It lets you talk to applicants in person or over video chat to see if they are a good fit for your company. Personality and culture fit are important when hiring someone new.
The interview allows you to evaluate their skills, thought processes, and responses as they relate to sales. It is meant to find out if they are good at selling, if they can deal with objections and rejection, and if they know how to handle different prospects and situations.
To follow are 30 of the best sales interview questions to ask when hiring salespeople for your organization.
Landing the best sales talent can make or break your business But with so many candidates vying for the same role, how do you identify the true rockstars? The answer lies in asking the right interview questions
This comprehensive guide, powered by Chili Piper’s insights, equips you with the 30 best sales interview questions to uncover the hidden gems in your applicant pool.
Unveiling the Sales Superstars 30 Questions to Ask
1. Research Prowess:
- “What’s your research process before meeting prospects?”
A top-notch salesperson leaves no stone unturned. Look for applicants who use LinkedIn, social media, and company websites to learn more about the job and make their application more specific.
2. Mastering the Art of Inquiry:
- “Which questions have been most effective when dealing with or evaluating prospects?”
Sales is all about asking the right questions. Seek candidates who prioritize open-ended questions to uncover prospects’ needs and pain points.
3. Objection Handling Expertise:
- “How do you typically handle a prospect’s objections?”
Objections are inevitable. Look for candidates who have a structured approach to addressing them demonstrating their ability to overcome resistance and close deals.
4. Navigating Difficult Situations:
- “How have you dealt with a difficult prospect and managed to land the sale?”
Real-world scenarios reveal true grit. Seek candidates who can recount overcoming challenging situations and securing the win.
5. Relationship Building Prowess:
- “What is your approach to building a relationship with a prospect?”
Sales thrives on relationships. Look for candidates who prioritize building rapport, demonstrating strong communication and interpersonal skills.
6. Striking the Balance:
- “In your previous position, what percentage of time did you spend searching for new clients versus developing existing customer relationships?”
A well-rounded salesperson excels at both prospecting and nurturing existing relationships. Look for candidates who demonstrate a balance between these crucial activities.
7, Staying Ahead of the Curve
- “How do you stay current on trends in your target market?”
Knowledge is power. Look for candidates who actively consume industry content, demonstrating their commitment to staying ahead of the curve.
8. Explaining Complex Concepts:
- “Explain an idea, concept, or topic of interest.”
This question assesses the candidate’s ability to articulate complex ideas clearly and concisely. Follow up with probing questions to gauge their depth of knowledge
9. Social Media Savvy:
- “How do you integrate social media into your sales process?”
In today’s digital landscape, social media is a powerful sales tool. Look for candidates who understand its potential and can leverage it effectively.
10. Hitting the Ground Running:
- “What’s your starting plan should you be hired?”
A proactive candidate demonstrates initiative. Look for candidates who have a clear plan for familiarizing themselves with your company, customers, and sales process.
11. Identifying Areas for Improvement:
- “What would you improve about our company or sales team?”
This question reveals the candidate’s analytical skills and ability to identify potential areas for growth.
12. Case Study: Big Wins:
- “Tell me how you landed your biggest or most successful sale.”
Real-world examples showcase the candidate’s sales acumen. Look for candidates who can articulate their winning strategies and the steps they took to close the deal.
13. Embracing Continuous Learning:
- “Tell me about a new technology or skill you learned.”
Sales is a dynamic field. Look for candidates who demonstrate a willingness to learn and adapt, staying ahead of the curve with new technologies and skills.
14. Tailoring the Approach:
- “How does your approach differ between long and short sales cycles?”
Adaptability is key. Look for candidates who can adjust their approach based on the sales cycle, demonstrating their versatility and understanding of different customer needs.
15. Learning from Missed Opportunities:
- “Describe how you followed up with prospects when you did not make the sale to determine why.”
Even the best salespeople encounter rejection. Look for candidates who demonstrate a growth mindset, seeking to learn from missed opportunities and improve their future interactions.
