5 Things to Listen for When Interviewing Sales Candidates

Your salespeople are the lifeblood of your organization. They’re your producers, bringing in new clients and new streams of income. Clearly, they play a critical role, so when it comes time to hire a new one, how can you ensure you get the best?

With more than 30 years of combined experience in Kansas City sales staffing, Morgan Hunter knows it’s important to take the time and invest the resources into hiring right. You can’t make great hiring decisions in haste. And when you consider the fact that a top salesperson will not only produce positive results for your company, but also motivate other salespeople as well, then you understand why it’s necessary to devote extra care and attention to the hiring process.

So when it comes time to interview candidates, what should you be listening for to ensure you make the best hiring decisions? Here’s a look:

#1. Knowledge of your company.

If someone doesn’t know about your company and its products, then how can they be expected to sell them? The answer is: They can’t. And the best candidates will have done plenty of research ahead of time to ensure they know all they can about who you are and what you do. So go ahead and test them on it by asking questions like: What do you know about our sales process? How does it compare with past companies you’ve worked at?

#2. The ability to listen.

Sure, salespeople do a lot of talking. But to be successful, then need to do a lot of listening, as well. After all, how will they learn about the wants, needs, and goals of potential new clients if they’re not good at listening? You can assess a candidate’s listening skills simply by having them walk you through a real-world deal, including the key players, the challenged and objections, and the outcomes and rewards.

#3. Self motivation.

You don’t want your newest salesperson to constantly need a push. That’s why it’s so important to hire someone who is self motivated. To assess this ability ask questions such as: What were your sales goals in your last position? How did you go about achieving those goals? How do you stay motivated during difficult times? How do you prioritize?

#4. Self awareness.

Everyone has areas they’re strong in – and those they struggle with. What’s important is how your candidate articulates those strengths and weaknesses. For instance, have they asked for help when a situation got difficult, or have they offered guidance and advice to a peer in an area the candidate is particularly a strong in?

#5. Your rapport with them.

It’s the job of a salesperson to build a strong rapport with everyone they meet. So during the interview process, it’s critical to pay close attention to how each candidate tries to do so with you. Did they see a picture of your kids on your desk and ask you about them? Did they notice your degree on your wall and inquire about your alma mater? Whatever they do, it’s important to ensure they have strong rapport building skills before you hire them.

Do you need help hiring your next sales star? Call Morgan Hunter. With more than 30 years of combined experience in Kansas City sales staffing, we can locate and secure the hard-to-find talent you need. Contact Morgan Hunter today to learn more.