Hiring managers often look for sales candidates who are fresh out of school and/or inexperienced in sales. A key benefit in doing so is finding a new recruit who has not developed bad habits and can learn the company’s sales process fresh. During the interview phase, it’s important to understand that the best predictor of […] Read the rest of this entry How to Interview an Inexperienced Sales Candidate
One of the most frustrating challenges that hiring managers face is how to hire a salesperson for a vacant territory. The loss of revenue and opportunity costs can make the temptation almost overwhelming to quickly fill the territory with the first candidate they can find. However, although settling for just any salesperson may relieve some […] Read the rest of this entry How to Hire a Salesperson for a Vacant Territory
Sales candidates can be particularly challenging to read in an interview, since they are often skilled at presenting themselves in a very favorable light. A powerful technique for quickly moving past a candidate’s defenses is to use “extreme” questions. Extreme questions include superlative words like most, least, biggest, smallest, worst and best. Extreme questions are […] Read the rest of this entry How to Use Extreme Questions in a Sales Interview
Is It Smart to Hire High-Drive Salespeople? The hiring process is difficult as is, so there is no need to make it more challenging and stressful by falling for hiring myths and allowing preconceived notions to rule your decision making process. When it comes to people with high levels of Drive, do you have apprehensions […] Read the rest of this entry Are High-Drive Salespeople a Challenge to Manage?
It’s a million dollar difference. There are many salespeople who can sell. They have the intelligence, the wits and the charisma. But there are far, far less salespeople who will sell, in a sustained way, over time. The difference? Drive. Salespeople Who CAN Sell vs. Those Who WILL Sell was last modified: November 20th, 2014 […] Read the rest of this entry Salespeople Who CAN Sell vs. Those Who WILL Sell
After reviewing sales candidate resumes, hiring managers often add a phone screen to determine whether to move the candidate forward into the testing and interviewing process. This 20-30 minute phone call helps bring the candidate’s resume to life and provides some excellent clues about whether he or she has the characteristics the company is seeking. Since […] Read the rest of this entry What Questions Should I Ask in a Salesperson Phone Screen?