How to ask a sales manager the right questions. Questions when applying for a job - how to pass an interview

The correct work of the department of active external sales in the printing industry begins with the fact that you need to find people who are suitable for this work. One of the most important stages in the selection of candidates is the first interview. We offer you a plan for such an interview.

1. How do you imagine your typical working day?

In order to achieve a result, a sales employee needs to know a lot. He must know printing technologies, must have information about his market, must be proficient in sales techniques and understand the peculiarities of doing business in his company. However, it is important to understand that no amount of knowledge will lead to success if the employee does not have the desire to work hard. The answer I want to hear in asking this question involves an early start and a late end of the work day, and a large set of activities during that day. If I don't get that response, I put the questions aside and explain to the candidate exactly what I expect from them during a typical work day. And I conclude my explanations with the phrase: "If this is not what you expected, or you do not like this schedule, let's do each other a favor and stop our conversation right now."

2. How would you rate your printing knowledge on a scale from 1 to 10 points?

After making sure that you have the right attitude towards the candidate's work, you should move on to assessing his knowledge necessary for this job. Obviously, if knowledge is not enough, then a person will need to be taught. Remember that a resume speaks about practical experience, but not about the level of knowledge. Also, do not forget that the applicant, wanting to get a job, may exaggerate the level of his knowledge and experience. Once I was talking with a man who rated his level of printing knowledge at 9 points, to which I was not slow to ask the following question: “Could you tell me how the ink gets on the paper?” And he quite tolerably described the process, starting with the withdrawal of the films and the exposure of the forms, the transfer of ink from the form to the offset sheet and from it to paper. I was quite satisfied with his technological knowledge at this stage.

3. How would you rate your knowledge of the theory and practice of sales on a scale from 1 to 10 points?

In this question, you use the same approach in assessing the next section of required knowledge. A low score on this question is not necessarily a disqualifying factor. Of course, all of us would like to hire specialists with 9- and 10-point grades. But many small printers are forced, for economic reasons, to offer sales employees not the highest wages, which means not the highest level of knowledge and experience. In addition, I understand that if you are in a small city, you may simply not have candidates with marks above five on this (and the previous) question. Remember that the lack of knowledge must be filled with appropriate training. Your goal during the interview is to understand how much effort (money, time, - underline as necessary) will need to be spent on training each of the candidates.

4. How much do you need to earn from the first day of work?

Most candidates answering this question will talk about how much they would like to receive, but this is not the answer you need. At this stage, the decisive information for you will be the amount that this person needs for food, clothing, housing, etc. At the very beginning of an employee's work, you do not have to provide what he would like, you just need to give him a real opportunity to achieve this level of payment. But you must provide him with the necessary income - what he needs to live comfortably while he develops his client base and builds relationships with customers. Therefore, you need to find out immediately the size of this required amount. And if you don't want to pay what this candidate requires, don't hire him! We will talk in more detail about the remuneration of sales employees in one of the following issues of the magazine.

5. How much money do you want to earn by the end of your first year with us? In the third year of work?

With this question, you find out what the “desired” level of payment for this person is. If his desires for both the first and third years of work seem reasonable to you, you can continue the interview. But if this is not the case, then you should stop and right now, immediately, explain to the candidate that he may not be able to earn so much from you in these terms. After all, if you do not agree on money, then you should not agree on everything else. And besides, the first interview is a "two-way traffic." You are trying to make the right hiring decision, and the candidate is trying to make the right job decision. Both parties need to know the truth so that a fair agreement can be reached.

6. Please name your strongest personal qualities.

With this question, you move on to that part of the interview, during which you should get to know the person better. Remember that you will only get an opinion in response to this question - the opinion of a sales employee. This opinion will (at least) slightly embellish its owner. Your task is to listen carefully to this opinion, and then compare it with everything else that the candidate says and does in the interview. For example, if he says that his strength is the ability to work hard, look for examples of hard work in his answers to the following questions.

7. What are your strengths as a sales person?

This question gives you the opportunity to assess how much the candidate knows about sales. Positive personal qualities largely correspond to the qualities of a good salesperson, but there are some characteristics that are especially important for sales success. These are organization, ability and desire to listen, self-discipline, perseverance.

8. What shortcomings do you know about yourself?

Everyone has flaws. For a manager hiring a person, they are important in three aspects: 1) identify these shortcomings at an early stage and decide how important they are for this job; 2) start the process of correcting the deficiencies; 3) decide not to hire this candidate. Eliminating deficiencies is primarily about learning - as well as deficiencies in the necessary knowledge or skills. Note that some human weaknesses can be turned into strengths in a sales person. Some time ago I interviewed a man who said that his biggest flaw was impatience. I replied that there is a very fine line between impatience as a flaw and impatience as a strong motivating factor. “If you want to work on finding the right balance,” I said, “we can use that to make you a better professional. But if you expect success and big money to come to you in sales right away, then hiring you would be a mistake for both of us.”

