To help determine if your candidates can work well with others, here are the top 5 collaboration questions to ask during your next candidate interview: 1. Give an example of when you had to work with someone who was difficult to get along with. How did you handle interactions with that person?. What did you do? If you are interested in learning about more behavioral interview questions to ask your candidates, we invite you to sign up for our blog to stay updated on our soft skills series. We invite you to download our interviewing & hiring eBook to discover the key questions you should be asking during your next candidate interview in regards to the five most important soft / human skills.
On the surface, interviewing a candidate for an available job sounds easy. With the job description in hand describing specific skill sets and experience, the recruiter or hiring manager fires off a dozen questions or so and voila, they are equipped to make a hiring decision. If only interviewing were that simple. The nuance of interviewing candidates extends well beyond skills and abilities into areas of candidate maturity level, culture fit and self-awareness to assess overall candidate quality.
You can mitigate some of these questions for fit if you’re attracting informed candidates who have engaged with your employer brand through Glassdoor’s . Tools like Glassdoor help showcase the different areas of your culture to better attract candidates that are a fit and want to drink your company’s Kool-Aid. Once you’ve , you’ll want to ask interview questions regarding industry and expertise, as well as broader-based questions to learn how they will ultimately mesh with your team..
As , Executive Recruiter and Founder, Goldman Group Advantage said, “These questions are a wonderful way to know more about what’s important to a candidate and how well they interact with others, etc.” “Ideally, my goal is to have a collaborative and communicative conversation during interviews – putting candidates at ease (after all, interviews and job search, in general, can be stressful for job seekers) and creating a pleasant and comfortable interaction (vs.
an interrogation),” continues Goldman. As such, three of Goldman’s favorite interview questions to ensure candidate quality include: Interview Questions to Ask Candidates 1. Tell me something about yourself that others may be surprised to know about you. Why Ask This Question? This question is an opportunity to learn something very interesting and real about a candidate that might otherwise not come up in a standard interview.
2. If there were something in your past you were able to go back and do differently, what would that be? Why Ask This Question?This question is another way to understand life lessons a person has learned and how these lessons may be of benefit when managing others or working in teams.
3. Tell me about a time you had a difficult working relationship with a colleague. What was the challenge, how did you address the situation and what did you learn from the experience? Why Ask This Question? I am looking to understand how a candidate moves through, resolves problems and how the experience and knowledge learned can be applied to possible future situations.
While skills don’t stand alone, culling proper skills still is crucial to ensuring a candidate’s capabilities to do the job. shared two interview questions he likes to use to vet skills that are ‘not’ predicated upon having relevant knowledge about those skills, as follows: 4.
So, tell me one of your war stories about that skill. Why Ask This Question? I like this prompt because it helps me discern whether or not the candidate has really gotten into the weeds with that skill and gives a good opportunity to evaluate communication ability.
5. Tell me your biggest success story related to [skill]. Why Ask This Question? This prompt is one I like to use early in the conversation: it helps the candidate feel at ease and comfortable. Candidates lacking a good success story, particularly recently, raise a flag.
Plus, it often helps to fuel better follow-up questions afterward. That said, if a success is particularly noteworthy, it’s more or less timeless. Goldman also shared an interview question that ferrets out skills using a ‘why-based’ interrogative.
6. What is your ideal position and why? Why Ask This Question?It offers the candidate an opportunity to share their best skills sets (technical skills) along with their transferable skills (soft skills) and understand what they consider to be the best-fit position. It gives the interviewer an opportunity to see how closely aligned the candidate is with the duties and responsibilities of the position. “In my numerous years of conducting interviews, there have been many times when a candidate will describe their best-fit position, to find, it does not align with the position they are interviewing for,” reinforced Goldman.
Skills-unearthing can provide opportunities to learn about a candidate beyond the actual ability to perform the skill. For example, Han taps into his skills-vetting repertoire to assess a candidate’s self-awareness regarding weaknesses. Here’s an interview question Han recommends: 7. Tell me your biggest failure related to [skill]. Why Ask This Question?The purpose of asking this question is to ensure that the candidate possesses self-awareness.
But perhaps as importantly, much like the biggest weakness question, the key thing here is learning what the takeaway was to help avoid recurrence. Moreover, , Senior Recruiter and Career Coach, LandaJob Marketing & Creative Talent, transforms the ‘what are your weaknesses’ cliché via a storytelling invitation.
