When you are hiring new sales folks, odds are that you would want to distinguish the performers from the “pretenders”.
Chances are, you’ll get an interview guide to help you along with the interview. But maybe you should focus on “the end in mind”: what will be the perfect particular person who’ll function up to the expectations of yours, and also will compliment your company of the position she is in.
Thus in a nutshell, here is what you need to prepare BEFORE your interview:
It would be better to re-look at your Job Description (JD) first, then your interview guide later, as the JD will be the center of the way in which you wish the staff members of yours to perform;
It is much better to separate the work procedure from the end results, e.g. achieving sales targets or maintaining margins are outcomes, whereas doing making customer visits or even understanding customers’ preferences are processes. Since achieving sales targets is an end result, you’d have to include much more observable processes into your JD that will give you your desired result.
relief teaching which if these tasks or results as per the importance of theirs. Look for what the best performers of yours do differently from others. Those is going to be your main priority processes.
When you have determined what you’re looking for, prepare the questions of yours beforehand. Here are several questions that you might need to ask:
What exactly are several of the best achievements of yours, AND how did you do that?
Explain what will be the ideal work environment of yours. Why?
Give a good example that you persuaded the manager of yours to change his/ the thoughts of her during an important decision
Make a great example that you overcame difficult issues to get the task done Give a good example on how you were able to persuade a customer to get from you, when he/ she was initially not thinking about buying that service or product.
Explain the way you will get new customers (if you’re searching for “hunters”) Describe exactly how you would mature existing customers. (in case you are looking for “farmers”)
In case you were to join us, what would you wish to be whenever you leave us? Why?
Probably the most fascinating one must be the end issue. Now here is the strategy to my madness.
Sales staff turnover in China is fast becoming a high expense of hiring. Many companies are trying to find solutions to find out in case the nominee comes with what it requires to rough it out in lull times, and brin in the final results. Businesses also wish to make sure that new hires aren’t tempted to depart when competitors offer a mere couple 100 dollars of pay increment.
By asking “what would you want to be if you allow us”, you push a truthful solution from the candidate. In several cases, other applicants may just say they will stick with the company till they retire. Look instead for candiadtes who are candid about their goals, and also keep a search for all those with inspiring ones.
As for another questions, give thought to the details belonging to the processes, i.e. specifically how they reach the achievements of theirs. It’s very likely that people who simply want to “fake it”, won’t be able to present clear, rational details.
You will also find the use of the question “Why”.
This is a particular question to understand what motivates this particular person. Insights on the candidates’ motivational components shall be available in future to encourage the new hires.
c.j. is the trusted sales advisor which have made it easier to overseas companies achieve quantum progress in sales profits in China and beyond. So far, c.j. has helped:
* A leading international hotel to generate the equivalent of an extra 5,000 room nights in China in the lull summer months of 2007
* An international leading architectural hardware company to raise the sales revenue associated with a key account in Shanghai by ten times within 3 weeks * The world leader in PC product sales to turn their product sales force to be solution-focused and collaborative more, in addition to supporting them to restore worldwide pole position from their closest competitor.