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Question #11: Can you describe a time that you volunteered to expand your knowledge at work, as opposed to being directed to do so? Question #10: Can you tell me about a sale you recently made that you believed followed the perfect process? These questions reveal a candidate’s instincts, motivations, and hunger. Here are the three questions he likes to ask sales candidates. “I do that by looking for five traits: confidence, diligence, honesty, thoughtfulness, and a positive attitude,” Dano writes in a recent post.
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John Dano’s company has hired over 50 salespeople in the last few years, and he’s developed a great nose for finding sales talent. Question #9: What would motivate you to make a move from your current role? 3 interview questions to screen for instincts, motivations, and hunger Question #8: Can you describe a time that you volunteered to expand your knowledge at work, as opposed to being directed to do so? How did you handle that situation? With whom did you consult? Question #7: Recall a time from your work experience when your manager or supervisor was unavailable when a problem arose. These questions reveal a candidate’s initiative and potential for leadership. That’s why it’s so important for recruiters and hiring managers in sales to find candidates with growth potential - ones who won’t burn out after a year or two. Sales teams can suffer from notoriously high turnover rates - a recent estimate puts it at twice the turnover in the overall labor force in the U.S. Question #6: What would make you choose our company over others? 3 interview questions to screen for growth potential in sales Question #5: What’s the most interesting thing about you that’s not on your resume? Question #4: What are the 3 things that are most important to you in a job? These questions reveal a candidate’s personality and their passion for your company. And while salespeople are famously competitive against each other, they also contribute to a spirit of camaraderie. New recruits shouldn’t just “fit” into your culture - they should elevate it, making others around them even better.
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Sales is about tactics and strategy, but it’s also about personality and drive. Question #3: Recall a time when you were assigned a task that you considered outside your job description? How did you handle the situation? What was the outcome? 3 interview questions to screen for culture fit in sales Question #2: Can you describe a situation in which you embraced a new system, process, technology, or idea at work, even though the change was a major departure from the old way of doing things? Question #1: Tell me about a time when you were asked to do something you had never done before.
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These questions reveal how well the candidate can roll with the punches, improvise on the spot, and pivot like a champ. Sales professionals need to think on their feet: that means adapting to the unexpected, whether it’s a prospect’s changing needs, a radically new sales process, or all the features of your brand new offering. 3 interview questions to screen for adaptability in sales
#SAS INTERVIEW QUESTIONS BY SOLASA PLUS#
Read on for the three best interview questions to assess each soft skill in candidates - according to sales managers - plus a few bonus questions from a seasoned sales recruiter. While they shouldn’t be your only tool and there are other ways to screen for soft skills, they can still be super useful: according to the hundreds of sales hiring managers surveyed by LinkedIn, behavioral questions are the single most effective way to assess a candidate's soft skills.įor those hiring in sales, the most important behavioral qualities are: That’s why many turn to behavioral interview questions (those “Tell me about a time when…” type of questions). Unless you can get a hold of Wonder Woman’s Lasso of Truth, direct questions will be a dead end. A great salesperson is emotionally intelligent, quick on their feet, and eager to improve.īut you can’t just ask candidates if they have those soft skills: they’ll all say yes, obviously. Of course, soft skills are notoriously difficult to screen for…and they’re also central to the act of selling. 65% of hiring managers in sales agree that a lack of soft skills among candidates limits their company’s productivity.