16. Saying No to the Wrong Fit:
- “If you’ve ever turned down a prospect, why did you do so?”
Knowing when to walk away is just as important as knowing when to pursue. Look for candidates who understand the value of focusing on the right prospects and not wasting time on unqualified leads.
17. Persistence Pays Off:
- “How many times do you try selling to a client before giving up?”
Sales requires tenacity. Look for candidates who demonstrate persistence and resilience, reaching out multiple times to secure the deal.
18. Putting Yourself in the Buyer’s Shoes:
- “How would you sell me X?”
This role-playing exercise reveals the candidate’s thought process and ability to ask qualifying questions before launching into a pitch.
19. The Sales Process Demystified:
- “How would you describe your sales process?”
A strong understanding of the sales process is crucial. Look for candidates who can articulate the different stages and demonstrate their ability to organize their thoughts and explain complex ideas.
20. Overcoming Adversity:
- “How would you try to achieve a monthly quota if you were behind pace halfway into the month?”
This question assesses the candidate’s problem-solving skills and ability to overcome challenges. Look for candidates who have faced similar situations and can demonstrate their resourcefulness.
21. Mastering the Art of Voicemail:
- “Suppose you were contacting a prospect by phone and they did not answer. What would you say in the voicemail?”
Leaving effective voicemails is a crucial sales skill. Look for candidates who can craft compelling messages that encourage prospects to return their call.
22. What Drives You?
- “What motivates you as a salesperson?”
Motivation comes in many forms. Look for candidates whose motivations align with your company culture and values.
23. The Sales Calling:
- “Why did you want to become a salesperson?”
This question reveals the candidate’s intrinsic motivation for pursuing a career in sales. Look for candidates who are genuinely passionate about the field.
24. Embracing Continuous Learning:
- “What do you think about learning as part of the sales process?”
Sales is a continuous learning journey. Look for candidates who embrace learning and are eager to develop their skills and knowledge.
25. The Not-So-Glamorous Side:
- “What do you dislike about the sales process in general?”
This question reveals the candidate’s honesty and self-awareness. Look for candidates who can identify areas for improvement and demonstrate a willingness to overcome challenges.
26. The Ideal Sales Manager:
- “What do you look for in a sales manager?”
This question reveals the candidate’s expectations and preferences for their manager. Look for candidates whose expectations align with your company’s management style.
27. Defining Success:
- “What is your most important accomplishment?”
This question reveals the candidate’s values and priorities. Look for candidates whose accomplishments align with your company’s goals and values.
28. Living by Your Values:
- “What would you describe as your core values?”
This question reveals the candidate’s character and integrity. Look for candidates whose core values align with your company’s culture.
29. Charting the Course:
- “What are your career goals?”
This question reveals the candidate’s ambitions and aspirations. Look for candidates whose career goals align with the opportunities you can offer.
30. Identifying the Ideal Client:
- “Who do you prefer selling to, and why do you feel this way?”
This question reveals the candidate’s understanding of the target market and their sales approach. Look for candidates who can articulate their ideal client profile and demonstrate a strong understanding of the customer’s needs.
Chili Piper: Your Partner in Sales Success
By leveraging these 30 insightful interview questions, you can confidently identify the top sales talent who will drive your business forward. And remember, Chili Piper is here to support you every step of the way. Our innovative sales platform streamlines the sales process, helping you close more deals and achieve your revenue goals.
Ready to take your sales team to the next level? Contact Chili Piper today to learn more about our solutions and how we can help you find the perfect sales talent.
How have you dealt with a difficult prospect and managed to land the sale?
The applicant should be able to describe what happened, why it was hard, how they dealt with it, and how what they did helped them close the deal.
Whatâs your starting plan should you be hired?
It’s important for applicants to know how they plan to learn about the company and your customers, as well as how they will find and contact prospects.
The REAL Truth About Chili Piper: Does It Really Work?
FAQ
What questions are asked at the DLA Piper interview?
What are fitter interview questions?
What are the pipe fitter interview questions?
