5 Tips for Acing a Sales Interview
You sell for a living. But when it comes to promoting your background and skills during a job interview, it can be a struggle. Sound familiar? As leading sales recruiters in Houston, Murray Resources knows there’s certainly an art behind effective self-promotion.
The good news is that if it isn’t your strong suit, there are steps you can take to improve your approach and increase your odds of landing the job. Here’s a look at 5 of them:
Do your homework.
Research is imperative before meeting with a prospect. The same holds true for hiring managers. Look up the company online, read through their website – learning about their mission, vision, services and customers – search for news articles pertaining to the company, and talk to anyone you know who already works there. Not only will you be able to answer questions more intelligently but also walk into the interview more confidently.
Know your strengths.
Beyond simply selling, what specific areas are you strongest in? Do you love building relationships with clients, are you great at closing, or do you thrive on putting data and analytics to use during the sales process? Whatever the case for you, be prepared to discuss these key strengths and tie them into the position you’re interviewing for.
Talk about results.
Clients want to see tangible results and a proven track record. Hiring managers are no different. They want to know about your accomplishments complete with facts, figures, dollar amounts and other numbers to back them up. It’s therefore important to be prepared to talk about a few specific achievements and the impact they’ve made financially for past employers.
Before meeting with a potential customer, you’d think ahead about their objections and pain points, as well as how to respond to each. The same goes for the interview process. Before your next interview, research and think through the different kinds of questions you’ll be asked so you’re well prepared to provide the strongest answers possible. You don’t want to walk in sounding scripted. But when you’ve taken some time to think about how you’d answer questions, you can ensure you don’t stumble over your responses.
Ask your own questions.
So much of good selling is about asking questions and listening. The same goes for interviewing. If you want to make the best impression and learn what you need to know about the specifics of a particular job, then asking thoughtful questions – about the company, the sales department, the challenges and performance goals and metrics – is key.
Interested in professional help finding your next sales job?
Call the experts at Murray Resources. As leading sales recruiters in Houston, we can give you access to the top local employers along with positions not always advertised, from account executive to sales associate to national sales manager. Find out more by contacting our Houston sales recruiting team today.
4 Attributes to Look for in Sales Candidates
As leading sales recruiters in Houston, Murray Resources knows that not all salespeople are created equal. When you’re looking to add to your sales team, it’s up to you to find those who have the skills and track record you need to boost bottom line results. But that can be tough when you’re interviewing professionals who are trained at the art of persuasion. How can you get behind the candidate mask and spot those attributes you need in your next salesperson? Here are some top qualities to look for:
If you’re interviewing a sales candidate and they’re all talk – and literally don’t stop talking – be wary. After all, how can they possible learn about your customers’ needs and pain points without asking good questions and truly listening to responses? Top professionals have a few traits in common; one of them includes the ability to listen.
A salesperson isn’t going to be able to meet their quotas or drive sales if they’re not self-motivated. That’s why it’s important to look for this trait and ask candidates about how they stay motivated in the face of regular rejection and difficult times. Also, find out where each candidate’s strengths lie. For instance, some are strong closers, while others are all about building long-term relationships. But you want to find the sales candidates who are driven by factors that align well with your position.
As Houston sales recruiters, we know that people who are great at sales are naturally curious and want to learn all they can. It’s therefore important to ask those candidates you’re considering hiring how they prepare for meetings, what they do to learn about each customer, and how they go about assessing the competition. Once you know the answers to these questions, you’ll have a clearer sense of how intellectually curious each candidate is.
Another important attribute to any successful salesperson is passion. If they’re not excited about what they’re selling, how can they possible expect a customer or prospect to get on board? It’s therefore vital to learn about what drives each candidate you’re interviewing, what makes them good at what they do, and why they chose a career in sales. This will give you more insight into whether you have a mediocre candidate on your hands, or someone who truly loves their job.
Need more help recruiting and hiring salespeople for your team?
Turn to Houston’s sales recruiters at Murray Resources. We can help your company locate top sales talent across a broad range of industries and job levels. In fact, we’ve helped many of Houston’s leading companies build their sales force. Contact us today to learn more or get st.
Ask a Houston Sales Recruiter: How to Best Interview Sales Candidates
Your sales department is mission critical to your company’s success. After all, without an effective one, you’re not going to have enough cash flow to operate your business. That’s why when you’re hiring for a sales position, you need to find talented individuals who can contribute to the team – and the bottom line. How can you do that? Start with these interview tips from our experienced sales recruiters in Houston:
Ask good questions.
When it comes to interviewing sales candidates, you can’t walk into the room, wing it and expect to get the information you need. That’s because you need to dig deep to get specific details that will help you hire the right person for the role.
Not only should you ask about their sales track record and biggest accomplishments in past position, but other essentials that are important to the position. For example, if 50% of the job requires travel, then you need to discuss what that entails and ask questions that will help you get a sense of whether candidates are comfortable with that type of demand.
Role play with the candidate.
Beyond interview questions, it’s also important for you to get a sense of each candidate’s style and tactics when it comes to selling. After all, if they can’t sell while role playing, how can you expect them to be a top performer in other high-pressure situations? Role playing doesn’t have to be complicated. In fact, it can be as simple as asking the candidate to sell you the tie they’re wearing or purse they’re carrying.
Assess their personality.
Skills and track record are critically important, but so too is personality. That’s why it’s important to assess each candidate’s personality while you’re interviewing them, as well as through a personality test. There are endless options online, or you can hire a testing company to conduct the assessment for you. Either way, you can ensure you’re hiring someone with the right personality for the job – and your culture.
Give them an assignment.
Once you have a short list of candidates narrowed down, give them an assignment or ask them to come back and make a sales presentation so you can assess their performance. That way, you can evaluate their skills and abilities in a real-life scenario and ensure you’re hiring the best-fit person for the job.
One hiring mistake on your sales team can cost your company big time. Why not outsource the recruiting and screening process to top sales recruiters in Houston?
At Murray Resources, our experienced sales recruiters can help you locate leading sales talent across a broad range of industries and job levels. From VP of sales to account executives, we’ve helped many of Houston’s top companies build their sales teams with A-level talent. And we can help yours too. Contact us today to learn more.