Finally! The Secret To interview Questions For A Player Sales Reps

A sales interview is like any other job interview. However, a successful sales interview leaves both the interviewer and candidate feeling confident about the possibility of a future relationship. To ensure this happens, recruiters must ask questions to help them understand the candidate’s skills, strengths, and motivations.

Here are some interview questions for sales reps to get you started.

a successfull interview with a sales rep

Q. Why do you want to work for [company name]?

A good salesperson knows how to brand and sell themselves. This question allows you to get an insight into the candidate’s understanding of your company. 

Most importantly, it allows you to see if the candidate is enthusiastic about working for you.

Q. Why have you applied for a sales position?

It’s one thing to want to work in sales, but it’s another to work in the specific position you’re hiring. Perhaps they have experience in the same industry as your company. 

This question will help you evaluate how much research the candidate did before applying and whether they’re invested in the role.

Q. Have you applied for other positions?  

The best way to gauge a candidate’s interest level is to ask if they are applying to other positions, like operations or marketing. If they are, you can inquire about their level of interest in this specific role. This will help give you a better idea of where the candidate stands and if it’s worth proceeding with their interview process.

sales representatives during an interview

Q. What is your experience in sales?

Many job seekers believe they have the skills needed for a successful sales career simply because they’ve worked in customer service or retail. However, these two industries only offer minimal exposure to the sales process. If candidates lack professional experience, they may struggle to sell your product or services. 

When assessing a candidate’s professional experience, look for roles that require them to successfully close deals and achieve quotas. These experiences will better equip a candidate for a successful sales career.

Q. What do you know about our company? 

If they can’t tell you anything about your company, then they didn’t do their homework. This is a red flag, as it shows a lack of interest and motivation on the candidate’s part.

Q. What are your sales strategies? 

There are many ways to close a deal. But only some are effective, and only a certain few will work within your company’s specific industry and market. The candidate’s sales strategies should align with what you are looking for in a new sales employee.

For instance, some salespeople prefer a more consultative approach, while others choose to be more aggressive. The crucial thing is that the candidate has a strategy they’re comfortable with and has proven successful in the past.

Q. How do you handle the pressure? 

Use this question to gauge how the candidate responds under pressure. If they give a detailed, well-thought-out answer, they’ll likely do the same when confronted with challenging sales situations. On the other hand, if they crumble under the pressure of answering this question, they may struggle with the position.

Q. What are your thoughts on rejection? 

Rejection is part of the job. A good salesperson knows how to take rejection in stride and uses it as motivation to continue working hard and achieving their goals. 

If a candidate can openly discuss their thoughts on rejection, they’ve likely had some experience dealing with it in their professional career. This experience can be precious for a company looking to invest in a new sales employee.

Q. What are your motivations for succeeding in sales? 

Sales is a challenging career that requires long hours and hard work. It’s essential to ensure that the candidate you’re considering is motivated to succeed in this type of environment. Internal and external motivators usually drive the best salespeople. Internal motivators include a desire to achieve personal goals or a need for personal satisfaction. External motivators could be things like earning a commission or recognition from peers. 

It’s vital to assess what motivates a candidate so you can feel confident they’ll be properly incentivized to excel in their role. Otherwise, you risk hiring someone who quickly becomes disgruntled and doesn’t perform up to par.

Q. What are your career goals? 

Investing in candidates who see sales as a long-term career goal is essential. These types of employees are more likely to stick around and be invested in your company for the long haul.

a sales rep conducting an interview

Q. How do you feel about cold calling?

Cold calling is a necessity in the world of sales. It’s often seen as one of the most challenging and stressful aspects. Asking candidates about their thoughts on cold calling will help you understand their comfort level. If a candidate is uncomfortable with cold calling, they may not be able to sell your product or service successfully. 

It’s vital to hire salespeople who are comfortable with making cold calls. Otherwise, you may hire someone who isn’t adequately equipped to perform one of the job’s essential tasks. 

Q. Tell us about some work-related experiences that you have enjoyed?  

This question assesses a candidate’s comfort level with various aspects of the sales process. It’s also a way to understand their work ethic and what type of environment they thrive in. 

The best salespeople usually have a strong work ethic and are comfortable working in fast-paced environments. If a candidate has enjoyed similar experiences, they’re more likely to be successful in the role. 

Q. Tell us about your hobbies?

Although it may seem like an odd question to ask in a sales interview, hobbies can tell you many things about a candidate. For example, if a candidate enjoys activities that require them to be competitive, they’ll likely excel in a sales role

Asking about hobbies also allows you to get to know the candidate more personally. This can help build rapport and make the interview process more comfortable for both parties. 

Q. How would you describe your work ethic? 

Selling is a results-driven profession. The best salespeople are HUNGRY. The challenge drives them, and they don’t give up until they’ve closed the deal. This is why we have carefully developed our recruiting process to suit the exact needs your company requires. Contact us here for more information.

When looking for a new salesperson, you want to ensure they have the drive and work ethic you expect from anyone on your team. This question will help you determine if the candidate has what it takes to succeed in sales.  

Q. How would you handle a bad month and not meet your sales goals?  

To be a successful salesperson, it’s vital to have passion and perseverance to achieve long-term goals. This question assesses a candidate’s resilience in the face of adversity and whether they can maintain focus when times are tough. 

The ideal answer will demonstrate that the candidate can stay calm under pressure and continue working hard even when they do not see immediate results. Candidates who crumble at the first sign of difficulty are not likely to succeed in sales.

Q. What are your strengths and weaknesses?

Every salesperson has strengths and weaknesses. When interviewing, see if they know their strengths and weaknesses. This question will help you understand how the candidate sells and what areas they need to improve.

Q. Do you have any questions about the role?

If candidates have done their research and are genuinely interested in their interviewing role, they should have questions prepared. If they don’t, this could signify that they’re not genuinely interested in the position or company. 

Sales recruiter interview questions assess a candidate’s fit for the role, and the best candidates can be found by asking the right questions. But don’t go it alone, Jayce Grayye Consulting & Recruiting can assist with all of your hiring needs. Enjoyed the article? Take a look at our blog section to read more. Reach out today!

Leave a Comment

Your email address will not be published. Required fields are marked *

Scroll to Top