| ugh Interview Questions Part 1, we touched on a few | | | | end, true sales people know that the money comes if |
| thought provoking questions similar to the ones below . | | | | they work hard and stay smart. However, find a sales |
| However, as recruiters we feel that it is key that you | | | | person who likes the game of business. If they spend |
| get to know your sales or marketing personnel before | | | | their time chasing money, they will never live up to |
| making the decision to bring them on your team. | | | | company expectations. Money spawns from passion. |
| Hopefully these questions will prove useful as well. | | | | This is true in any job. |
| 5. If the applicant were in your seat, what would they | | | | 8. Tell the candidate a rough salary and ask them why |
| ask the prospective employee? | | | | they would be worth it. This question is more to put the |
| Throughout the process, the prospective employee | | | | candidate on the spot. You can see how quickly they |
| should be interviewing you as well. It is quite basic that | | | | think. The only catch 22 here is that you have to make |
| somebody interviewing for a job should come | | | | sure that you are not coming across as arrogant. Prior |
| prepared with questions. Before you go into this | | | | to asking this question, tell the candidate that you are |
| question, think about the important facets of your | | | | not coming across as arrogant, but want to see their |
| organization and see if they match. | | | | thought process and compensation expectations. |
| 6. Give the applicant two marketing brochures from | | | | Again, with the compensation, you’re looking at |
| competitors and ask which one they would perceive | | | | a 9.5% unemployment rate so tread lightly with this |
| to be a bigger threat. Good sales people are able to | | | | one. |
| take their competition right out of the picture before | | | | 9. Ask the candidate who their favorite historical figure |
| they even open their mouths. Truly effective and | | | | is and why. How well read is the candidate? Surely, |
| hard-working marketing and sales representatives | | | | every candidate has someone whom they admire. If |
| know just about everything regarding their competition. | | | | you get shrugged shoulders on this one, it is best to |
| Business can be somewhat of a chess match and the | | | | move on. People tend to gravitate towards interesting |
| executive level employees should figure a way to | | | | people. Conversely, people who are boring…well, |
| corner their opponents. Additionally, it is always | | | | they’re boring. |
| beneficial to get an outsider’s perspective. | | | | 10. For a marketing or sales candidate, ask how they |
| 7. Ask the candidate why they want to be successful. | | | | would go about managing a marketing or sales team |
| As I mentioned before, I like to treat business as a | | | | given a certain budget. The goal with every hire is to |
| game. Maybe this is not everybody’s style, but | | | | grow a business. Businesses need to move forward |
| sales people need to be more concerned with the | | | | and a company needs to know that the person whom |
| upside. However, as I tell all my clients: pay your sales | | | | they are hiring can rise to any occasion. If a sales or |
| and marketing staff properly and they will produce | | | | marketing applicant envisions success, than more likely |
| great ROI. If you pay your sales people very little, you | | | | than not, your firm is going to achieve that. |
| are risking turnovers and low employee morale. In the | | | | |