A software sales talent search can be a gamble. The stakes are high when it comes to placing the right candidate to help move your company forward and rolling the dice on the wrong candidate could cost your business in more ways than one. If you’re having a hard time placing the right candidate, it could be time to revamp your interview process. Turn your luck around with help from the premier software sales talent search firm Sales Search International and these 7 interview questions to test the attitudes, commitment and cultural fit of potential candidates.
Question 1: Why did you choose software sales?
Happy employees will produce 37 percent greater sales. If a candidate doesn’t have a good reason for being in the sales field, they may not be the happiest of employees in the long run. By asking why they’ve chosen sales as a career, you can find out what they’re passionate about, what they prioritize, and, in the end, if they’re going to stay at your company long term. What you’re really asking is, “Are you in sales for the right reasons?”
Question 2: What kind of tasks do you see yourself doing in this role?
It is imperative candidates understand what the position they’re interviewing for entails. About 60 percent of employees believe their job description doesn’t align with the position they were actually hired to do. By asking what tasks they see themselves accomplishing on a daily basis, you have the opportunity to see if they have studied the job description to judge for yourself how dedicated they are the position. You can also take the opportunity to clear up any misconceptions and better decide whether the job is a good fit for both of you.
Question 3: What kind of people would you hire in your own company?
This is a subtle way of asking a candidate to describe the work environment they most prefer. By asking about the types of people they would hire, you get to know the type of employees they prefer to work with on a regular basis. This is a great way to find out if their ideal employees are the employees you already have. If not, the candidate may not be a great cultural fit for your business.
Question 4: Have you ever had a time where your attitude at work wasn’t where it should be?
If a candidate doesn’t have an answer to this question, they’re lying. Every candidate, employee, living human being has bad days and sometimes your attitude isn’t where it should be at work. Knowing what the employee’s issue was, how they handled it and how they work to prevent poor attitudes can tell you a lot about a candidate’s personality.
Question 5: How do you resolve team conflict?
This can be a great question for upper-level management positions to understand how a candidate’s management style applies to conflict resolution, but, in reality, everyone on a team should be thinking about how to solve problems. Whether it’s a conflict in the office or with a client, understanding how a candidate uses those skills can be a great judge of character.
Question 6: Is there a part of the industry you’re interested in learning more about?
A curious person wants to learn and will do so to help your company grow. Hiring curious people means you will always have an employee who wants to learn new skills or concepts to apply to their daily job duties. They may even inspire fellow employees to learn new skills as well, resulting in new ideas that can drastically improve your business.
Question 7: Do you have any questions for me?
The candidate should have questions. Based on the questions they ask, you can figure out the types of questions they would ask clients, how much research they did before coming to the interview and what they prioritize when it comes to the position. This also gives you both the opportunity to clear up any confusion about the positions or company. Candidates should always have questions ready for you.
Great talent can be hard to find, but with the software sales talent search firm, Sales Search International, and these 7 interview questions, you may find your luck is on your side. For more interview questions and additional recruiting help, contact us to see how we can help you.