9. What do you think my next question will be?

The answer - and I hope it is obvious to you! is: “What are your weaknesses as a sales person?” So why not ask this question directly? Because this is a good opportunity to evaluate both the ability to listen to the interlocutor, and the ingenuity of the candidate. It seems to me that anyone who hasn't grasped the sequence of the previous three questions is either not good at listening - which is a very serious handicap for a sales job - or not smart enough for the job you're offering. With candidates who have caught consistency, you look at their shortcomings in the three ways we talked about in the previous question. And by the way, in all four questions about strengths and weaknesses, look for answers that give the feeling of an honest, objective conversation, not a sales presentation by the candidate of "myself beloved"!

10. What is the most important reason for your current desire for change?

The interest of the candidate in your work means a desire to change something, unless you are interviewing a person for his first job in his life. The reasons that push a person to these changes are very important when he is ready to leave another job in order to come to you. I believe that only two situations can lead him to this: either something is wrong with his current job, or something is wrong with this person! Soon one of my clients will be interviewing an employee who is looking for a job because her husband is moving to work in this city, and the only downside to her current job is that this job is 1,000 kilometers away from her new place of residence. Another interview is a young man who also just moved, but his resume shows a consistent desire for change. Not only from job to job, but also from city to city. See what I'm getting at?

Some candidates will give you a whole list of the most important reasons. I recommend focusing the conversation on the single most important one so you can see if your candidate can pick out the main points.

11. If I called your last supervisor right now, what would he tell me about you?

At this stage of the interview, we give the candidate the opportunity to tell the story of his departure from his side. This question puts him in a somewhat contradictory position - after all, he must give himself a recommendation. Would you accept this recommendation? In no case! After the interview (if you are still interested in this candidate) call his former boss and ask for a recommendation. Of course, you won't always find yourself on the other end of the line wanting to talk a lot about your former employee, but even that will give you some insight into their relationship, right? The important thing is that you do your best to learn more about the job candidate for you and carefully evaluate their suitability for the job. By the way, the first time I heard this question, I participated in an interview "on the other side" - I was interviewing for a job that I really wanted to get. My future boss listened carefully to my answer, then picked up the phone and called my former employer while I was sitting across from him. The former boss wasn't there, but this trick gave me something to think about if I was going to spruce up the remaining interview answers!

12. If I called several of your colleagues who have worked with you in recent years, what would they tell me about you?

This question allows you to look at the candidate from a different point of view, different from the manager's. Within companies, personal conflicts between managers and subordinates occur quite often. Probably, you too have ever worked under a person whom you considered a manager worse than yourself. However, here, too, you should check the real opinion of former colleagues - take a few names and phone numbers, and call them. Trust but check!

13. How are you going to look for new clients?

The next few questions are meant to develop a "conversation" about the essence of the work itself. The quotation marks are here because I want to emphasize the change in the course of the interview at this point. So far, you have asked questions and the candidate has answered them, and you have sought to get detailed answers. Starting with this question, you should take a more active part in the conversation. Let's say the candidate replies that he will (a) buy business directories and (b) make use of his connections in the local "association of industrialists and merchants." But you rely more on the strategy of "visits from the street": visits from the street to identify crucial people, followed by an introductory letter, followed by a call and a request for a meeting. “I'm thinking of a slightly different approach,” you tell your candidate, and talk about your path to finding clients. "What do you think about doing it this way?" Remember we said a little earlier: You are trying to make the right hiring decision, and the candidate is trying to make the right job decision. Discussing possible disagreements at the first interview stage will increase the likelihood of a positive outcome.

14. What do you think is the most important thing you will need to convince a person to become a client?

Again, listen to what they say in response, and then explain your point of view. It inspires me when a candidate says something like, "I have to sell myself" or "I have to inspire confidence in myself and confidence in me."

15. How, in your opinion, to convince potential customers of this?

You will, of course, say something about your approach, but first you have the opportunity to assess the candidate's previous experience and/or intuition. Note that "I have no idea, and I hope you can teach me" might be an acceptable response from a sales novice. If you received such an answer, then you know that all the missing knowledge will require training. And if you are not ready to train newly recruited people, do not accept such a candidate!

