March 17, 2017
How to pass an interview for a sales assistant job
The sales profession has already occupied a leading position in demand long years. The popularity of this profession can be explained by the fact that they perform key business tasks - making money. Therefore, employers are ready to fight for specialists who know their job well. And personnel selection in this area has its own specific characteristics.
The algorithm for interviewing an applicant for the position of sales consultant, as a rule, is a standard scheme: introduction, job description, interview, counter questions and decision-making.
When selecting personnel for an elite boutique, or active sales employees in addition to standard form interviews may include situational tests, psychological testing and various cases.
What is asked during a sales consultant interview?
A recruiter may use a variety of interview questions. Let’s look at the main ones that will help you pass an interview to become a sales consultant.
tell us about yourself
Traditionally, the recruiter’s first question after he voices . Your answer will assess your presentation, logic and presentation skills.
Advice: Don’t start your story with the phrase “What should I tell you?” And if you have sales experience, you shouldn’t talk about your achievements during your college years. Talk only about successful sales.
Try to express your thoughts correctly and consistently, be confident, look straight into the eyes, your voice should be firm.
How do you see your typical workday?
By asking this question, the recruiter wants to understand how willing you are to work hard. After all, this profession involves a lot of activity.
Advice: The correct answer to this question is that you are willing to start your work day early, understand the importance of being active during the day, and will not leave unfinished tasks at the end of the day.
For a positive result, an employee must have a good understanding of the product, have information about the market in which he works, master sales techniques, and much more. However, all this does not guarantee success if a person lacks the motivation to work actively.
How well did you understand the products you were selling?
In answering this question, it is important for the recruiter to hear your story about the advantages of the products with which he had to work, about the competition in this area, about the market segment as a whole, and who the key consumers are.
Advice: Positive reaction to this question The way you talk about it will also give. Enthusiasm in the voice and passion are the key to success in this matter.
Tell us about your responsibilities at your previous place of work.
Each company has a different sales process, and responsibilities can vary significantly. Some work only with clients, others prepare contracts and issue invoices.
Advice: When answering this question, it is important to convey to the listener what exactly you did and what you were responsible for.
List the main stages of sales.
A good seller should know that at the first stage the client’s needs are identified, and only after that comes the presentation of the product. The diagram looks like this:
Compiling a customer base;
Search for clients;
Greeting the client;
Identifying needs;
Product presentation;
Working with objections and argumentation;
Cost negotiations;
Maintaining business relations with the client for the future.
Advice: How exactly you voice your answer, whether you learn it by heart or tell it in your own words, does not play a special role. It is important to convey to the recruiter that you understand the pattern of interaction with the client and have successfully applied this in practice.
Tell us about your most successful sales experience.
Your answer may contain a story about either one successful transaction or a productive period in a company in which you were directly involved.
Advice: Look beyond the simple narrative of success. Provide specific numbers and describe the sales process in detail. Finish your answer with a story about how success affected you and perhaps the team. And that this became motivation for new successes.
Tell me about a time when a deal fell through despite your best efforts.
Even the most effective salespeople have had similar incidents, so don’t be afraid to talk about it. And even more so to claim that this did not happen to you. The recruiter wants to know your ability to analyze mistakes, whether you have an understanding of how to correct them and prevent them from happening in the future.
Advice: There is an opinion that if a salesperson masters cold selling techniques, then his work with “warm” clients will be more effective. Be prepared to be asked to make several cold calls to evaluate your skills.
The client asks for a discount that you cannot provide. Your actions?
A salesperson who knows his business well should have in his arsenal at least 3, and preferably 5, options for developing a conversation. For example:
What can we offer instead of a discount?
This discount is available when purchasing the following products..., and in the amount of....
We can provide you with additional services, bonuses, and loyalty cards.
I would be happy to provide you with such a discount, but the company has certain rules that I am obligated to follow.
This discount is provided when goods are shipped with prepayment.
We work according to the same scheme with all our partners, and this would be unfair to the others. And we would not like to spoil the reputation of our company.
Advice: In any matter, compromise is important. And your task is to show the recruiter that you know how to achieve it, remembering the principle “The client is always right.”
When you first meet, how do you determine if a client is a prospect?
The main trick of this question is that there is no clear answer to it.
Advice: When answering, it is worth noting that it is impossible to evaluate this and it is easy to make a mistake based on a first impression. However, if you make assumptions, you can determine prospects based on:
Direct negative or positive comments from the buyer.
Based on the buyer's reaction to the cost of the product.
