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Interviewing Entry Level Salespeople
What to look for when interviewing Entry Level sales people?
When interviewing an entry-level salesperson, it's important to look for certain qualities and skills that will indicate their potential for success in the role. These can include:
Communication Skills:
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- Good communication and interpersonal skills, including the ability to listen to and understand customer needs. Look for candidates who can explain their ideas and engage in meaningful conversations with clients.
Flexibility:
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- A willingness to take on challenges and embrace new opportunities
Knowledge:
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- Have they researched to a basic level about the company's products and services, as well as the sales process and techniques
Passion:
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- Identify candidates who are truly passionate about sales and the products or services they will be selling.
PMA:
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- A positive attitude and a desire to succeed in the sales field
Problem-Solving Skills:
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- Entry level sales people should be able to think quickly and creatively to generate solutions that will satisfy a customer's needs.
Professionalism:
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- Ensure that the candidate has the necessary business etiquette to represent the company in a professional manner.
Resilience:
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- Determine whether the candidate is resilient enough to handle difficult customer interactions and stay motivated in the face of rejection.
Self-Confidence:
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- Look for candidates who have the self-confidence to take initiative and make decisions without needing constant guidance.
Teamplayer:
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- The ability to work independently and as part of a team
Trainability:
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- A willingness to learn from and seek guidance from experienced sales team members
Work Ethic:
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- A strong work ethic and a willingness to put in the time and effort to learn and grow
Interview Questions for Entry-Level Salespeople
It can be difficult to interview graduates and young people for a variety of reasons:
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- Firstly, they may not have much professional experience or specific skills that can be discussed in an interview.
- Also, it is often difficult to logically compare ‘Candidate A’ with ‘Candidate B’ if they do not have tangible experience.
- Additionally, they may not be as articulate or as prepared to discuss their strengths and potential as more experienced job seekers.
- Also, they may not be very familiar with your industry or the specifics of the job they are interviewing for, making it difficult to assess their suitability.
- Finally, they may not have the same confidence level as more experienced candidates, making it difficult to determine their strengths and potential.
Therefore, it can be helpful to ask the candidate specific questions about their experience and background, such as:
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- Can you tell me about your previous sales experience, if any?
- What motivated you to pursue a career in sales?
- What do you think it takes to be successful in sales?
- How do you handle rejection or setbacks in the sales process?
- Can you give me an example of when you went above and beyond to satisfy a customer?
- Have you ever closed a sale or know how to close?
- What is negotiation?
- What makes you right for sales?
Asking these types of questions can help you better understand the candidate's skills and abilities, as well as their potential fit with your company's culture and sales team.
Devise Some Values Based Interview Questions
It is also worth looking at Values-Based Interview Questions. Occupational Psychologists would argue that personal values drive behaviour by influencing the decisions that people make and the actions they take. The theory is that people draw on their internal values to decide how to respond when faced with a situation or decision.
In addition, values provide a sense of direction and purpose, helping people determine what is important to them, what they stand for, and how they want to live. When people act in accordance with their values, they typically feel more satisfied and fulfilled.
Visit our section on Devising a Values Based Interview Format
Date published: 2nd March 2024
by Sam Childerley
Recruitment Consultant
About the author
Sam Childerley
Sam Childerley is a Business & Marketing professional who started his recruitment career in 2021. He is a specialist recruitment consultant, who operates across in the UK and is based out of our Milton Keynes Office. Sam is dedicated to helping job seekers and employers find the right fit for each other and believes that the best decisions within recruitment are made when both sides are happy. He is passionate about developing the best possible recruitment experience for everyone involved and is committed to providing the best advice and support to employers and job seekers alike.
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