16. What are your thoughts on learning what you need to know for this job?

With this question, you gradually return the conversation to the “question-answer” mode. You will find out the candidate's thoughts on this matter, and state your views on the training program. I think you should explain in advance that you will have to deal with limited time and resources for training. And make it clear to the candidate that he will be required, among other things, to self-study. You can end this part of the conversation by telling how this should happen.

17. How do you plan to become part of our team?

This is a very important topic. For a small team, the arrival of a new sales employee is especially sensitive. He works "somewhere" most of the day (at least you hope so!) but still serves as a constant source of questions, problems and errors that everyone else has to deal with. The candidate's opinion, of course, is interesting, but, frankly, it's more important for now to just raise this problem and give the candidate a reason to think about the relationship in the company in advance.

18. What will make you leave the office and work hard every day?

You can plan your salary and commissions as you like, but in the end, money will remain just one of many motivating factors for most people. And, perhaps, money will be the least effective motivation in the early stages, when the daily efforts of an employee - finding new customers and trying to establish relationships - will not lead to immediate material rewards. To succeed in external sales, you need to understand the whole set of motivations. Don't guess what's right for this particular person... ask them!

19. Okay, we've come to the point where you need to complete the sale. Why should I hire you?

Now you just listen. This question will give you a great opportunity to evaluate his ability to sell. The most important sale a candidate has to make is to "sell" you the idea that he is the right person for the job.

20. If you were me, what would you be most worried about in terms of investing my time and money in you?

With this question, you are asking the candidate to be the devil's advocate (which, by the way, is important to be good at sales). I am very alarmed by the person who replied that there was nothing to worry about. The same will happen with a candidate who answers honestly and stops there. The best option would be an answer that defines the problem and then offers a solution. “I think I would be worried if I were you that I am quite young and not very experienced,” you can hear in response, “but the other side of this coin is that I am energetic, I am very attracted to the prospect of working for you , and my previous experience confirms that investing in me pays off. And, again, this question is another way to assess sales skills (or instinct to do so if you are a beginner).

21. What other questions should I ask you?

This way you give the candidate the opportunity to bring up topics that he considers important. This question also serves as a good transition for your candidate to ask you some questions. I'm always impressed by people who take the opportunity to ask questions without waiting to be asked. The ability to ask questions, after all, is another component of salesmanship. As I see it, the main purpose of the first personal interview is to get to know the person in detail. A resume or application will tell you something—or even a lot—of what you need to know about previous experience and seniority. But you hire not just previous experience and seniority. You are hiring someone who will hopefully be honest in reflecting their experience and seniority and will be able to take some of that with them on their way to work with you.

If you look at an interview like that, you'll realize how little you can learn by limiting the first meeting to a quick resume discussion. Being able to identify the successes and failures associated with each job and with each applicant will provide the best start to your work together. I hope 21 Questions will help you with this.

Alexey Biork, David Fellman. unitcon.ru

It all starts with a resume. A resume is a business card of the applicant, which will enable the employer to form a first opinion about him.

A well-written resume is a guarantee that the employer will call and invite you to.

General rules for a good resume or what the employer is looking for:

1. Are there any mistakes? Their presence is evidence of inattention, haste and, ultimately, negligence.
2. Is there a photo on the resume? Her absence is suspicious and may suggest that the applicant for the position is not a self-confident person.
3. Place of residence, age, knowledge of foreign languages, own car and readiness for business trips.
4. Are there many previous jobs, how often did they change?
5. Does education match work experience? Does the work experience of the applicant meet the requirements of the employer?

Features of a sales manager resume:

1. Properly placed accents are very important. In the resume of a sales manager, emphasis should be placed on the qualities of a leader, on communication skills. After all, this is work with people, requiring the ability to find a common language with representatives of different ages, different social groups.
2. Must indicate willingness to travel. This will show the seriousness of the attitude towards future work and the willingness to do a lot for it.
3. Focus on results. The employer appreciates such sales managers who want and strive to earn money, that is, they are able to bring income to the company.

In the column "Functional responsibilities" of the sales manager, you should pay attention to:

• registration of calculations and maintenance of cash documentation;
• the expansion of the customer base;
• document management;
• search for new suppliers.

Questions when applying for a job

And now a little about what are the interview questions for a sales manager job, as well as for a sales manager interview?
The resume was noticed - its owner was called and invited to an interview with a sales manager or head of sales.

The interview is the next and very important stage for both parties.

At the interview, the employer and his potential employee meet face to face. They watch and listen to each other. They ask each other questions. What questions to ask in a sales manager interview? And what do they ask at a sales manager interview? Is there a script for a sales manager interview?

Top 5 questions for sales managers:

Where do you see yourself in 5 years?

