You walk into the boardroom to interview a sales candidate. As you look across the table, there should be a big question on your mind.
The wrong answer to this question is an absolute deal breaker… or at least it should be. This isn’t a question you ask the candidate, but rather ask of yourself. Does the candidate want a job or the job I’m offering?
Recently, I was shopping in a novelty store in the mall when a job seeker walked in and asked for an application. The store manager told the candidate, “We don’t have applications, but go to another store, get one of theirs and bring it back here.”
When the candidate walked away, I had to ask what the thought was behind this approach. He said that there are so many people on the street looking for jobs that they are using this technique as a filter to identify who shows initiative.
After all if he won’t walk across the hall and ask for an application, how much effort will he really put into this role? An interesting technique…
Look for commitment
Here are three surefire tips to make sure your sales candidate wants to be on your team, not a team.
1. The resumé review.
If the resumé appears to be generic and isn’t tailored to your opportunity, that should be a red flag.
2. The candidate’s interview preparation.
What research have they done on the company that shows genuine interest in the role?
3. At some point during the interview, ask the candidate to share their questions.
If he doesn’t have questions… or well-thought out ones, that is also an indicator that you may want to look elsewhere for your next rock star sales person.
When you look at the main reasons why sales teams miss their revenue targets, poor hiring decisions are always near the top of the list. Take the time to make sure the candidate genuinely wants your job.