Based on the client's appearance.
Based on previously collected data about the client or company.
To identify the applicant’s motivation, additional questions may be asked, for example:
What work situation is the most and least camphorous for you?
What did you do when you were most happy and dissatisfied with your job?
Why was this or that moment unpleasant for him?
Advice: A good specialist and expert in his field always strives to grow and develop in his field. And you must show that you enjoy your work and that it brings you satisfaction. And even if unpleasant moments arise, and they arise in any work, this will not make you lose heart and give up everything, but will give you an incentive to improve yourself.
During the interview, the recruiter also evaluates your personality traits, flexibility, and honesty. Therefore, you should not immediately declare that you have your own client base. The recruiter may regard this as dishonesty towards past employers and wonder if you will do the same to him.
Firstly, you should find out in advance more information about the company or enterprise where you are going to go for an interview. To do this, you can study the organization’s home page and see if it was mentioned in the media.
“When a person comes for an interview and does not have the slightest idea of what the company does, this immediately reduces his chances of getting a job to zero,” comments Irina Kozyrenko, director of BMA Estonia.
The above, of course, applies more to those who apply for the position of “office rat”. But those who have a more “folk” profession should not neglect preparing for an interview.
For example, you apply for the position of sales assistant or cashier in a store. A couple of days before the interview, go to this store and observe the staff at work. This will help you determine desired style interview behavior.
Study the range of products and prices, then at the interview you will be able to show your knowledge.
Be sure to think about your clothing style in advance. Appearance and demeanor when meeting with an employer often play a key role. Just as in life one “meets people by their clothes,” so during an interview, in 70 percent of cases, an opinion about the applicant is formed even before he has time to say anything.
Even if the company does not have a specific dress code, it is better to choose a strict formal dress code for the interview.
Of course, you can’t be late, it immediately leaves a negative impression. But you shouldn’t come too early to drink tea in the reception area either.
Don't chew gum, speak clearly, and avoid slang. Be confident, but do not demonstrate your superiority or interrupt your interlocutor.
“The candidate should not be too active and show that he knows more than the employer. But at the same time, he should not agree with everything, but be able to express his opinion, says Irina Kozyrenko. – Of course, everyone is nervous during an interview, and that’s normal. Only those who are already big don't worry life experience, or someone who has been through a lot of interviews.
And this, in turn, means that a person does not stay in one place for long.”
Irina also notes that first- and second-year university students who want to get a job are often afraid to say that they need time to study. “It’s not clear to me. A good employer is only happy that his employee is developing. Therefore, I don’t see anything wrong if a student, for example, says that in the evenings he needs to leave for school earlier,” she states.
There is an already established list of questions that are asked to all candidates during interviews. The answers to them can be thought out in advance.
First question: tell us about yourself.
You are not expected to give a detailed summary of your entire biography. Therefore, you need to tell some fact about yourself that will raise your “worth” as a potential employee in the eyes of the employer. The most important thing is to mention your practical experience, your knowledge and skills that can be useful to the employer, as well as your attitude towards the work and interest in it. For example: “Over several years of working as a salesperson, I have developed the skills to provide quality customer service at a professional level. I think this experience will be useful in a new place of work.”
Second question: why did you decide to change your job or why did you leave your previous one?
When answering, you should not talk about the conflict, even if there was one. There is no need to blame your former boss or generally speak negatively about him or your colleagues. It’s best to say that you didn’t see any prospects for development in your previous place. If the conversation does come up about a conflict, refer to the fact that it was a unique case associated with special circumstances. For example: “I really liked the last team. I appreciate the work skills I learned there. However, I felt that I did not have the opportunity to further development, but at the same time I think that my knowledge can be implemented elsewhere.” You can also say that your previous place of work is too far away, and you, for example, want to work closer to home.
Third question: why do you want to work for us?
It's possible here different variants answers. You can say that the job requirements fully match your knowledge and experience, or that you want to become part of a company with great development prospects. But don’t say something like “you need an employee, but I need a job.”
Question four: what are your strengths and weaknesses?
This confuses many people. Everything is clear about the advantages: first of all, emphasize your best qualities, useful for this job - for example, computer skills, knowledge of foreign languages, or the ability to work with technology. But what about the shortcomings? Here it is best to name one that will be a logical overcoming of your advantages. Avoid mentioning personal qualities and focus more on professional features. You can say this: “As for my shortcomings, I am not yet very good at foreign languages, but right now I’m improving my English.”
Fifth question: what salary are you expecting?
