When I first started out in HR over twenty years ago they used to sit folks down for an interview, make them a cup of coffee, get them relaxed and then systematically head through a structured set of interview questions which for the most part, gave us the confirming information they already knew from the resume. It was kind of difficult to tell if they were speaking to somebody that would fit in to the existing team they were recruiting for, but they kind of got to know over a time period the categories of individuals who would not cause any trouble. When I think about this now, I shiver with horror... How unscientific, how undisciplined, how unstructured are you able to get... It was no wonder that they had our fair share of "poor performers" on the sales team, including the manager!
Those days are behind me now. Thank goodness. They have a whole lot more professional in how to recruit sales people and they now must jump through some massive hoops to demonstrate what they do. They use lots of searching interview questions which can usually tell the eagles from the doves.
Tell me about your last two days at work?
How lots of prospects / customers did you see last week?
Tell me about your sales technique?
What do you like / hate about what you sell?
What are your short / med / long - term career goals?
When did you last have any professional development?
What was the last book on selling that you read?
Which sales cycle do you prefer - long or short?
What is your primary role in your current organisation?
Do you have a secondary role, and if so, what is it?
Portray a time when you veered away from company procedure?
What sales skills do you think are important to accomplish selling success?
Tell me an open ended query you use on an preliminary sales call?
Portray the way you use know-how to manage presentations to prospects?
What are the key challenges you think you'll face selling our product?
How do you plan on handling rejections?
How do you like to be recognised for achieving your sales plan?
These are a choice of interview questions to get the information you need as part of the intelligence gathering exercise in a choice hiring technique. Of coursework, this is only part of the technique. In the event you need to be ahead of the pack, then you'll be wanting to be definite you are capturing character and personal motivation information as well. Here they look in to the preferred behaviour of people in the workplace and what motivational situations are likely to make them work more diligently.
Those days are behind me now. Thank goodness. They have a whole lot more professional in how to recruit sales people and they now must jump through some massive hoops to demonstrate what they do. They use lots of searching interview questions which can usually tell the eagles from the doves.
Tell me about your last two days at work?
How lots of prospects / customers did you see last week?
Tell me about your sales technique?
What do you like / hate about what you sell?
What are your short / med / long - term career goals?
When did you last have any professional development?
What was the last book on selling that you read?
Which sales cycle do you prefer - long or short?
What is your primary role in your current organisation?
Do you have a secondary role, and if so, what is it?
Portray a time when you veered away from company procedure?
What sales skills do you think are important to accomplish selling success?
Tell me an open ended query you use on an preliminary sales call?
Portray the way you use know-how to manage presentations to prospects?
What are the key challenges you think you'll face selling our product?
How do you plan on handling rejections?
How do you like to be recognised for achieving your sales plan?
These are a choice of interview questions to get the information you need as part of the intelligence gathering exercise in a choice hiring technique. Of coursework, this is only part of the technique. In the event you need to be ahead of the pack, then you'll be wanting to be definite you are capturing character and personal motivation information as well. Here they look in to the preferred behaviour of people in the workplace and what motivational situations are likely to make them work more diligently.
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