She asks: 8. What is a development area, a deficit, or a gap that you’ve had to overcome or improve in your career? How was that identified, and what did you do to improve? Why Ask This Question?It offers a chance to learn how someone deals with self-realization, self-actualization, and potentially how they overcome obstacles or adversity.
Storytelling also is employed in Lorenzen’s following ‘accomplishment-focused’ example: 9. What are two of the most satisfying accomplishments in your career?
Tell me about each of them. Why Ask This Question?When people are invited to tell a story about what’s been important to them in the arc of their careers, you get a window into their values. Did they value the impact they had? Did they value the award or official recognition? You have an opportunity to see their motivators and their success markers.
Asking about favorite and least favorite supervisors is yet another strategy Lorenzen uses to gain insight about candidates’ attitudes. 10. Describe your favorite supervisor and your least favorite supervisor – and why.
Why Ask This Question? This allows some fast insight into how the candidate likes to be communicated with and managed, as well as some revelations into overall attitude and maturity. Moreover, according to in his article, , he suggests asking candidates to: 11. Describe work you’ve accomplished that best compares to what needs to be done. Why Ask This Question?A pattern soon emerges of where the candidate excels and what organizations best meet their needs. According to , a more focused way to ask a candidate to tell about themselves is to instead ask: 12.
How did you end up in your current role? Why Ask This Question?You’ll get a better sense of a candidate’s career trajectory, as well as what motivates them. Finally, these three questions can help vet out the quality of a candidate’s preparation for the interview: 13. What challenges do you see impacting the industry? 14. What interests you most about this position?
15. Do you have any questions for me? Why Ask These Questions?More substantive answers signal a higher level of preparation and initiative. Moreover, the candidate having jotted down a few questions to ask signals interest beyond an individual role and to their overall relationship within and among the enterprise.
The interviewing process is tough, no matter which side of the table you sit on. To bolster your hiring team’s abilities in assessing candidates and making great hires, download:
best dating interview questions to ask sales candidates forbes - Sales Interview
That is a fantastic question. had some great answers. I won't repeat what he's said, although I do want to add on to it. He had some good ideas to get to know your interviewee's past but, in sales especially, I think personality has the power to trump experience. You need to find someone with these two traits: Genuinely likable | Find someone that you enjoy talking to, because if you enjoy talking to them then your prospects probably will too. Hardworking | Sales is . You need to find someone who is willing to bust their ass.
Someone self-motivated to succeed. A hard-working, likable hustler will be infinitely more valuable to your company than a lazy, uninteresting veteran.
interview is "Why?" It is a question you should ask over, and over, and over again. Here's an example: • You: [Initial question] • Interviewee: That's a great question, and I'm happy to share... [Insert BS, make-myself-sound-good phrases here] • You: That's good. Why ? • Interviewee: Because I really... [More BS interview-speak] • You: Oh, interesting.
Why do you think that is? • Interviewee: Well, hmm... [Their answer still contains some BS interview-speak, but they're becoming less polished and canned] • You: Oh, that is execellent. Why? • Interviewee: Oh, uh, well... [Now they really have to think. These are the answers you want. Less articulate, more introspective. It will reveal more about how they really are and how they think] There is why Why in action. Make sure you dig into their answers with at least three whys so you can get through their prepared answers.
And finally, keep this in mind: . Want to hire someone great? Put them on the phone with a prospect (even a mock prospect), see how they do. Whew! That was a lot of words. I hope you stuck with me on that, because it is incredibly valuable information. All of this information was pulled from the , but I definitely was not able to cover everything. Read more about powerful hiring practices here: • • • Cheers!
Full disclosure: I work with as a freelance writer .#Tips, tricks for the question: What are good interview questions to ask a sales candidate when hiring . Below are top 10 hack tips for your job interview, I hope it helps. ##TOP 10 HACK TIPS FOR YOUR JOB INTERIVEWS 1. Secret weapon: tell your career stories at your job interview You’re prepped and ready to totally nail this job interview.
You’ve rehearsed your elevator pitch—in front of the mirror, even. You’ve committed the entire job description to memory. Heck, you even drove a practice route to the interview location to make sure you knew exactly where to park.
