Field Sales Interview Guide by 2kU3D7YI

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									                              INTERVIEW & TRAITS OVERVIEW

This position relates to sales in general but is oriented toward sales positions that
require prospecting for new clients, establishing relationships with clients at multiple
levels of the organization. It focuses on achievement, self motivation, and various
interpersonal skills related to persuasion.

The essential traits for this template are (in order of importance):

      Takes Initiative
      Wants Challenge
      Enthusiastic
      Influencing
      Optimistic
      Persistent (when encountering obstacles)
      Diplomatic

The desirable traits are formulated to penalize low scores: They include the following
traits (in order of importance):

      Outgoing
      Self-acceptance
      Self-improvement
      Finance/business
      Frank
      Negotiating
      Warmth/Empathy
      Authoritative
      Helpful
      Public Speaking
      Tolerance of Bluntness
      Analytical
      Collaborative
      Handles Conflict
      Analyzes Pitfalls
      Enlists Cooperation
      Strategic Judgment
      Certain

The traits to avoid are (in order of importance):
      Blunt
      Dogmatic
      Pay Minus Motivation
      Evasive
      Defensive
Candidate Name:
Interviewer Name:
Date:


                          FIELD SALESPERSON—INTERVIEW GUIDE


                     PART I: INTERVIEWING FOR SUITABILITY (“FIT”)
Interview Rating Scale:

Ideal:                   Above 96           >85% recommend hire
Excellent:               90-96
Good:                    80-89
Average                  75-79
Below Average:           70-74
Poor:                    60-69
Failing:                 Below 60


Essential Traits
The questions for this section relate to the essential traits required for this position. They are listed in
descending order with the traits having the greatest impact listed first. All of the traits deemed ‘essential’
have been identified by the Harrison Behavioral Assessment as having a significant positive impact on
performance for this candidate in this position. See the Behavioral Impact Graph for further details. This
section should be given the greatest weighting in terms of the overall Interview score. See the top of this
form for the rating scale. The higher the scores on these essential traits, the more likely the candidate will
perform well.

Introduction Questions:

    A. Give me a three minute summary of your life story to this moment.
    B. Why are you interested in pursuing a career in sales?


Takes Initiative
   1. Give me an example of a time when you perceived a need in an
      organization and took steps to fulfill that need without being asked to do
      so.

        Notes:



                                                           Score: _______________
    Look For…
    Candidate’s degree of initiative and appropriateness of initiative. The more the candidate has of this
    trait, the more likely he/she will perform well.




                                                      2
Wants Challenge
  2. Tell me an example of you being motivated by a challenging goal or
     project.

       Notes:




                                                         Score: ______________
   Look For…
   The degree of difficulty of the goal, the candidate’s degree of motivation related to challenges, and
   especially the relevance of the challenges to this position. The more a candidate has of this trait, the
   more likely he/she will perform well.


Enthusiastic
   3. What challenges do you want to pursue in the next few years?

       Notes:




                                                         Score: _________________
   Look For…
   The candidate’s clarity of the goals, his/her degree of achievement necessary to accomplish the
   goals, his/her degree of enthusiasm toward the goals, and especially the relevance of his/her goals to
   the position. The more the candidate has of this trait, the more likely he/she will perform well.


Influencing
    4. Give me an example of a situation in which you were particularly persuasive.

       Notes:




                                                         Score: _________________
   Look For…
   The candidate’s enjoyment of being persuasive, his/her comfort with being persuasive, and especially
   the degree of persuasiveness he/she exhibited. The more the candidate has of this trait, the more
   likely he/she will perform well.




                                                    3
Persistent
   5. What is the most challenging obstacle you have overcome and why?

        Notes:



                                                          Score: _________________
    Look For…
    The difficulty of the obstacles and the degree of determination demonstrated. The more the
    candidate has of this trait, the more likely he/she will perform well.



Desirable Traits

This section includes traits that could hinder success if they are significantly lacking (called Desirable
Traits), and negative traits that could hinder performance if they are present. The traits are listed and
ranked in order of the negative impact on performance according to the Harrison Behavioral Assessment.
Please refer to the ‘Look For’ section under each trait for further scoring guidance. The traits included in
this section have been identified by the Harrison Behavioral Assessment as having a potential negative
impact on performance for this candidate and this position.

Self-Acceptance
   6. Tell me something you particularly like about yourself.

        Notes:



                                                          Score: _________________

    Look For….
    The significance of the candidate’s examples(s) and the degree of genuine self-acceptance exhibited.
    As long as the individual has at least very moderate amounts of this trait, there will be NO negative
    impact on performance.

Self-Improvement
   7. Give some examples of ways you are trying to improve yourself.

        Notes:



                                                          Score: _________________
    Look For…
    The candidate’s strength of intent to improve and the relevance of the examples to this position. As
    long as the individual has at least very moderate amounts of this trait, there will be NO negative
    impact on her performance.

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Desirable (no impact) & Negative Traits
This section includes the remaining Desirable and Negative traits. The traits are listed and ranked in
order of the potential impact on performance according to the position template. Please refer to the ‘Look
For’ section under each trait for further scoring guidance. The traits in this section are in the position
template but have been identified by the Harrison Behavioral Assessment as NOT having a negative
impact on performance a candidate in this position. However, by using these questions you can have
another opportunity to assess the candidate related to these traits.

Finance/Business
   8. In what ways have you demonstrated an interest in business or finance?

        Notes:


                                                         Score: _________________
    Look For…
    The candidate’s interest in business OR finance and a history of activity that demonstrates it. As long
    as the candidate has at least very moderate amounts of this trait, there will be NO negative impact on
    performance.

