3 Skills to Interview for in Sales Candidates - Spark Hire

3 Skills to Interview for in Sales Candidates - Spark HireHiring top ausverkauf talent can be a challenging task for many managers. Sometimes you will hire several qualified candidates only to find out that there is one top sales rep out of the group. There will never be a full proof plan that will allow you to completely eliminate hiring the mediocre sales reps. However, there are some key skills you can interview for when speaking with candidates which will help you better identify the top talent.1. Motivation and DriveWhen you are interviewing sales candidates, it is of top importance to find out what motivates and drive them. A good sales rep will be driven by money, sales rankings, and the overall victory of winning a tough sale.Ask candidates questions such asWhat motivates you?Why does this motivate you?How do you stay motivated when faced with a tough sale?When a candidate is discussing their motivators and drivers, you should see energy and passion in their answer.2. Persist ence and PersuasionWhen adding a new sales rep on your team, you must ensure that the new hire has the persistence and persuasion skills needed in order to initiate and close deals.Typically, sales is not an easy or quick deal. Your sales reps should understand that it can take many calls in order to generate potential customers. Once your sales rep has an interested customer, it is key to maintain contact with that customer before and after closing the deal.Persistence is a must have quality in a sales rep and the ability to persuade a potential customer to see the value in your product is also an important skill.There is no room in sales for reps who tend to give up quickly or lack the persistence to follow up with potential leads.Ask candidates questions such asWhat is your ratio of presentations to closed deals?What is your quota and achievement?What is the length of your sales cycle?How many sales reps are on your current team and what is your ranking amongst them?Tell me about a difficult sale you closed. What made it difficult and what did you do to close it?As with any interview, get as many details from candidates as possible and ask for any documentation or awards they have received. Most sales candidates will have a Brag Book which will contain all of these items. A good sales rep will want to ensure that you know about their successes.I also recommend that you confirm as much as possible when checking references.3.Customer ServiceIt is true that you want sales reps who can open doors and close deals. However, keep in mind that your sales reps are in front of your potential customers, as well as current customers. It is important that your reps have solid customer tafelgeschirr skills and treat future and existing customers with the utmost respect.Ask sales candidates questions such asWhat is your sales approach?Have you managed existing accounts in addition to new business development?Tell me about a time a customer was unhappy with your product. W hat was the situation and how did you handle it?It is also an excellent idea to obtain customer references from sales candidates.What are some of the skills you search for in your sales candidates? Please share your tips in the comments below.Image Goodluz/BigStock.com

Why Leaving the Most Toxic Workplace is Very Difficult

Why Leaving the Most Toxic Workplace is Very DifficultWhy Leaving the Most Toxic Workplace is Very DifficultWhether Im working with a client who is highly dissatisfied at their current role, actively in process of leaving a toxic workplace on their own terms, or was recently laid off, Ive often found it fitting to compare the transition theyre experiencing in a bad work environment to that of a marriage gone bad.Prior to writing books on contemporary career development and running an online career coaching consulting business, I was working in the corporate world as a marriage and family therapist. I quickly observed the interesting parallelisms of the person(s) described above sharing the same thoughts, feelings, and behaviors with someone who is in the process of leaving an unhealthy marriage or grieving after the divorce.Having been married or elend, all of us on some level have had experiences of ansicht stages with a close relationship throughout our lives. So, it is a proven a nalogy many people can relate to and identify with. Ive often found it resonates as a very powerful analogy which really helps my clients to better process and work through the difficult transition of leaving a company theyve dedicated 5, 10, 20, 30, sometimes 40 years of their lives atAll this being saidIf you have found that actually leaving a bad work environment or toxic company once and for all, has proven to be extremely difficult or seemingly impossible, please dont be hard on yourself.Assuming a large magnitude and high level of attachment (addiction) you have to this relationship with your company, you cant break it on your own. After all, its far too easy for most of us to have become highly attached to our role in a toxic workplace and company after so many years. For those of us who are highly passionate, caring, and truly gave the best we could to our position, our clients/customers, and our company, how could we not have become highly attached over the many years, some times decades of our being committed to this relationship?First things firstYou will need the support of others, ideally people who have triumphed in this area themselves or industry experts who help people successfully make a transition out of their toxic workplace. Bonus points if you find someone who fits both criterions.If you are reading this and can identify having similar feelings surrounding your current toxic workplace, the image below illustrates the stages of making a change. After looking at the image with the stages of change, it would behoove you to honestly ask yourself which stage you currently are in this process.Wherever you are, thats where youre supposed to be, so dont judge it. Just start by accepting where you are. People in the pre-contemplative stage are often either unaware of their need to change, or there is some level of awareness, but they have little to no desire or serious interest to change anytime in the near future.Chances are likely that if youve c hosen to take the time to read this article, youre either in the contemplation, preparation, or action stage of making a change. Below Ive highlighted common scenarios.I often hear from people in these three stages1. Scenario of someone in the contemplative stageYou have hit the ceiling at your current toxic company, and are ready for the next challenge or growth opportunity.Youve been told (either directly, or indirectly), that there is no more opportunity for you to advance in your current role, and any further requests youve made for advancement opportunities or for a raise in salary congruent with your current tenure have been brushed aside or have fallen on deaf ears.You no longer feel like youre appreciated for the quality of work you do or valued by your organization.You are ready for a change, one that involves you being challenged, continuing to grow, and appreciated for your contribution.2. Scenario of someone in the preparation stageYour current bad work environment is ex tremely draining, and you are likely working well over 50 hours a week. The position or company may have been good at one point, but its been a very negative situation for quite some time now.You may even know on some level, either by instinct or actually have been informed, that your current role within the company is no longer secure on some level.You have an acute awareness that your current job is sucking your soul dry, and you are feeling stuck or trapped. You have likely even started to discuss this issue with a few close family members, friends, or a trusted advisor.Whatever the reason(s) leading up to this, youre ready to leaveand may have even begun occasionally looking into other job opportunities and dabbling with applying to a few.At this point, you know you want to change, but you likely dont have a clear strategy on how to effectively land your next role, or you may have loosely prepared a strategy, but dont have the necessary time or energy to execute it while still w orking at your current job.You may also be experiencing a high level of fear about your company somehow finding out about you looking into new opportunities and firing you.3. Scenario of someone in the action stageThis may still include some aspects of contemplative and preparation stages.You have completely made up your mind that you are in a toxic workplace. You are one foot out the door at your current job.You are very actively pursuing new opportunities, but feel like you keep attracting toxic companies and dont really feel great about any of them if youre being honest with yourself. Similar to dating gone bad, you arent even sure if any good companies exist anymore.You may have been able to get to the interview process with several companies you felt pretty good about, and sometimes even make it to the 2nd or 3rd round of interviews. However, despite getting positive feedback and coming really close, youre still left with no job offer.If these stages and scenarios sound an awfu l lot like yours, the first step is to start by accepting where you are, right now. The truth is, before we can really begin to shift and make a major change out of a toxic workplace, we have to first be willing to face the issue at hand and be honest with both ourselves and other people.In my experienceMy experience working for years with many people in these toxic workplace scenarios is that the next step you need to take is to reach out for the appropriate and consistent support, resources, and insight you will need to overcome and create a lasting, positive change in this area.