I’ve encountered a common question in recent interviews which pertains to the current level of performance from the existing sales team. This economy is wreaking havoc on many salespeople in terms of their commissions. Sales candidates are aware of this situation and are diligently asking the question regarding where the current team is performing. I find it to be a most appropriate question. The problem often lies within the hiring manager’s response. It is simply difficult to hide a grossly underperforming sales team. If the economy is cratering their success, the problem is even more difficult to contain in an answer. This usually leads to a pseudo-answer that deflects the… Read More
Continue ReadingKeep It Clear
I have sat through some interviews which have been enlightening in terms of the struggles of hiring managers who do not hire often. One of the blatant deficiencies I observed was this – a lack of good questions. Is there anything more important than questions in interviewing an external candidate? Even an internal candidate. Here is one instance of what I observed – a rather inexperienced manager asked esoteric questions that left me scratching my head. The candidate did a good job attempting to answer the question without embarrassing the hiring manager. One question took almost 2 minutes for the hiring manager to ask! The question included an analogy, an… Read More
Continue ReadingHiring Like A Detective
Yes, the title is a bit quirky, but it is true. A significant portion of successful hiring involves being a good detective. I have always taken that approach when helping our customers find the right salesperson for their position. To be a good detective, you need to be a bit skeptical. Sales candidates blow sunshine. Few have ever missed quota, most state their primary weakness is being a workaholic and all have earned everything they have accomplished. Right. In reality, most have missed their sales quota at some point, many have real weaknesses discussing money and handling rejection and most have benefited from somewhere be it marketing, territory, company market… Read More
Continue ReadingInterview Myths
This article from Yahoo’s Hot Jobs contains 5 hiring myths designed to help candidates perform better in an interview. Myth #1 is excellent for the hiring manager: Myth #1: Be prepared with a list of questions to ask at the close of the interview. There is some truth in this common piece of advice: You should always be prepared, and that usually includes developing questions related to the job. The myth here is that you must wait until it is “your turn” to speak. By waiting until the interviewer asks you if you have any questions, “it becomes an interrogation instead of a conversation,” says Greene. Greene recommends that you… Read More
Continue ReadingThe Value Of Cliche Questions
Don’t flame me on the title, there is a method to this madness. I like cliché questions for sales interviews. There, I admitted it. Now, I should clarify, I’m not talking about an entire interview of these questions, but rather some strategic ones sprinkled into your question list. Here is why – if the question is cliché, the candidate should have a sparkling answer. Their answer may be well-rehearsed – that is fine. You, as the interviewer, simply need to drill down on their response to get to the unvarnished truth. However, the catch to this approach is when they don’t have a strong answer. I am always concerned about… Read More
Continue ReadingQ Is For Qualifying Questions
I come across this often – a company wants to hire a superstar salesperson and the hiring manager’s first instinct is to find a loquacious talker. Perhaps you have seen this approach too? Clearly no readers of the Hire Sense would administer this approach in their hiring. Right? Ok, maybe not. The point is that smooth talkers are not categorically the best salespeople. I am appreciative of good communicators, but being good at talking is the lesser part of communication. Being an active listener is more important. This fact is often overlooked in sales hiring. The reason this ability is important is that is supports the foundation of successful selling… Read More
Continue ReadingA Simple Interview Rule
If you (hiring manager) are talking, you’re not interviewing. I know, simple in concept, but for some it is difficult in practice. I sat through an interview recently that involved a sales manager who spoke for 75-85% of the time! The candidate was simply caught in his wake for the entire interview. My take on the interview was that we learned next to nothing about the candidate and his fit to the position. He may have been strong – we’ll never know. What we did learn is the frantic, scattered approach of the sales manager makes for an interview that did not go deep on any topic. The fault here… Read More
Continue ReadingSales Interviews Are Uncomfortable
I about fell out of my chair reading this SellingPower.com article – Interviews Get Comfortable. A quick excerpt to set the tone: “It’s your job as an interviewer to make the candidate feel comfortable and it starts from the moment you see that person,” says Barbara Pachter, a speaker, trainer, coach, and author of numerous business books, including The Power of Positive Confrontation (Marlowe & Co., 2006). Pachter does acknowledge that there are times when interviewers put candidates in awkward positions to view reactions, but for the most part they should work to put candidates at ease. Her suggestions for putting candidates at ease include: Be a gracious host.… Read More
Continue ReadingStorytellers
This sales-focused article from the Salesopedia.com website discusses the power of telling stories when selling: Think about it: If you were in the audience for another sales person’s sales presentation, which kind would you rather listen to: one in which the presenter simply recited a list of features and benefits, facts and statistics, or one that included a stimulating, engaging, riveting, or inspiring story about how you helped another customer solve a problem similar to the one with which you’ve been wrestling, or achieved an outcome you’re looking to achieve? Which would move you, and which would bore you? Which would be memorable, and which would be forgettable? Stories are… Read More
Continue ReadingAre You Really Running A Behavioral-Based Interview?
Behavioral-based interviewing has been the buzz in hiring for the past few years and rightly so. This technique brings real-world clarity to a sales interview as opposed to theoretical, positional answers. Selling Power provides a good article to assist you in your interview strategy. In order to ensure you are using a behavioral-based approach (emphasis mine): “A lot of people think that they are conducting behavioral-based interviewing when they’re really not,” says Wolf, who defines behavioral-based questions as questions that allow candidates to relate real situations and demonstrate how their strengths and weaknesses are exhibited on the job. “Many times hiring managers are asking theoretical questions, such as, ‘How would… Read More
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