Sales Interviewing & Hiring Archives

Which is More Important When Hiring a Salesperson: Previous Success or Drive? [Infographic]

Hiring managers often wonder whether a candidate’s previous sales success or level of Drive is more important in making a hiring decision. It can be tempting to rely on sales experience alone when hiring a salesperson. However, for candidates who have been successful previously, we need to determine how closely their previous selling circumstances match the open position. Which is More Important When Hiring a Salesperson: Previous Success or Drive? [Infographic] was last modified: October 14th, 2025 by Dr. Chris Croner

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Sales Assessments

How To Determine Whether Your Sales Candidate Is Really a “Self-Starter”

Many of our clients have told us that they want their salespeople to be “self-starters,” operating with high levels of independence and initiative, sometimes even from a home office. Learn how self-starters are beneficial for business in a multitude of ways. Benefits of Self-Starters: Decrease the amount of time managers have to spend overseeing employee activities Improve productivity, naturally Step out of the box and fulfill needs that are not within a job description Inspire others and serve as role models within a team Can be long-term assets to a company What Makes a Self-Starter? Self-starters are defined by their

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Sales Assessments

Can Sales Tests Be Faked? Learn How to Separate Actors from A-Players

One of the most common questions we receive is whether a sales assessment test can be faked. This is an important concern, since the purpose of a sales employment screening is to separate the good actors from the high potential candidates. It is prudent to take a good look into any test before relying on it to screen your candidates. Unfortunately, many tests are very easy for candidates to quickly size up and fake their way through, creating a false impression of their level of motivation or ambition. These tests can create even more wasted time and money than if

“When Did You Discover You Loved Selling?”

What are your must-ask questions during behavioral interviews? Maybe you start off with the usual, “Tell me about yourself,” before you move on to the more challenging questions like, “Tell me a time when you lost a sale, and how you recovered.” Or maybe you like to ask off-the-wall questions in an attempt to see how the sales candidate solves problems. When it is time for face-to-face interviews, we have more than a few favorite sales interview questions we love to ask. We have found that during behavioral based interviews these favorites can help identify candidates with the most Drive

Why To Avoid Asking “Why”

A subtle, but effective technique for getting past a sales candidate’s defenses during the interview is to avoid using “why” questions. During an interview, the word “why” can have a slightly accusing tone, especially if the candidate is concerned about revealing his shortcomings. Instead of asking “why,” use “what” or “how” questions. For example, instead of asking the candidate, “Why did you do that?” Try asking: “What caused you to do that?” Or “How did you decide to do that?” Replacing “why” with “what” or “how” is a particularly helpful technique when discussing a sensitive situation or following up after

Past Performance Predicts Future Behavior

Psychologists will tell you that past performance is the best predicator of future behavior. Unfortunately, it is human nature for a job applicant to embellish past performance. Examples include taking credit for deals he/she played a part in but did not source, or referring to an outlier production year as the average or the norm. Past Performance Predicts Future Behavior was last modified: April 10th, 2014 by Dr. Chris Croner

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Which is More Important When Hiring a Salesperson: Previous Success or Drive? [Infographic]

How To Determine Whether Your Sales Candidate Is Really a “Self-Starter”

Can Sales Tests Be Faked? Learn How to Separate Actors from A-Players

“When Did You Discover You Loved Selling?”

Why To Avoid Asking “Why”

Past Performance Predicts Future Behavior