Career consultant Diana Udalova believes that you should not ask the question about salary first; it is better to wait for it from the employer. “You always need to realistically assess your abilities. It’s better to study wages in advance in the sector where you want to get a job and determine for yourself the scope of your desired salary,” she advises. It is better to name a specific figure when the employer has already become seriously interested in you and has explicitly or indirectly offered you a job. Until this point, it is best to avoid giving a direct answer. Say something like: “The issue of payment is certainly important, but first I would like to clarify the details of the work.” In this way, you will emphasize your image as a “man of action” and show that you are interested in more than just money.
If the employer continues to insist on a specific amount, then name a reasonable figure and be prepared to justify it. Let’s put it this way: “I would consider 800 euros a good salary that corresponds to my qualifications and experience.” Experienced director Irina Kozyrenko believes that a person should know how much he wants to receive. “It can set boundaries so that the employer also knows what the person is expecting,” she says. - They often say “oh, I didn’t think about that!” or “how much do you give?”, but such an answer is not suitable.”
At the end of the interview, as a rule, the candidate is asked to ask questions that interest him.
Here it would be appropriate to ask about the details of the work, the schedule, and clarify whether the company provides additional training or provides any benefits.
“You shouldn’t ask too many questions and repeat yourself if the topic has already been touched upon in the conversation,” clarifies Diana Udalova. “But even if you say, ‘I have no questions,’ you will immediately fail.”
The entire article is in the weekly.
Finding a salesperson for a store is a risky business. As a rule, you trust your business and reputation to a candidate whose opinion you form based on what he himself tells you. People who need a job lie more than usual: they take credit for other people’s work experience, embellish merits and achievements. This is where tricky questions come to the rescue, which will tell you something about the applicant that he himself might prefer to keep silent about.
Interview Question 1: Tell us a little about yourself?
- Messenger and grammatically correct speech - the minimum required for successful sales. If the applicant cannot put two words together, it is better to say goodbye to him.
- Ability to present yourself- The seller has to explain it a hundred times a day to strangers why this natural oak cabinet is their life's dream. It is unlikely that he will be able to do this if he is not able to sell himself.
- Feedback. If the applicant does not offer to ask questions at the end of the story, he is hopeless.
Interview Question 2: Tell us about your parents?
What is important here is not the answer itself, but the reaction to the question. This is a trigger that can throw the applicant out of emotional balance. Many applicants perceive it as an interference in their personal life.
But sales candidates need to be prepared for the fact that they will have to communicate with not the most pleasant people and answer questions that balance between rudeness and idiocy. And do this with a constant smile on your face.
The CRM system for a store from Business.Ru allows you to control work time sellers, record the opening and closing of the store. A special event log will allow you to quickly identify an incompetent employee.
Interview Question 3: What strengths do you have?
The question is asked closer to the beginning of the interview. Listen carefully to the applicant and make notes to compare the answer with what he will tell about himself next.
For example, if he mentioned a unique ability to work, his story must include examples of hard work.
Interview Question 4: Describe yourself using just three adjectives.
We immediately weed out the negativists: “NON-conflict, NOT lazy, not stupid.” Such employees will always be dissatisfied with something. Those who characterize themselves with adjectives not related to work go there too: “smart, handsome, cool.”
The ideal option is a combination of two professional and one personal qualities. For example, “responsible, sociable, friendly.”
What questions to ask a sales candidate during an interview.
Interview Question 5: What question do you think I'll ask now?
If a candidate doesn't follow the logic of the interview, it means they either aren't good listeners or aren't particularly smart. Both shortcomings are critical for the seller. In our case, the correct answer is “What are your weaknesses”...
The CRM system for a store from Business.ru allows you to assign tasks to responsible employees. ranking by degree of importance. The service also provides the ability to comment and discuss each individual task, which will simplify employee communication.
Interview Question 6: What are your weaknesses?
We immediately send the resumes of posers to the trash bin - “I’m too perfect and this is my only flaw”, “I’m struggling unsuccessfully with my perfectionism”... and those who sprinkle ashes on my head - “Yes, I’m not good for anything at all.” The ideal option is a candidate who gives examples of successfully combating shortcomings.
Interview Question 7: Which duties are you most willing to perform?
This question helps to understand what job responsibilities The ones that are given to the candidate the worst are those that he did not mention. It's up to you to decide whether to spend time training him or consider another candidate. If you choose the first option, at least it will be clear what to pay attention to when studying.
