Tag Archives: sales candidate

By Dr. Chris Croner

One of the classic pitfalls that just about every hiring manager faces at some point is a bias for candidates who are just like them. This problem is especially pronounced in sales, where the interviewer is often looking for someone who is likeable. Of course, we have a natural preference for people who share our values and opinions. Although this preference is great for making friends, it can be dangerous for hiring.

When a candidate reminds you of yourself, you are often blinded to the person’s negative traits. Remember, a candidate who shares your strengths may also share your own shortcomings. Here is a method to help you avoid this problem:

When you find yourself bonding strongly with a candidate, during a natural break in the interview process, stop and ask yourself the following questions:

• How is this candidate like me?
• What do I like most about this person?
• What kinds of things could I be missing because of it? (Hint: think about your own shortcomings.)

When vetting sales candidates, we need to be as objective as necessary to identify all potential development needs, especially those that we may share.

By Dr. Chris Chroner

One of the greatest challenges of interviewing salespeople is dealing with evasive candidates. Sometimes, despite the many cleverly worded questions you may use, the candidate may persist in shutting you out, giving nothing but terse, one- or two-word answers. To add to the frustration, when you ask for details, they may claim not to remember.

When a candidate persists in keeping an evasive wall up, our odds of getting the data we need to make an accurate hiring decision are dramatically reduced, and we need to call him on it. Here is a gentle but firm way to do so: 

INTERVIEWER: I get the impression that some of these questions are tough for you to answer.

CANDIDATE: Yeah. It’s just hard to come up with specifics. 

INTERVIEWER: Yes. I know it’s a lot to remember. But rest assured, you have plenty of time to think. It’s very important for me to get these details so we can determine if this is the kind of job you are looking for. Also, I will need to know what kinds of specific details to ask your references about. As we go on, just let me know if you need some extra time, and I will wait as long as you need. Let’s try a different question. 

Now, move on to your next question. Later, circle back to the initially evaded question. If the candidate is still evasive, this person is likely trying to hide something. Proceed with extreme caution.

Post by:  Dr. Christopher Croner is a Principal with SalesDrive, LLC, a firm that specializes in the selection and deployment of high performing salespeople.  Dr. Croner is co-author of the book, Never Hire a Bad Salesperson Again, detailing his research and practice in identifying the non-teachable personality traits common to top producers.  Dr. Croner developed the proprietary DriveTest™ diagnostics system, including the Drive Interview™ for salesperson selection.  Using this system, he has helped numerous companies to hire and develop top-performing salespeople.

By Dr. Christopher Croner

Research on top performing account acquisition specialists has shown that they are intensely competitive.  A competitive salesperson has a hard-wired need to be number one.  He will work hard to accomplish two goals:

1. Outperform his peers.
2. Win the prospect over to his point of view, because the sale, to him, is like a contest of wills . . . hence the expression “winning the sale.”

Along with Need for Achievement and Optimism, Competitiveness is one of the three elements of Drive in salespeople. Therefore, it is incumbent on us as interviewers to assess this trait carefully in candidates. To help determine a sales candidate’s level of competitiveness during the interview, ask this question:

Tell me about the most competitive situation you have ever faced at work. What was it like for you?

A competitive candidate will talk about an intense competition with his coworkers or competitors for a prospect.  He will also describe the situation as enjoyable and motivating. If the candidate lacks competitiveness, he will express frustration with having to compete, and a preference for easier prospects.

Of course, we want to make certain that a candidate’s will to win is expressed in a manner that is healthy and respectful of his peers. Nonetheless, when we are searching for a “hunter” salesperson, we must make sure the candidate has the competitiveness necessary to fight hard for the close, and the rewards therein.

If you want to learn more about the most powerful sales assessment test for measuring a candidate’s potential as a “hunter” salesperson, click here.

Post by:  Dr. Christopher Croner is a Principal with SalesDrive, LLC, a firm that specializes in the selection and deployment of high performing salespeople.  Dr. Croner is co-author of the book, Never Hire a Bad Salesperson Again, detailing his research and practice in identifying the non-teachable personality traits common to top producers.  Dr. Croner developed the proprietary DriveTest™ diagnostics system, including the Drive Interview™ for salesperson selection.  Using this system, he has helped numerous companies to hire and develop top-performing salespeople.