Five Costly Sales
and Solutions HOW TO INTERVIEW PROSPECTIVE SALESPEOPLE EFFECTIVELY
The hiring manager for sales in any organization is in a
unique and difficult position because there is no degree
or accreditation for sales stars. While the candidate sitting
across the desk may seem great, it is crucial that interviewers
do not rely solely on gut instinct.
1. DON’T FALL FOR A SMILE
Problem: Sales is a confidence sport, and being likable is a good attribute
to have. But likeability is only part of the equation – winning
in sales takes hard work, persistence, optimism, ability to handle adversity
Solution: While past performance is no guarantee of future performance,
it is certainly the best indicator, so rely on it rather than
just falling for a smile and happy disposition. Rigorously examine
past successes and references. The candidate that passes all the tests,
references and role-playing but can still put on a smile is very likely
the right person to join the team.
2. WATCH OUT FOR A “PERFECT” RESUME
Problem: While this seems counterintuitive, it is an industry truth
that the best reps spend a lot more time selling than polishing their
resume, and vice versa.
Solution: Don’t be fooled by someone whose resume overstates
limited accomplishments. The key to success is to pick the accomplishments
apart. Drill down to determine if an accomplishment is
real or a fabrication. Ask the candidate to walk through the scope of
a project and indicate the problems and challenges they faced and
the quantifiable results. It then becomes easier to quickly differentiate
real results from fiction.
By Eliot Burdett
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HRPATODAY.CA ❚ SEPTEMBER 2015 ❚ 33