Let's say we hire you. Describe your typical work day The question allows you to display clean water impostors. For example, those who have never worked as a salesperson for a day, but have created an impressive resume for themselves that is impossible to verify.
If the candidate floats around or gives general vague answers, most likely he is an impostor.
Interview Question 8: Why did you decide to leave your previous job?
If the applicant tries to fight back with general phrases like “I couldn’t realize my ambitions” or “the salary was uncompetitive,” this is a clear sign that either he is hiding something or does not know what he wants. Ask him to elaborate on his answer. If in this case he gives out a memorized text, feel free to say “Goodbye.”
There is a red line that an applicant must not cross under any circumstances. This is criticism former employer. Sneaters cannot be expected to be loyal to the new owner.
Interview question 9: What would you do if...?
Ask the applicant to solve a specific problem in your store. For example: “A customer came in for a specific pair of shoes that he had been eyeing for a long time, and they just sold. Your actions".
If the applicant is confused or tries to turn the arrows on a manager/colleague, his ceiling is a performer who can yawn at the cash register in a small grocery store, but is completely useless where active sales are needed - clothes, shoes, furniture.
IN the latter case It’s better to take someone who is not afraid to take the initiative and take responsibility.
All recruiters sooner or later have to deal with the search for the most in-demand specialists on the labor market - sales managers. Sellers - key link in any company, because they fulfill the main purpose of the business - making money. Find them, evaluate their skills objectively, personal qualities oh, how not easy.
You need to evaluate his professional abilities and personal competencies by arranging a mini certification of sellers at the entrance. So, what questions are asked during an interview for a sales manager?
Let's start with the first set of sales interview questions. Many recruiters are inclined to believe that it is quite difficult to evaluate a sales manager, since their type of activity is related to sales and who, if not them, should be able to sell themselves. However, there are different questions to determine their level of professionalism.
1. Traditionally, they start with a request to tell about themselves.
At this stage, they evaluate: presentation skills, logic and relevance of information (there were cases when candidates with 5 years of experience in sales talked about their successes at the university), speech indicators - perfective verbs and nouns. If a candidate begins his story with the question: “What should I tell you?” Talk to him for 15 minutes and say goodbye. Save yourself and him time, he is definitely not the one you are looking for. To double-check speech indicators, you can ask the candidate to talk about his work day.
The voice should be inviting. Also, focus on the correctness of speech, manner of behavior, and presentation of thoughts. A manager must speak clearly, competently, look straight into the eyes, be confident, and have firmness in his voice.
3. How do you imagine your typical working day?
In order to achieve results, a sales employee needs to know a lot. He must know thoroughly the product he is selling, must have information about his market, must master sales techniques and understand the peculiarities of doing business in his company. However, it is important to understand that no amount of knowledge will lead to success if the employee does not have the desire to work hard. The answer I want to hear when I ask this question is that the workday starts early and ends late, and big set active actions during this day. If I don't get that response, I put the questions aside and explain to the candidate exactly what I expect from them during a typical workday. And I conclude my explanations with the phrase: “If this is not what you expected, or you don’t like this schedule, let’s do each other a favor and stop our conversation right now.”
4. How well did you understand the product you were selling?
Here, a good salesperson will talk about the benefits of the product he worked with, how it is presented on the market, what competitors there were, the main market segments where the product is presented, and also who the main consumer is. It is very important to monitor how emotionally charged the candidate’s story is: enthusiasm in the voice, sincere passion - all this indicates that the person not only knows how to sell, but also sincerely “roots” for what he is selling. His task is not to force the buyer to buy, but to sell, to present his product in a favorable light.
5. What responsibilities did you have in your previous position?
The main task here is to determine what exactly the person was doing, because in each company the sales process is structured differently and it can differ significantly. It is important to understand whether the candidate was engaged in active sales, what kind of documentation he kept, whether his responsibilities included not only communication with clients, but also the preparation of contracts and registration of invoices.
6. Name the main stages of sales.
Many may argue with me, but I still believe that knowledge of sales techniques is necessary. Someone assimilates them on an intuitive level and formulates them in their own words. Some people attend trainings and read books. But the fact remains that if the seller does not know that he first needs to identify the need, and only then present the product, then he is unlikely to have good sales figures. You need to focus on this answer:
- Compiling a client base.
- Search for a client.
- Greeting the client.
- Identifying needs.
- Product presentation.
- Argumentation and handling of objections.
- Price negotiations.
- Make a deal.
- Maintenance business relations with the client.
7. Tell us about your most successful deal.
A good sales manager will not limit himself in beautiful words and phrases, he will run the numbers and describe in detail the sales process in in this case.