It is a question of purpose and aspirations. Experts advise: no need for unbridled fantasies! Look at things realistically and formulate affordable plans for the next five years.

It is important that the target flies away from the teeth, so that the applicant does not think or mumble when answering this question.

What are your best and worst features?

They do not advise the applicant to turn inside out when answering this question, demonstrating crystal honesty.

Usually, the positive features of a sales manager are responsibility, organization and communication skills. The negative ones include: arrogance and honesty, and also a tendency to in-depth analysis. Experts believe that all this spoils a good sales manager.

It is good if, answering this question, the candidate argues, specifying what exactly is expressed, for example, his organization and responsibility.

Smart candidates, when answering this question, manage to present negative qualities in such a way that in the eyes of the employer they look like positive ones. For example, listing their shortcomings, they can say: “I don’t know how to relax at all. A terrible workaholic, a fan of work. I am very demanding of myself and others.”

Can you cheat?

Trick question. Whatever the answer to it was not given - everything is bad.

The applicant admits that he can deceive, he will be considered a liar. He will say that he is always honest and truthful, they will be suspected of lying.

How to be? It is advised to laugh it off and avoid answering this question.

What's your best deal?

If the best deal in a sales manager's professional life hasn't happened yet, it's worth inventing it. For reliability, it can be embellished with details about difficulties in negotiations and other business moments.

If the conscience does not allow the applicant to “embellish”, then the profession of a sales manager is not for him.

Are you stress resistant?

The sales manager must be stress-resistant. He must be friendly and smiling and not lose these qualities even when he is “run into” right during the interview. This is an employer's test of stress resistance and it is necessary to demonstrate a playful reaction in response.

There are a number of other questions that are popular with the employer:

1. What exactly draws you to this job?

   The answer “growth prospects” and “solid firm” is a formula. It would be better if something more individual sounds. For example, “the desire to gain new skills in a team of professionals.”

2. Why do you think this position is yours?

   This question is a good opportunity for the candidate to name the best that he has. What matters is how he does it. Emotionally, forcefully? Good. Not convincingly, in general terms? Badly.

3. Why did you change your previous job?

   It is bad if the conflict with the leadership is called the reason for leaving. Well, if - the desire to go further, open up new professional horizons, get a big salary.

5 Right Questions for Future Sales Managers

1. What are the responsibilities of a sales manager?
2. What reports should a sales manager fill out?
3. What is the objective quality of the company's product itself?
4. How are clients assigned to managers?
5. What is the motivation system?

Questions may also be asked, such as: “Is there a division of managers into farmers and hunters? Who will I be? The employer needs to be prepared for this kind of competence of the applicant.

Watch the video: Sales Manager Interview Questions.

About what general questions can be asked at any interview, how to properly prepare for them and how to answer them, we tell in detail.

Rules for a successful interview

So, how to successfully pass a sales manager interview? It is known that both sides are focused on the result. Employer - get what he is looking for. A candidate is to become what the employer is looking for. Therefore, he must show his best side.

It means:

• be punctual. Do not be late for an appointment;
• look good. This is the same case when they are greeted by clothes;
• smile. A smile and kindness are very endearing to people;
• confidence. Not arrogance, but rather calm self-confidence. It is necessary for the sales manager to look convincing;
• activity. Modesty decorates, but not in this case. The sales manager is expected to be proactive;

To better understand who is sitting in front of him, Employers will also have to make an effort:

• create a friendly environment; This will help the candidate to relax and open up better. You can, of course, immediately arrange a stress interview, but this method does not work in the first minutes of the interview. Such a "trump card" is better to save "for later."
• calculate the meeting time; 30 minutes per candidate is enough. Short interviews annoy people just as much as long ones.

Even if you have already formed your opinion about the candidate, but the time has not yet come, ask the planned questions.

In this case, you are already doing this not in order to understand the applicant, but in order for the applicant to form a positive opinion about the company. After all, it is important for you that, after leaving the office, he spreads positive information about the company. Word of mouth is a powerful, both advertising and anti-advertising resource.

Ask questions, prepare in advance, tests, cases with specific workflows, situations. Everything should be aimed at assessing the experience, personal qualities and professional skills of the candidate. Take notes during the interview. The system of pluses and minuses works well. She is very visual.

Putting together a case

How to interview for a sales manager job? And what are the cases at the sales manager interview? Let's try to figure it out.
Interview assignments and tests are important and useful.

They will help to reveal the personal qualities, professional skills and experience of the candidate. They are very effective because they are very revealing.

There are many testing options. Select the appropriate one depending on the type of vacancy.

For the position of a sales manager, communication skills, logical thinking, teamwork and stress resistance are important.

