Selling Power discusses behavioral-based interviewing in On Your Best Behavior. The article covers the main points of this interview approach and it is certainly an approach we incorporate – to some extent.

First, if you are relying on the face-to-face interview to make a strong sales hire, you are taking unneeded risks. Even bad salespeople can be good at building rapport. Other salespeople may be silky smooth talkers but nothing more – they can shine in the interview but never close a deal once they make it on to your payroll. An over-reliance upon the interview is the number one reason for a bad sales hire. You must use a system for screening and assessing candidates before you meet them face-to-face.

To prepare for a behavioral-based interview, Opton says to research what characteristics you want from a candidate…what’s the one thing that this person has to have? This will help you to determine the “must-haves” versus the “nice-to-haves.” Focus questions around those characteristics. Center questions on specific examples of strengths and weaknesses without specifically asking people, “What are your strengths and weakness?”

Objectively assess them first. Our view is heavily influenced by salespeople since that is our expertise. Many weak candidates are still able to “read” a behavioral-based question and adjust their answer towards the interviewer’s preferred response. Take a look at this example question from the article:

Can you tell me about a time when you were able to penetrate a major national account with a new product?

As a crafty sales candidate, I know that I need to shade my responses towards new business development with a strong emphasis on large accounts. I would also know that I need to incorporate pieces of a new product or service in my responses. If I have been in sales long enough, I can come up with examples of these scenarios, and I may even embellish them. Unfortunately, these scenarios may not be my strong suit. No matter, I’m going to overplay my skills on these topics and minimize the fact that most of my experience revolves around selling existing products to repeat customers.

Too easy for the candidate. If the interviewer has a detailed report on this candidate’s skills, motivations, talents and style, they can probe for specific traits within the behavioral-based question. Clearly, the more data you have going into the interview, the better read you will get on the salesperson’s true abilities.

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An encouraging sign from M.B.A. programs as reported by CareerJournal.com – M.B.A. Programs Hone ‘Soft Skills’. From the article:

The schools are responding to employers’ growing interest in soft skills. Executive suites are increasingly composed of managers running far-flung operations who must attract and retain knowledgeable workers. That puts a premium on skills such as communicating and brokering compromises, says Warren Bennis, a professor at the University of Southern California’s Marshall School of Business and author of a best-selling book on leadership.

“It isn’t just nice — these interpersonal skills,” Mr. Bennis says. “It’s about stuff that’s necessary to lead a complex organization.”

We’ve been observing this shift first hand over the past 5-6 years (I suspect the shift has been going on longer than that time frame). We work with many Presidents and CEO’s and have found a distinct shift towards people-oriented leaders.

The previous stereotypical leadership mantra was a hard-charging, task-oriented driver who led the company through dictate (a bit of hyperbole, but you get the point). Nowadays, we have seen a dramatic shift towards team-building, people-oriented steadiness amongst leaders. These leaders have a long-term outlook and affect change through their teams.

Click here for more information regarding our leadership assessments.

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I just found this cover letter and red flags went off everywhere:

College student nearing completion of a Computer Sciences degree looking for a full or part-time entry level position in a technical environment such as software testing, hardware installation, database development, or data entry.

Get me secured in your company while I’m still sans degree, because there will come a day when my time will be very valuable.

I would run the other way from this candidate. Again, confidence is good, cockiness is bad. Take a look at the close:

Tuition reimbursement a plus, but not required. Please e-mail with any openings available for a resumé.

Remember, this is a college student. “Required?” Who is hiring whom here? And the last sentence, well, I’m not sure what to make of it other than he is trying to get his resumé hired. This guy may be an excellent programmer and a good employee, but the cover letter screams of an entitlement mentality.

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Straight from the resume pile:

Got Sales Leads? I Can Close Them!

If that hasn’t piqued your interest, I’m sure the rest of the cover email will:

-References
-Quick product knowledge
-Reliable transportation
-Available immediately

A salesperson with confidence is a prerequisite, but they have to be able to back it up with more than “reliable transportation.”

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