8. Tell us about a time when, despite all your efforts, you were unable to close a deal.
Even the most effective seller has such a case and he is not afraid to talk about it. He will share his mistakes that were made in the described situation and name ways to correct them.
Most sales managers are confident that if a salesperson knows cold selling techniques and has made a lot of cold calls, then he will work much more effectively with warm clients. It's hard to argue with that. Of course, the effectiveness of cold calls in the B2B industry is now practically zero, but, nevertheless, if a candidate is afraid of cold calls and declares his unwillingness to engage in them, or asks from the outset how often he will have to do them, he is unlikely to sell well .
You can immediately check the candidate and instead of asking questions about the number of cold calls and what percentage of them ended in closing a deal, you can give the phone number and ask to make several cold calls. It will immediately be clear who is capable of what.
9. Give as many solutions as possible in this situation: the client demands a discount that you cannot provide.
A good seller should give at least 3-5 options (possible examples of questions):
- What can I offer in exchange for a discount?
- We can offer you such a discount when purchasing XXX.
- We can offer you an additional benefit (service, incentive).
- We can offer you a slightly smaller discount, but in the most convenient form for you
- We can provide you with such a discount when shipping with prepayment.
- You know, I would be happy to provide you with such a discount, but the company has certain rules that I must follow.
- You know, this would not be fair to our other partners, because everyone works according to the same scheme (XXX), I am sure that you would not want us to spoil the reputation of our company as a partner. Etc.
10. How will you determine at the first meeting whether a client is promising?
A competent seller should not give clear answers to this question. By the way, this is a good case for internal certification of sellers.
He must make a reservation that it is impossible to evaluate this; the first impression can make a mistake.
But we can make a guess based on:
- Direct statements from the client.
- Customer reactions to prices.
- Appearance of the client and the company.
- Pre-collected information.
11. Personal competencies
Only a person with a set of certain personal characteristics will be able to effectively sell.
In order to be a good sales manager, a person must be result-oriented, not process-oriented. There is nothing worse than a sales manager who believes that if he does something (call, write, communicate), he will definitely sell something. To determine how result-oriented a person is, it is enough to listen to him carefully, if a person more often uses verbs of the perfect form - “what did you do?” (“concluded”, “expanded”, “renewed”), which means that he is rather result-oriented. If he uses predominantly imperfective verbs - “what did you do?” (“agreed”, “searched”, “tried”) - on the process.
It is recommended to carefully monitor how the applicant explains the reasons for his failures and difficulties: he accepts responsibility or refers to external factors(product quality, luck, situation). As a rule, people with internal reference are more effective in the position of sales manager. When discussing the wage system good specialists in the field of sales, they focus primarily on the percentage of sales, and not on fixed rate. They realize that the better the result, the higher the level of payment, and are ready to make personal efforts to achieve high results. Candidates who are wary of “living on interest” and who are particularly interested in the size of a flat rate often turn out to be less successful sellers.
12. Flexibility
Give an example when you were constantly distracted while working with a client. What was the most difficult thing for you in this situation? Tell us about your last “difficult” client
Have there been times when the usual customer service techniques did not work? Have you ever encountered inappropriate behavior from clients (rudeness, aggression, etc.)? How did you get out of the situation?
Evidence of flexibility is following features behavior: maintains a friendly attitude towards the interlocutor at any turn in the topic of conversation
quickly finds optimal solutions in difficult situations
13. Decency
If a candidate for a sales “manager” vacancy solemnly tells you that he has a customer base, do not rush to rejoice. This speaks primarily of his dishonesty towards past employers. He was selling the Company's services, not his own? And when he left, he “took” his portfolio of clients with him. We all have a certain pattern of behavior in certain situations. Think about it: are you facing the same fate that befell your previous employer?
14. It is also important to correctly identify the candidate’s motivation for work. In order to identify the candidate’s motivation, you can ask the following questions:
In which work situation did you feel most/least comfortable?
What did you do when you were most satisfied/dissatisfied with your activities?
Why was this or the situation unpleasant for him?
It is very important that a specialist wants to develop in his chosen field of activity, so that he likes the work and brings pleasure. A successful sales manager enjoys the process of communicating with clients, the opportunity to satisfy their needs and, of course, the result (be it expanding the client base and attracting new clients or increasing sales).
