Hiring a salesperson, one that really fits with the team and makes sense for the companies’ process is not always an easy mission. The curriculum weighs, of course. But he doesn’t always reveal everything he needs. Therefore, some questions are fundamental to be precise in this task.Whether to expand the team or to replace someone, the mission of hiring salespeople is always challenging.

The head of sales or the responsible director obviously needs to know his process very well to understand and aim for the right professional profile.

At first, looking at the resume and trying to extract some personality traits in a chat seems enough.

But hiring a salesperson is something that needs to be accurate. And there are some fundamental questions that need to be asked.

And what would they be?

Well, that’s what today’s text brings. We will talk about the strategy and questions that a manager should use when hiring a salesman for his team.

They are paths to be taken to understand from the professional profile to specific behavioral traits.

Let’s check it out?

Good reading!

How to hire salesperson assertively? 9 mandatory questions to ask

How to find a seller in companies?

While there is no foolproof way to hire a salesperson and get 100% right on the choice, the questions below are important to fulfill as many requirements as possible.

We separate topics by characteristics that a successful salesperson needs to have.

In this way, the questions will cover as many topics as possible for companies to be successful in sales.

Check out the questions.

1 – Skills

Successful salespeople are, in general, very perceptive.

They know how to read emotions, find connections and perceive customer concerns that have not even been exposed.

A good salesperson is able to quickly identify customer pains, sales objections and other factors that weigh in making a purchase decision.

So ask the candidate:

“What are some of the most common sales objections you have come across. Describe a difficult moment and how you managed to get around it ”.

Objections will not always be clear. Sometimes a sentence can mean something else.

For example. If the customer says “he can’t afford it”, it may imply that you haven’t yet convinced him of the value the product has.

The way in which this answer is given, especially if there is hesitation, can reveal the truth. But only good salespeople will know this.

2 – Speed

When it comes to hiring salespeople, the head of sales needs to target someone with quick thinking – especially if we’re talking about B2B sales.

This is a characteristic that matches very well with the previous one that we have already discussed.

After analyzing a prospect, the salesperson must be responsive.

It is time to understand the customer’s needs and quickly offer a solution that helps him overcome his challenges.

So ask the candidate:

“How would you handle a prospect who reported that he is one step away from signing with the competition?”

The candidate’s response will reflect his ability to ask questions of customers and show his line of reasoning when in real negotiation.

You need to find out if:

  • the competitor has a better product;
  • the client is only bargaining to obtain a satisfactory agreement;
  • better / complementary conditions or resources were promised to him by the competition.

The salesperson needs to be able to work within this scenario. To understand the prospect’s reality and offer – if it makes sense for the company – a better offer than that made by the competitor.

3 – Charisma

How to find a seller in companies?

Receiving a lot of emails and trying to connect is not always the most pleasant thing in everyday life.

Therefore, salespeople need to be charismatic to break this barrier – especially when they make the so-called “cold calling”.

It is essential to conduct the conversations without being intrusive, overly insistent and even annoying.

So ask the candidate:

“How would you improve our sales process today?”

The candidate’s response will show:

  1. How prepared and attentive he was at the interview;
  2. His ability to understand processes, especially prospecting;
  3. The competence to establish a connection with someone who has not yet shown interest in buying.

4 – Persistence

Discouragement does not match the sales routine of a company that has ambition and wants to grow.

Obviously when hiring a salesperson, you want someone who is persistent within your sales team, correct?

The right candidate will know how to deal with the rejection and will continue to work hard, regardless of how many times he receives “no” for an answer.

So ask the candidate.

“How do you know when to give up on an opportunity?”.

A good salesperson will know that a big sale can depend on many attempts.

However, the most important thing is to know when a lead is not exactly as qualified for the purchase.

In this case above, a point of attention!

Make sure your SDR team is not misqualifying leads entering the pre-sales funnel, okay?

5 – Motivation

How to find a seller in companies?

You want to hire a motivated salesman, right? You need to look for someone who does not need to be constantly giving extra motivation to meet your goals and objectives.

Although, of course, this is part of assertive sales management that values ​​people.

So ask the candidate.

“Sell our own product to us”.

The response will again demonstrate the candidate’s readiness and willingness to join the team.

The sales pitch, of course, doesn’t have to be perfect. Especially because the candidate is not yet aligned with your company’s process.

A general understanding of the product, persona, and value proposition will show that it can be a valuable member of the organization’s sales force.

6 – Experience

Although it is not necessarily essential, it is important that the candidate has knowledge in B2B sales.

At least in complex sales or in the company’s area of ​​expertise, knowing different sales techniques and sales cycles.

It is something important and that will flatten the learning curve. Although your company’s sales playbook can accelerate that knowledge in the new salesperson.

So ask the candidate:

How would you adapt your sales techniques from a short to a long sales cycle? ”

A good salesperson recognizes that a short sales cycle requires more urgent and persistent approach techniques.

A long cycle, on the other hand, opens space for other steps, stimuli and triggers throughout the purchase journey.

The answer to this question will show the salesperson’s knowledge of complex sales.

And the more detailed it is, the more experience the candidate certainly has.

7 – Preparation

A sale is often lost because the seller was unprepared or did not ask important open-ended questions to better understand the prospect’s needs.

When hiring a salesperson, it is important that you choose a person who is empathetic, curious and knows how to listen to ask the right questions.

It is also essential to identify patterns in certain types of customers and anticipate pain: talk about them before the customer even does.

So ask the candidate:

“How do you prepare for a demo with a new prospect?”

The answer will indicate how attentive your interviewee is to the details. That is?

  • how concerned he was to research the client’s company;
  • the customer’s history with the company that is registered within the sales CRM;
  • to the pattern of behavior based on other customers.

Of course, he will not have access to this data during the job interview.

But, if he cites the need to check them out before a sales demonstration, then you will have a salesperson focused on the details.

8 – Positivity

Complex sales can be discouraging. Your team may be unmotivated for several reasons.

Whether it is not getting the customer’s “yes”, or even for the generation of leads below expectations.

The ideal candidate will, however, know how to stay positive and do more with less. Or with the same resources.

Ask the candidate:

“How do you maintain optimism and positivity in difficult situations?”

The answer needs to provide behavioral information about the interviewed salesperson.

It is essential, therefore, that he understands that having a positive attitude is fundamental for him and for those around him.

9 – Technology

Competitive and customer-focused companies have the technology present in their sales processes.

It is common, not to say mandatory, for the sales team to act with a CRM to support the process, activities and, of course, negotiations.

Even a great salesperson needs to have technology as an ally to accelerate his actions, which contributes to a lower sales cycle and lower CAC.

So ask the candidate:

“What sales systems have you used and which are your favorites to manage sales opportunities?”

This is an important question to understand the candidate’s maturity level in relation to sales software.

Whatever the company uses today, whatever else it has used.

With these questions, you can hire a salesperson the way the company needs.

Pay attention to the behavioral, technical and also strategic parts to further qualify your team!

So, how can we help you?

If you are in doubt or want to know how a CRM helps companies and teams, feel free and…

Talk to consultant

Enjoy and read two articles that will help your team and sales process to be better.

The first one talks about how your team’s motivation goes through the CRM used.

The second talks about sales training: importance, how to create and how often.

Good sales!

A hug from CWT, your CRM. #RunCWT