So, when the meeting finally rolls around, you’re feeling cool, calm, and collected. That is, until the interviewer jumps right in with the dreaded, “Tell me about a time when…” Suddenly your mouth is dry, your mind is blank, and you have a mental facepalm moment. Why, oh why, didn’t you think to prepare for these types of prompts? Yes, those requests for real-world examples—also known as behavioral interview questions—are frustrating.
But, they’re also an extremely common part of the interview process. Your best bet is to have a few stories prepared and ready to go for your next interview. Here are the six big ones you should make sure to have in your arsenal. They’re general enough that they can be used for a variety of questions, but specific enough that the person asking will feel like he or she’s getting a good, solid, detail-filled response.
Related materials: + Top 10 career stories for your job interviews: 10CareerStories.blogspot . com + Free ebook 395 interview questions with answers: InterviewQuestions88 .info/2014/12/free-ebook-395-interview-questions-with-answers-pdf.html 2. Know about the company: Spend time to know about the company’s background and various activities of the company. Knowledge about the company will make you look serious for the job. Also if you have time, read about the competitors.
Know the basic stats on size and state of the company, and try to develop a view on the top 3 strengths and the top 3 weaknesses/issues the company faces. If you can think through and be prepared to articulate how you can reinforce the strengths and help make progress against the issues, then even better.
Pro Tip: • Set up Google News Alerts for the company and industry you are interviewing for. It shall give you timely news alerts and much needed information & talking points! You can also refer to Social media, website, google search etc.
to get more information. Also you can search for people/friends on LinkedIn who are already working in the company and talk to them. • Search company on Glassdoor. com. I find that there are typically elements of truth to the themes that surface there, and it is a good way to get a feel for what to expect culturally and again this preparation can help to inform your questions 3.
Ask questions You should always have some questions for your interviewer to demonstrate your interest in the position. Prepare a minimum of five questions, some which will give you more information about the job and some which delve deeper into the culture and goals of the company. Related material: + Best 12 questions to ask employers: InterviewQuestions66.blogspot. com + InterviewTips365. info/2014/12/free-ebook-82-secrets-to-win-every-job-interviews-pdf.html 4. Make good first impressions A cardinal rule of interviewing is to be polite and offer warm greetings to everyone you meet from the parking attendant to the receptionist to the hiring manager.
Employers often are curious how job applicants treat staff members and your job offer could easily be derailed if you’re rude or arrogant to any of the staff. When it’s time for the interview, keep in mind that first impressions the impression interviewers get in the first few seconds of meeting you can make or break an interview.
Remember that having a positive attitude and expressing enthusiasm for the job and employer are vital in the initial stages of the interview; studies show that hiring managers make critical decisions about job applicants in the first 20 minutes of the interview. Related material: + Top 35 tips to prepare for your job interview: 35JobInterviewTips.blogspot .com 5. Structure your answer Most people see a job interview as a passive experience where they answer questions and are confident of securing the job if they answer the questions asked correctly.
Rather, see an interview as an opportunity to answer or respond to questions following a guide or plan on the subject of interest. Your answers should emphasize how your skills will be of relevance to the company. To improve how to answer questions in the interview, draft 5 points and have both short and long answers to each point. Nevertheless, you are required to pay attention or listen carefully during the interview. Ensure you carry out proper research on the company before an interview to enable you to prepare appropriately for questions the interview is likely to ask.
Related material: + Top 42 common interview questions with answers: 42InterviewQuestionsWithAnswers.blogspot .com 6. Bring examples of your work I have been called several times by hiring managers who expressed their delight at some of my candidates who came to the interview session with samples of their work. You also have the opportunity to do this. Make the most of printed words, it shows how prepared you are and this alone might just set you apart from other candidates.
Idea: Some candidates take a copy of their most recent written review to the interview. Obviously, you should only do this if your evaluation is outstanding.
Perhaps you could come with a graph or a chat that illustrates the actions you took that saved your old company some money or even how you improved their business. Always couch your examples with the following line of logic: • This was the situation at the time. • This is what I did to remedy the situation.
• My actions yielded these results. 7. Clarify your "selling points" and the reasons you want the job. Prepare to go into every interview with three to five key selling points in mind, such as what makes you the best candidate for the position. Have an example of each selling point prepared ("I have good communication skills.
