview questions. Hiring managers should be aware that, thanks to the internet and social media, interview question examples are now readily available to everyone. So if you rely on typical interview questions, you are likely to get fully rehearsed responses. Our experienced sales recruitment consultants have come up with some unusual but insightful questions to ask a sales candidate.Sales interview questions1. What is your understanding of this company's sales cycle and how does it compare to what you've done in the past?This question will highlight whether the candidate has done their research prior to your meeting. It enables them to showcase their knowledge of your company’s processes and will get them talking in detail about their sales experience. If you listen closely, you’ll also be able to gauge what level of experience the candidate has and whether they were an order taker, a new business hunter or someone somewhere in between.2. How do you research your target customer before a call or meeting? What information do you look for? A good sales professional will always have a strategic approach to any sales call or meeting. By asking this question you can gauge a candidate’s ability to plan ahead and gain an insight into the resources they make use of to ensure they are well-equipped to make a sale. Although this process is one that each candidate should be familiar with, asking them on the spot will show you whether they attempt to talk their way through a sales call or have a methodical approach to a sales pitch. 3. Why shouldn’t we hire you?This assesses the candidate’s honesty, resourcefulness and whether they understand their own development areas (and ideally, what they are proactively doing to improve in those areas). This is a spin on the well-known question; what are your weaknesses? The candidate needs to be able to come up with an answer that doesn’t off-sell their capabilities.4. Have you ever turned a customer away? And if so, why? This is another question that will allow you to better understand the level of experience and business acumen of a candidate. As the business world evolves there is an increasing focus on the customer and ensuring we are delivering products and services that are beneficial to them, and their individual circumstances. Because of this, in some cases, it may be necessary to turn some customers away. Closing a deal or pitching a solution that isn’t right for the customer could be detrimental to the future of your business, so it is important to know you are hiring people who understand this. 5. Talk me through a typical deal/sales process/case study?Use this to assess the level of autonomy and commercialism the candidate has. If approached correctly, you should be able to assess things like lead generation, lead qualification, length of the sales cycle, workload and the complexity of the solution to name a few.6. Tell me about your biggest achievement? While this doesn’t relate directly to the workplace, it can give you an insight into the candidate’s values which is useful for hiring at all levels, from entry-level candidates to senior leaders. Understanding what motivates your employees is key to the future success of your sales team.In addition to this, the way a candidate chooses to answer this question will highlight their ability to think fast and present a rationale behind their decisions. It can also provide insight into the whether the candidate will fit in well with the team.7. What are your observations of how our brands/products/services are perceived in the current market and what would you initially implement to further penetrate the routes to market?This question assesses the individual’s sector knowledge and resourcefulness. It allows the candidate the opportunity to give a ‘finger on the pulse’ answer, show the value they would add and essentially, gives you a true sense of their commercial ability.We speak to both employers looking to hire and professionals exploring the market every day. We understand what’s important when hiring a new employee and how best to assess a sales candidate. For more interview advice or to discuss your sales hiring needs, contact your local Michael Page Sales office now.Amin MahboubiAssociate Director Michael PageT: +44 113 388 9070E: aminmahboubi@michaelpage.comSalesLinksAbout usInterim and contractsSalary comparison toolContact usNews and updatesLinksSales recruitment – Q3 market updateSales recruitment - market update H1 2014Sales in the packaging industry – a market updateSales testimonialsInsight and adviceLinksWhy should you develop the talent in your sales team?What does a great sales CV look likeWhy should you use a recruiter in your job search?What are the effects of candidate uncertainty in the market?How to identify a top sales candidateDo you value your employees as much as you should?A flexible sales team: why you need dynamic working optionsWhy should you use a recruiter in your job search?Successfully prepare and pitch your sales solutionThe science of sales part 3 – ForecastingThe science of sales part 2 – Selling valueThe science of sales part 1 – Intelligence based prospectingInterview with Francois Stoop, vice president of sales Europe at First Sight In…Interim commercial managers bring positive changeSales recruitment: key skills to identify when hiring top talentPrinciples of persuasionManaging clientsSales networkingSales interview guideSelling in a slow marketEffective sales recruitment: the key behaviours of a top sales managerThe sixty seconds sales seriesSeven insightful interview questions to ask a sales candidateSales recruitment and employee ‘buy back’