Collaborative
   9. Describe a time when you had the authority to make a decision but
      collaborated with others before making that decision.

        Notes:


                                                         Score: _________________
    Look For…
    The candidate’s pursuit of collaboration and the degree of collaboration. As long as the candidate
    has at least very moderate amounts of this trait, there will be NO negative impact on her
    performance.

Frank
   10. Describe a time at work in which you were straightforward, direct, to the
       point and forthright. How did you feel about it?

        Notes:


                                                         Score: _________________
    Look For…
    The candidate’s enjoyment of being frank, her comfort with being frank, and especially the degree of
    frankness that was exhibited. As long as the candidate has at least very moderate amounts of this
    trait, there will be NO negative impact on her performance.

Negotiating
  11. Describe a time when you were particularly skillful at negotiating.

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       Notes:


                                                            Score: _________________
   Look For…
   The candidate’s tendency to effectively bargain in order to reach a beneficial agreement. As long as
   the individual has at least very moderate amounts of this trait, there will be NO negative impact on
   performance.

Authoritative
   12. Describe a time when you took primary responsibility for a difficult
       decision. How did you feel about it?

       Notes:


                                                            Score: _________________
   Look For…
   The candidate’s desire for decision-making authority and the willingness to accept complete
   responsibility. Only if the individual is reasonably lacking in this trait will it have a negative impact on
   performance.

Helpful
   13. Describe a recent work situation in which you responded to a co-worker’s
       or another person’s needs or supported a co-worker or another person to
       achieve his/her goals.

       Notes:


                                                            Score: _________________
   Look For…
   The candidate’s enjoyment of helping a co-worker, and especially the degree of helpfulness
   exhibited. Only if the individual is reasonably lacking in this trait will it have a negative impact on
   performance.


Public Speaking
  14. In what ways have you demonstrated your enjoyment of presenting to
      groups or public speaking?

       Notes:


                                                            Score: _________________
   Look For…
   The candidate’s enjoyment of presenting or articulating information to groups of people and a history
   of activity that demonstrates it. Only if the individual is reasonably lacking in this trait will it have a
   negative impact on performance.




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Tolerance of Bluntness
   15. Tell me a time when you successfully interacted with someone who was
       abrupt and discourteous. How did you deal with him/her? How were you
       affected by the interaction?

      Notes:


                                                        Score: _________________
  Look For…
  The candidate’s degree of tolerance exhibited. Only the candidate is reasonably lacking in this trait,
  will it have a negative impact on performance.




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                      Part II: Executive Summary Interview Questions

Judgment (Strategic)
   16. Tell me a time when you exhibited very sound strategic judgment.

       Notes:


                                                           Score: _________________
   Look For…
   The candidate’s tendency to have a balance of traits necessary to discern pertinent information, and
   formulate an effective strategy. Only if the candidate is very lacking in this trait will it have a negative
   impact on performance.

Bluntness
   17. Tell me a time in which you were frank. What were the circumstances?
       What did you say?

       Notes:


                                                           Score: _________________
   Look For…
   The tendency to lack tactfulness when communicating directly. If the candidate can’t think of an
   example of frankness he/she is probably NOT blunt. If the candidate can think of an example of
   being frank, notice the level of tactfulness in the example(s). Even a little of this trait will have a
   negative impact on his/her performance.


Evasive
   18. Describe a work or school situation in which you were tactful or diplomatic.
       What did you say?

        Notes:


                                                           Score: _________________
   Look For…
   The tendency to be tactful without being SUFFICIENTLY direct. If the candidate can’t think of an
   example of being tactful, he or she is probably NOT evasive. If the candidate can think of an example
   of being tactful, but in that example did NOT demonstrate a sufficient level of frankness, he or she is
   probably evasive. Even a little of this trait will have a negative impact on his/her performance.




Motivation
  19. What motivates you?

   20. Describe your passions in life.


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   21. What maxims or mottos do you live by?

   22. How much coaching or mentoring will you require?

   23. On a scale of 1 – 5 (5 being the best), rate yourself in:

       _______ Presentation Skills

       _______ Teamwork Skills

       _______ Sense of Urgency

       _______ Self – Starter

       _______ Competitive Spirit

       _______ Organizational Skills

                                                      Score: _________________



The candidates we hire are in the top 10% of the talent pool. Knowing this, why
would we hire you over the other candidates?



General – Wrap-up
  24. Do you have any questions to ask us at this time?
      Notes:



                                                      Score: __________________

    Look for…
   Thoughtful and prepared questions – an indication of their knowledge of the company and the work
   we do. A genuine interest in the position and the responsibilities involved.




Overall Notes:




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                   FIELD SALESPERSON INTERVIEW OVERVIEW
Each of the following traits are listed by order of importance in the category in which
they appear. The categories are ‘Essential Traits’, ‘Desirable Traits’, and ‘Traits to
Avoid’.


Essential Traits                             Candidate’s
                                             Score
Takes Initiative
Wants Challenge
Enthusiastic
Influencing
Optimistic
Persistent when encountering obstacles
Diplomatic

Desirable Traits
Outgoing
Self-acceptance
Self-Improvement
Business / Finance Minded
Frank
Negotiation
Warmth / Empathy
Authoritative
Helpful
Public Speaking
Tolerance of Bluntness
Analytical
Collaborative
Handles Conflict
Analyzes Pitfalls
Enlists Cooperation
Strategic Judgment
Certain

Traits to Avoid
Blunt
Dogmatic
Pay minus Motivation
Evasive
Defensive
OVERALL SCORE




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