The ability to objectively evaluate sellers and choose the right one comes with experience. Ability to write effective sales interview questions - great art which can be learned. In order to conduct an interview, you need to prepare for it, carefully study the candidate’s resume, imagine what kind of person he is and, most importantly, not only listen, but also hear. Recording information helps a lot with this. Record direct speech, phrases that the candidate says when answering questions. After the interview, this will help you reconstruct the picture and correctly interpret the information received.
Did you like our material, have any questions? !
Usually, when interviewing a sales candidate, I ask five to six questions, and I give preference to role-playing games and cases. I am publishing a list of the most frequently asked questions with some comments. These are the questions general plan and can be successfully applied at the initial interview not only to candidates in trade, but also in other areas of activity. In addition, the questions can also be useful for applicants when preparing for an interview.
- Questions on personal data: marital status, education, previous places of work, indicating the reasons for dismissal.
- Why did you choose this particular profession/position?
- You are successfully logged in new team? Why do you think so?
- What do you think a good team should be like?
- What should an ideal leader be like?
- What is important to you in your work? Rank them in order of importance into 1st, 2nd and 3rd place. (With this question you can analyze the leading motives of activity: money, stability, team, interesting job etc.)
- How much do you need to earn starting from the first day of work? or
Name the minimum level wages, below which you will not work? (The answer to this question plus information about marital status They also help assess the motive for making money, which is extremely important for trading companies. Thus, a twenty-year-old student living with his parents, but dreaming of financial independence, may be no less motivated than a father of two children paying off his mortgage. Unfortunately, there are quite a lot of infantile people of any age who are ready to be content with little just to stress less.) - Where do you see yourself in five (ten) years?
- Please name your three strongest personal qualities.
- How do they help you in life and work?
- What shortcomings do you know about yourself? Name at least three.
- Have you ever made mistakes at work? (If you answer this question honestly, the candidate will not appear in a favorable light; if the answer is “no,” this means that he is trying to look better than he is)
- Does it happen that you are sometimes late? (Same as previous)
- What thoughts do you have about learning what you need to know for this job?
- What do you think motivates people to work more effectively?
- Why do you think people steal in some companies and not in others?
(This is a question to assess honesty. Answer options:
- because in one case people work as if for themselves, they are interested in the success of the common cause (for example, reporting without shortages), there is a team, but in the other there is none of this.
Positive motivation of honesty, a common cause, a team, is important for a person.
- you have to pay enough.
Justifying dishonesty with the desire to earn more. When receiving such an answer, you should carefully evaluate the candidate’s honesty and try to “probe” him in other ways. In fact, the candidate fully admits that if the payment does not satisfy the employee, then he can steal or work wrongly.
- somewhere there is simply nothing to steal.
Similar to the previous situation: dishonesty is allowed if it is possible from a practical point of view. The candidate's honesty requires additional verification.
- it depends on the selection of people: there are honest people, and they should be hired.
A positive answer if the organization cultivates honesty and personnel selection is carried out, in particular, according to this criterion. There are no subjective excuses for dishonesty in this answer: it all depends on what kind of person.) - What kind of people do you think are more honest or liars?
- How do you explain this situation: the manager is on vacation, but the staff works just as hard as in his presence?
(Also a question to assess honesty. Answer options:
- people are interested in the result.
We get Additional information about a person’s motivation, and also get a positive model of a responsible attitude towards business - interest in the result.
— the goals are set correctly, people know what needs to be done.
Similar to the previous one, in managing this person it is worth considering the importance of clarity of goals.
- even without a manager, there is someone to exercise control (there is a deputy during vacation), the manager will still find out.
The answer requires further testing of the candidate's ability to work without pressure and control, because... in this case, the only explanation is that there is still control; even the thought that people can work without control is not allowed.) -
Tell us about your biggest achievement in the past, something you are proud of. (As you analyze the answer to this question, consider the following:
- does the candidate talk about the opportunities they have had;
- does the response include change, innovation, creativity, and the ability to try different options;
- does the candidate talk about the work system, the rules established once and for all, the Standards;
- is stability, constancy, immutability assessed positively;
- the activities themselves and how the candidate describes them).
- As a salesperson, you need to be a good judge of people. Are you good at reading people? (Most likely, we will receive an answer of at least “satisfactory” or “not bad”).
- Then describe me as a buyer? (You can suggest the option role playing game"Seller buyer". It makes sense to ask this question towards the end of the interview. Stress resistance and the ability to quickly make the right first impression about the buyer are tested).
- If I called your to the last manager right now, what would he tell me about you?
- If I called several of your colleagues who worked with you in last years What would they tell me about you?