In order to make sure that the candidate has or does not have them, as well as the availability of practical skills, the type of situational interview is selected.

To do this, it is necessary to prepare cases in advance - various working situations - and invite the candidate to find their solution. You can put in front of him, for example: “Is it possible to tear a thick reference book in half with your hands?”

Depending on the answer, it will be clear whether the applicant is able to analyze, whether he has developed creative thinking, whether he has communication skills, whether he is aware of the strength of the team spirit.

Case options:

1. You have received several lucrative job offers. How will you do it?
2. What will you do if you are offered to do work that is not covered by the contract?
3. What will you do if you find out that your colleagues are complaining about you?

It is very popular for candidates for sales managers to arrange. The goal of the employer is to piss off the applicant. There are many ways and they are sometimes very hard.

For example, they ask questions very quickly, without giving the candidate the opportunity to recover and focus on the answer. And then they charge him with the fact that he is passive in conversation and does not know how to communicate.

In the presence of the candidate, the interviewer may yell at one of his employees to see how the future sales manager will react. After all, in his work with this you have to deal often.

There is an option to check the speed of decision-making - to offer the applicant to make a call to the client regarding the purchase right at the interview. No more than 10-15 minutes are given to study the price list of the company. Also very popular is the technique called: "".

How to get?

There are several mandatory rules for a successful interview.

But from a sales manager, in addition to smiling, neat appearance and punctuality, a number of other properties and qualities are expected.

Competence. Before applying for this position, you need to read at least a couple of professional sales books.

In them, by the way, there may be answers to those questions that you will be asked at the interview.

Activity. You have to ask questions yourself. Questions and answers will give an idea about the company. Questions at the interview when hiring a sales manager will help clarify the working conditions, show your interest. And one more thing - the more you ask, the less they ask you and the less likely it is to screw up.

Believe in yourself. It will give a positive attitude - to sell yourself, your knowledge and skills, as profitably as possible. May this be the best sale of your life!

When it comes to salary, do not immediately declare your desire to receive a large salary. Focus on the percentage of sales. So the employer will appreciate your desire to earn money by actively looking for buyers. Moreover, the buyers are new, and not only from the company's ready-made client base.

When the decision on the candidacy is made, it will need to be communicated to the applicant, whatever it may be - positive or negative.

You can't take too long to answer. It will look like disrespect, which is not respectable and not decent for a decent company.

There is also no need to rush to a decision. This is suspicious.

The normal time for making a decision is 1-2 days.

If you did everything right, then, in the end, you are doomed to success, and such a welcome phrase will sound: “We take you. You suit us."

We hope that now you know how to successfully interview for a sales manager or head of sales department. Taking into account all the information received, you will certainly get the desired position.

Watch below: sales manager interview video

Didn't find an answer to your question? Find out, how to solve your problem - call right now:

Too aggressive or vice versa not persistent. It is better to weed out such people at the interview stage. We have prepared a list of 25 questions that will help you check the applicant for "lice".

1. How do you assess the role of training in the sales process?

If the applicant is confused or thoughtful, then before answering the question, then, most likely, he is not ready for constant self-development.

2. How do you track changes in your sales segment?

Even if the target segment of the candidate’s past job does not match yours, you will still be able to assess the applicant’s ability to search and analyze information. Ideally, he will tell you that he monitors changes in legislation, visits industry sites, subscribes to specialized blogs, mailing lists, and so on.

3. Explain to me…

Such a request will help you evaluate. The question is best asked casually so that it does not look like part of the interview.

4. Which is worse: an unfulfilled plan or unhappy customers?

Depending on the goals of your company, both answers may be correct. However, you should be wary of candidates for whom the implementation of the plan is more important than the needs of customers.

5. Tell us about your approach to short and long sales? What differences can you identify between them?

Short sales require the seller to quickly “close” deals, while long sales, on the contrary, require a more thorough and elaborated approach. The candidate must have a clear understanding of the cardinal difference between them. Look for it in his answers.

6. When should you back off?

The correct answer to this question depends on the sales process in your company, but in general, the more persistent and tenacious the salesperson, the better. Trish Bertuzzi, founder of The Bridge Group considers it wrong to give up before six or eight attempts.

7. What clients do you enjoy working with and why?

The candidate may clearly describe or generalize demographics that are not related to the sales process. Depending on the response you receive, you will be able to assess how well he knows his client. The clearer and more detailed the description, the better.

8. What is your least favorite part of the sales process?

If the announced stage is fundamentally important for your sales process, then this is most likely a red card for the applicant. This question helps to identify the weaknesses of the applicant.

