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There are no guarantees in the hiring process; how many times have you hired a seemingly promising candidate only to have him completely and utterly fail at the position? This can be a particular problem when it comes to hiring sales staff—it is a hard job and doing it well takes hard work and that something special.The ability to sniff out that ‘’specialness’’ is key to hiring the right people, the people who will grow your bottom line. When it comes to evaluating candidates during an interview, the questions asked you can be very revealing. Here are a few that may suggest this person is not the best fit for this all-important position within your company.
If the person is asking you this question, it is clear that she did not put much time into reading about the job position or your company in general. Anyone who submitted a resume should know this inside and out, and meeting this criteria should have served as the impetus for applying in the first place. Good sales candidates apply for jobs they know they are qualified for and walk into the interview assuming it is already theirs for the taking. Someone asking this type of question is likely looking for any job that is offered to them, without caring too much about where said job is. That is not the type of person you want for a position as crucial to your bottom line as a sales rep.
Nothing wrong with ambition and always keeping an eye on the next step in your career path; but, if that is a primary concern of a candidate, it shows that she is not fully vested in the job you are looking to fill at this moment. You want someone that is interested in what you are offering them right now. It is possible this candidate may feel over-qualified for the current position or is not really interested doing sales itself, but managing other people and telling them what to do.
Sales can be a very lucrative career, but it takes hard work to make that top dollar. It can be a risky job with no set monthly income that gets direct-deposited into a bank account every two weeks. You want hungry people who are highly motivated to make money. Someone who is asking about salary is someone who highly values security and is interested in knowing if he can live off the base pay alone. You want people who are asking about quotas, commission structures, incentives for exceeding quota and whether there are earning caps.
If hours and vacation policy appear to be a top concern, you are not looking at a candidate who is thinking about how much money she can make for herself and your company. Successful sales candidates do whatever it takes to make that quota or earn those bonuses; you do not want to hire people that appear to only be willing to put in the required minimum and who are looking to take a day off as soon as possible.
Good hiring practices involve so many facets. The types of questions a candidate asks is a strong indicator of whether they make the grade or not. You also want to choose your questions carefully. While getting information on past performance and employment has its place, you want to focus on questions that will help you determine how they will perform in the future at your company; questions that will give some good insight into what type of worker and person they are. You should look into giving a Sales Test that can help identify drive, motivation and skill; there are a variety of companies that sell these evaluation tools online.
About the Author: Kelli Cooper is a freelance writer who enjoys blogging about tips to hire the right candidates for your business.
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