For example, I persuaded an entire group to ..."). And be prepared to tell the interviewer why you want that job – including what interests you about it, what rewards it offers that you find valuable, and what abilities it requires that you possess. If an interviewer doesn't think you're really, really interested in the job, he or she won't give you an offer – no matter how good you are! 8. Dress for Success Plan out a wardrobe that fits the organization and its culture, striving for the most professional appearance you can accomplish.
Remember that it’s always better to be overdressed than under and to wear clothing that fits and is clean and pressed. Keep accessories and jewelry to a minimum. Try not to smoke or eat right before the interview and if possible, brush your teeth or use mouthwash.
9. Practice, practice, practice. It's one thing to come prepared with a mental answer to a question like, "Why should we hire you?" It's another challenge entirely to say it out loud in a confident and convincing way. The first time you try it, you'll sound garbled and confused, no matter how clear your thoughts are in your own mind!
Do it another 10 times, and you'll sound a lot smoother and more articulate. But you shouldn't do your practicing when you're "on stage" with a recruiter; rehearse before you go to the interview. The best way to rehearse? Get two friends and practice interviewing each other in a "round robin": one person acts as the observer and the "interviewee" gets feedback from both the observer and the "interviewer." Go for four or five rounds, switching roles as you go.
Another idea (but definitely second-best) is to tape record your answer and then play it back to see where you need to improve. Whatever you do, make sure your practice consists of speaking aloud. Rehearsing your answer in your mind won't cut it. 10. Thank Interviewer(s) in Person, by Email, or Postal Mail Common courtesy and politeness go far in interviewing; thus, the importance of thanking each person who interviews you should come as no surprise.
Start the process while at the interview, thanking each person who interviewed you before you leave. Writing thank-you emails or notes shortly after the interview will not get you the job offer, but doing so will certainly give you an edge over any of the other finalists who didn’t bother to send thank-you notes.
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The is a crucial part of any hiring process, and it's even more critical when hiring salespeople. That's because the interview gives you a chance to see each candidate's sales skills first hand. If your prospective employee doesn't do an excellent job of selling himself in the interview, he's not likely to do well selling your product. Your interview questions should give the candidate a chance to shine, but should also include a few tough ones so that you can see how he performs under pressure.
• Tell me what you know about my company (this checks the salesperson's research skills). • What was the last sales-related book you read? What did you think about it? • Describe your activities during your most recent full day at work, from beginning to end. • How do you prospect for ? • If a prospect or customer came to you with a request that was unreasonable and was something you couldn't bring about, how would you handle the situation?
• What would you say or do if a prospect asked you to do something unethical? How about if a coworker asked? • How do you build rapport with new prospects? • What do you think is the most critical skill for a salesperson? • What is the most overrated skill for a salesperson? • What's your usual closing ratio? (This can be the percentage of sales closed compared to either appointments or prospects, so confirm that you and the candidate are using the same metric.) • Describe your last three positions.
(If the candidate asks for clarification, ask him to tell you about job responsibilities, quota requirements, day-to-day activities, type of sales, how he felt about the job and why he left.) • How did you get along with the other members of your last sales team?
Why? • What was your quota in your last three sales positions? Did you think it was a fair quota? Did you usually meet it? • Who were your last three ?
What do you think about them personally and professionally? • What was your most successful sales deal and how did you get it?
• What was your most recent lost sale? What happened? If you could do it over again, what would you do differently? • Summarize your last performance review. Do you agree with your manager's assessment? • Have you ever supervised other salespeople? If so, how did you feel about it? • Out of a 40-hour work week, how much time do you typically spend working with prospects? How about working with existing customers?
• Do you prefer pursuing new leads or selling additional products to existing customers? Why? • What is your favorite aspect of sales? • What is your least favorite aspect of sales? • Do you prefer to work closely with your sales manager, or to work independently? Why?
• Do you believe that ' is dead?' Why or why not? • What CRM systems have you used? Which did you like most and least? • What drew you to apply for this position? What expectations do you have about it? • What was the last class that you took? Why? • What are your hobbies? • What's your biggest job motivator? • When you hit a sales slump, how do you deal with it?
• When a problem arises based on factors outside your control - for example, if someone else's error causes a problem for you - how do you deal with it? • What qualities are you looking for in your employer? How about in your direct manager? • If you won the lottery tomorrow, would you keep working? What would you do?
Sales Interview Questions and Answers - For freshers and Experienced Candidates.