9. What motivates you?

Money, high results, helping clients, the desire to be the first in everything - the answers are varied. Which of them will be considered successful or unsuccessful depends on the culture of the company. For example, if teamwork is paramount for you, then an applicant who certainly wants to be the first in everything is not the best choice.

10. What are your career expectations?

According to a study by the American company Glassdoor, the lack of growth prospects is one of the three reasons why sales managers are looking for a new job. If a candidate's career aspirations run counter to your company's capabilities, then you're probably off the track.

11. What three adjectives would past clients describe you with?

Try to recognize the synonyms of the words “responsive” and “helpful” in the answer, as it is advisory sales that are becoming relevant today.

12. Why do you want to work in sales?

Financial motivation is a perfectly acceptable answer, but still not the best.

13. Can you keep a positive attitude despite a hard day at work?

This question helps gauge attitudes towards rejection. Study the response to the question more than the answer. Does it take a long time for a candidate to recover from an unpleasant conversation, or is he immediately ready to move on?

14. Tell us about black streaks in your work? How did you deal with the difficulties?

Everyone goes through periods of recession, so be careful with those who say they have never experienced it. There is nothing wrong with a temporary crisis if the right lessons are learned from it.

15. How would you improve sales efficiency in our company?

This question reveals several important aspects at once.

• First, it becomes clear how well the candidate prepared for the interview.
• Secondly, you can assess the level of theoretical training in sales matters.
• Thirdly, in competent answers, systematic thinking is manifested, as well as creative and entrepreneurial abilities.

16. How much time do you spend building relationships with clients and finding new ones? Why exactly?

As a rule, each company is looking for an employee with a certain approach. This can be a hunter seller (effective in finding new customers and interacting with them) or a farmer seller (effective in building relationships with existing customers). It is good if the applicant has the skills of two approaches at once. This is a valuable combination for effective work. Avoid those for whom they are mutually exclusive.

The secret of a successful interview for a sales manager lies in the ability to sell :). The whole point is that the person at the interview is still trying to look better. The employer knows about this and makes a discount. And the employer who selects a sales manager makes a double discount :). Therefore, if a sales manager uses the most common advice from HR specialists (“just be yourself”), he immediately finds himself at a deliberate disadvantage. But there is also good news. A sales manager is the only profession in the world where professional skills are 80% equivalent to self-selling skills.

To successfully pass the interview, you must have the makings of a salesperson. They are easiest to determine using my test.

If you've passed any of these tests, or if your confidence to try your hand at sales is so strong that you don't want to listen to common sense, read on.

How to successfully pass a sales manager interview?

So, you have firmly decided to become a salesman, trader, commerce, salesman or, scientifically, as they say in job descriptions, a sales manager.

It doesn't matter if you have an idea of ​​what a successful sales manager looks like and behaves in real life. When you go to an interview, you must match the image of this salesperson that is being created in people's minds. Reality is reality, and the employer wants to see the best sales manager in his service. Because in real life people don't walk around with "I'm the best seller" badges. Ask me how? ”, People subconsciously look for vivid images created, for example, in the cinema. Sometimes the ideas of HR specialists about the essence of salespeople are based only on films. Therefore, look at a couple of the most popular films about salesmen. I recommend: "Wall Street", "Smoking Here", "Boiler Room", "Americans". Firstly, you will be charged with the atmosphere of sales, and secondly, you will understand what they will expect from you. You can make a cut of the most driving moments and watch this video before the interview;).

First, you need to read a couple of the most popular sales books. It doesn't matter if the books are good or not. Many executives or HR, thinking about your interview, have done the same thing - read a couple of the most popular books about sales. The bottom line is that you can answer the questions written out specifically for this interview from these books.

I won't even talk about looks. This is a system administrator who can come to an interview with an unwashed head, and you have to match the image, remember? :). You and I understand that often a trusting relationship with a client is obtained just when you do not look very pretentious (everything, of course, depends on the product and your sales style). But even if you are hired to sell nuts for plumbers, the employer wants to see a sales manager in the office dressed to the point. Take the trouble to at least put on the best and, of course, ironed suit for the interview.

Behavior must be active. Start your interview with praise questions. If there is a pause, do not be shy, fill it with questions, admiration, stories.

Smile. Regardless of how you feel about the “American smile”, it is advisable to try it on for an interview, or even better, practice before it. The simplest thing is to remember pleasant moments, for example, your best sex or vacation;).

Questions. First, give the initiative to the employer, then you can quietly intercept it and ask your questions. As a seller, you must know the power of questions. They are invaluable in an interview.

