How to identify top sales performers at job interviews

Posted on by
Group of successful sales men and women with trophy in front of them

Identifying top sales performers at job interviews – Three challenges to solve:

  1. Context is everything, too often the comment “we want to hire top sales performers” is made without defining the criteria required. The hiring manager must first define the results the role requires. Then describe the skills, knowledge and behaviours needed to achieve those results.
  2. Assuming point 1 is completed if a candidate appears to meet the criteria we must ask are they just lucky or are they “the real deal”? Especially in software sales “right time, right place” can be a major factor in over-quota results. Alternatively if they don’t meet the criteria fully do they have potential, and are they coachable?
  3. If they are the real deal then we must ascertain is the job role you need to fill what they really want? A top performer may be flattered by your job offer, can to afford to “try it out” but might easily quit. It is essential for both the hiring manager and the candidate to forensically examine the “job role fit” to avoid the disruption of a failed new hire.

So “we want to hire top performers” does need precise preparation and process to hire the right candidates. Both the selection process and interviewers need to be aligned:

  • Each interviewer must know which of the criteria they are to evaluate candidates against. Any overlaps in who asks what questions should be intentional and not random.
  • Take notes of both the candidate’s answers to your questions, and the questions the candidate asks you, including the order they ask them in. Both give an insight into the candidates suitability for the role and their real interest in the role.
  • The candidate should be able to give 3 examples as evidence of how they achieved their best sales results in the past 3 years in roles & circumstances similar to the one you are interviewing them for.

Finally, assuming you are interviewing a top performer, it is important for each interviewer to “sell” aspects of the job and your company to the candidate, as well as asking them questions. In this way the candidate gets engaged and “bought into” the role, and actually wants to work for you.