• Firstly, they show that you understand how to work and want to clarify the conditions.
• Second, they give you an idea of ​​the company. Not only you are chosen, you must also understand whether the company will allow you to fulfill your potential.
• Thirdly, they allow you to delay the interview. Surprisingly, a long interview makes the employer more willing to hire you in order to justify the time spent on you.
• Fourth, the more you ask, the less they will ask you, and it’s easier to screw up with an answer than with a question.

What questions to ask to successfully pass an interview for a sales manager position?

• What are the responsibilities of a sales manager?
• Where is the line of responsibility? At what point does the client move to another division and the manager has done his job?
• Where do managers who already work in the company get clients?
• What is the average sales cycle?
• What does a sales funnel look like? How much at the entrance, how much at the exit on average for the company.
• What is the objective quality of the company's product itself?
• What is the motivation system?
• What bonus does the best manager get? What's the worst?
• Is there a back office? In other words, the sales manager fills out the paperwork himself, or he has specially trained people.
• Is there a CRM system? If not, how do managers manage their base?
• How are clients assigned to managers?
• Is there a division of managers into farmers and hunters *? Who will I be?
• If the client was once ours, but now does not work with the company, can I take him on?
• What is the company's customer profile?
• How is the company's product developing?
• Is there a marketing department, and how is the interaction between sellers and this department?
• Have comparisons of competitors and their products with our offer been prepared?
• What reports should a sales manager fill out?
• Does the company have presentation materials?
• Is there a book of successful sales for beginners?
• Who will be my mentor for the period of entry into the course of business?

If you have asked all these questions and have been answered in detail, believe me, the probability of your acceptance is close to 100%. Because the answers to these questions will be mostly not very positive, and the employer will want to hire you to get answers to these questions. You can ask them to both an HR specialist and your boss. HR will not be able to answer, but your level will be assessed. If I were the boss, I would take you with my hands. Of course, provided that you successfully passed my test, and you are really a future sales star.

How does a sales manager answer questions correctly in order to successfully pass an interview?

Be prepared to answer the following questions. I beg you, do not write off these answers from the Internet, come up with answers yourself. I will explain what the employer wants by asking this or that question, and you already come up with YOUR answer. If you type answers from the Internet, the employer can do the same, and you will look pale.

So questions.

Where do you see yourself in 5 years? The employer wants to see in the sales manager a purposeful, but down to earth person. Therefore, there is no need for fantasies about the general in Gazprom. Think about how you want to grow, what to strive for. The target should fly away from the teeth.

Your best and worst features. No one answers these questions honestly, but they get asked all the time. Choose your best features and divide them into two columns. Traits that most consider the best (responsibility, organization, sociability), and traits in which opinions differ: whether they are good for sales or not (impudence, honesty, a tendency to deep analysis). The first column is your best traits, the second is your worst.

Are you capable of deceiving? A joke question, especially for a sales manager. Everyone is capable. If you say no, then you're lying. If you say yes, then you are a liar. The employer, most likely, knows this, but may be an avid idealist, so it is better to answer it with an abstract reasoning about the degree of honesty: what is considered true, etc. If the employer repeats a direct question, you can look down and answer him with a smile: “Do I have the right not to answer this question?”.

What's your best sale? Didn't have the best sales? No problem, come up with the perfect sale. Think over the nuances, details, think up the amount, think up the difficulties in the negotiations. You can even believe that she was. You can take an undersale, for example, and draw it up to a successful one. If the employer does not ask clarifying questions, then the details will give you gloss. If a little embellishment disgusts you, GET OUT OF SALES!!!

Can you manage your own time? An important question from a smart employer, because the problem for young, energetic salespeople is to direct their efforts in the right direction. If you're okay with that, then feel free to answer. If, like most young salespeople, you are seething with energy and still do not know how to direct it, admit it to your boss, but in no case, do not tell this to an HR specialist. The boss knows these difficulties of sellers and is ready to work with them. He will be glad that you want to develop. A personnel officer can select on formal grounds and on factors important to him.

Are you stress resistant? For a sales manager, the answer to this question is very important. An employer can not just ask a direct question, but “run into” your qualities, resume, appearance. To a direct question, you can say with a smile: “Yes, try it, yell at me.” React to all cries and claims with a slight smile and slightly raised eyebrows. Believe me, if the employer does not like you, he will not tell you about it. He will invite another, and that's it, and if he scolds or shouts, it means that he is checking. Turn everything into a joke.

In conclusion, treat the interview like a sale, with a smile and a positive attitude. Sales Manager is the most in-demand position. You will find your employer if you are a real sales star. I strongly recommend taking the test, which will add confidence to you at the interview.

* - in some companies, sales managers are divided into farmers and hunters. Usually hunters sell to new clients, then after a certain time the client goes to farmers and they are already engaged in the development of existing clients (upsells).

To get a job, you need to successfully pass an interview, and this fact confuses many people. The worries and fears that we experience the day before can negatively affect the result. None of the employers will want to hire a neurotic who does not know how to formulate and express his thoughts. In this case, even a diploma and work experience are unlikely to help.

The demanded specialty of a sales manager is no exception. To obtain a job, the applicant is invited to undergo an interview.

Why you need an interview

The sales manager must be able to present the product in such a way that the client has a desire to purchase it. The interview in this case helps the employer to see the necessary knowledge and experience.

Also, in personal communication, you can find out not only professional suitability, but also the personal qualities of a person. This must be taken into account if you have to work in a team.

What you need to know about the interview

An interview for a HR manager can be conducted by the head himself or a representative of the HR department. It all depends on the rules of the company. No matter who will conduct the meeting, you need to be 100% ready for it.

Training

Any victory loves preparation, and getting a job is no exception. You need to thoroughly work out your image, resume and style of behavior.

An important role is played by how the applicant behaves during the dialogue, how his speech is delivered, the interlocutor also pays attention to non-verbal signs. The crossed leg over the leg speaks of distrust and an attempt to hide from prying eyes. Touching the tip of the nose, earlobes and wrists betrays a liar.

You need to take your appearance seriously. If the company welcomes office style, then you should choose clothes according to this requirement. Even if there is no certain style, then it will be inappropriate to be interviewed in jeans or a top.

Daytime makeup and collected hair - the right look for an interview

Before the event, you need to get a good night's sleep to be alert and fresh. If nervous tension does not allow you to relax, then you can take light hypnotics or sedatives.

The bosses love people who are punctual and obligatory. You can’t be late for an interview, so it’s worth getting up an hour earlier than usual. It is necessary to take into account the probability of force majeure in the form of traffic jams or a broken elevator. It is recommended to arrive 20-30 minutes before the scheduled time.

It is important to remember the following rules:

1. The resume is prepared in advance. It's best to take a few copies just in case.
2. Regardless of the situation, you need to control yourself. Maybe it's a stress test.
3. At home, you need to think over a story about yourself in advance.

Psychologists have developed many tests and questions to determine professional suitability. Most often this is an offer to sell something. It sounds rather strange: "Sell me this laptop / pencil / vase." The peculiarity of this profession lies precisely in this ability.

Sometimes very strange tests are given. Only at first glance they seem incomprehensible. A commonly used method is to determine a person's ability to work in a team. The applicant is offered to draw a cactus on a piece of paper, always with needles. If the strokes (needles) are located along the outer edge of the picture, then the applicant is set to work together, but the needles at the inner edge indicate the opposite.

What may be asked in an interview

What scares me the most is the unknown. Stress affects not only the emotional state, but also the physical.

There are some basic questions that a boss might ask an applicant for an account manager position:

• manager's responsibilities and requirements for his work;
• knowledge about the product that the company sells;
• experience.

These questions can be much more. You can also ask questions of interest. If her representative is trying to hide some points, then it is better to refuse the offer.

Most people get lost when asking “Where do you see yourself in 5 years?” It is very difficult to assess the future. Do not voice unrealizable dreams from childhood. Let it be a real desire.

Another tricky interview question they like to ask is whether a person can cheat. A positive or negative answer will be incorrect. It's better to avoid this answer.

Often they are interested in how effectively an employee can organize his time. This is important because it affects performance and the ability to properly prioritize. If the applicant cannot adjust his daily routine, then important projects will most likely be done at the last moment.

Manage your time for efficiency

How to write a resume

A resume for a sales manager job is an important part of finding a job. This is not just a story about yourself and your merits, it will be a decisive factor for the employer.

When compiling a resume, you need to pay special attention to the presence of spelling and punctuation errors.

The employer can also focus on these points:

• the presence of a passport and personal transport (willingness to go on a business trip at any time);
• frequent job changes (incompetence, conflict or other problems);
• work experience (depending on the requirements of a particular company, this can be both a plus and a minus);
• the presence of a family, children (frequent sick leave or responsibility, maturity);
• knowledge of foreign languages ​​(the ability to increase the target audience of buyers among foreign clients);
• age (subjective criterion);
• photo availability.

You can send your resume electronically or send a paper version by mail. Don't wait for a call the same day.

Show your experience and work results

Conclusion

If the interview doesn't go well, don't give up. A sales manager is a highly demanded position in the labor market.

You should not agree to work if much in its conditions does not suit you.