5 Ridiculous Questions to Ask Sales Candidates That Work
Experienced sales professionals are adept at answering common interview questions; they are skilled in the art of selling products and services, and also authorities at selling themselves. If you want to go beyond the surface, uncover the applicant's true identity, and evaluate their behavioral or soft skills, ask a few out of the box, unconventional questions. The answers may surprise you and
When you hire sales personnel, you assess their knowledge of an industry, their technical ability, their pipeline strategies, and other related skills. However, do you ever go beyond the standard Q&A? According to Salesforce, there are behavioral and emotional intelligence (EQ) skills self-inherent to each individual, and cannot be
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taught. By doing so, your chances of building a top-notch salesforce are greater. Below you will find five out of the box examples, and a few standard interview questions. Out of the Box Questions 1.
Curiosity: Allows a salesperson to think on their feet and find a way to solve unfamiliar problems, and also indicates their level of creativity, and ability to think out-of-the-box.
Question: Tell me about a time when you had to be creative and hook a difficult prospect.
2. Integrity: Putting the customer first above all else shows emotional intelligence; they place their revenue on the back burner, and make the customer a priority.
Question: When was the last time when you put your ego aside to do something for someone else without benefiting from your action?
3. Problem-Solving: Able to solve any problem without losing their grip; another skill attributed to EQ.
Question: How would you sell egg nog in the summer?
4. Self-Awareness: Are totally aware of who they are, and know their professional capabilities; they learn from their mistakes and move on.
Question: If you were a tee-shirt, what color would you be and why?
5. Emotional Awareness: Empathic qualities allows a salesperson to interpret a clients' verbal and physical cues, and style the corresponding pitch.
Question: How would you design a spice rack for someone who is
blind? If you're not quite ready to jump out of the box, here are a few top-rated, standard questions to ask. 1. Tell me what part social media plays in your sales process. 2. What trade publications do you read? 3. What do you think is more important, finding new customers, or cultivating existing customers? 4. If I hire you, tell me about your first month here. 5. Tell me what you know about our company. 6. How to you approach prospects if your day begins with a flat tire, and an unplanned bath in your morning coffee. 7. Describe how long it takes before you give up on a prospect and move on. 8. Tell me how you build client relationships. 9. If you could start your own business today, what would it be? 10. Teach me something I don't know. So there you have it. A few unusual questions that will give you a broader look at the candidate's soft skills, and some of the basic skills questions. The unique questions will also a allow the candidate to express themselves more freely, and breaks the ice. Salespeople need to be personable and professional, but also need a high degree of emotional intelligence in order to deal with rejection, and slow periods, but if you switch up your interviewing technique, you have a better chance to retaining the superstar for your team.
properly in the given setting and as a student in a DPT program develops this skill and uses it
Emotional intelligence (EI) plays an important role in every worker in organization or corporation, especially someone with the authority or power inside the organization. A leader has to become a source of inspiration and catalyst for the employee to improve their working condition. One true leader has the ability to read what people want even though it never being told (Meghan, 2014). This will allow the employee to build a good connection and relationship between the leaders, thus improve how the organization being conducted. Some people may denied that emotional intelligence did affect ones’ performance, but big corporation such as Google and Microsoft have implemented emotional intelligence in their working condition as a way to improve the organization performance. Chadha (2013) emphasize that there are 4 key element in emotional intelligence; self-awareness, self-management, social-awareness and relationship management. Within these four elements, one element that truly related between a leader and employee is relationship management.
For someone who believes in psychological egoism, i t is difficult to find an action that would be acknowledged as purely altruistic. In practice, altruism, is the performance of duties to others with no view to any sort of personal...
Integrity, in the broadest sense, must pervade our actions in all relationships, including those with our customers, suppliers, and each other. This is a commitment to uncompromising values and conduct.
The reason that I choose this concept is because it combines all the other concepts presented in this book. Since EQ can be learned rather than something one can be born with, like IQ, I believe that by using it everyday others will learn from me. As a case in point, Emotional Intelligence 2.0 mentioned that within the past five years the amount of people who are attuned to their own emotions and emotions of others have increased from 13.7% to 18.3% (Bradberry & Greaves, 2009). Credit for this increase in EQ has been attributed to the fact that EQ is contagious, infecting people with knowledge of emotions who have never been introduced to the concept of EQ (Bradberry & Greaves, 2009). Since relationships are important in the nursing realm, with patients and coworkers, I will use the strategies presented within the concept of relationship management to depict emotionally in tuned treatment and emotional awareness of coworkers. For example, while working with patients and coworkers I will avoid giving mixed signals, build trust, acknowledge their feelings, complement their feelings and show it when I appreciate extra help (Bradberry & Greaves, 2009). By using these skills, I believe that patients will be more open with me when asking questions and believe that I see them as a human rather than just another patient. I also believe that using these skills
Company sales are important even if you are not interviewing for a sales job. If you have reviewed several years of annual reports, you can easily see if the company's sales have gone up or down. Asking questions about the company's sales during an interview scores lots of points because it shows you have done your homework.
The intention of the essay is to show reflective self-analysis, which will be described from strengths and weaknesses, personality, skills, learning styles, emotional intelligence and psychometric profile in order to develop myself to have sense of employability for my career in the future. Once Trought (2012) says that employability skills can help establishing success. Therefore, it is very crucial to review oneself as a first step.
Professionalism, however, can take on many different forms which depend on where you work and the type of job responsibility you have. There are few common traits when it comes to being professional (Monster, 2013). This includes being Competent. This traits means that you are good at what you do – and you have the skills and knowledge that enable you to do your job well (Monster, 2013). Also it encompasses self-awareness, self confidence, and social skills. Competent person should display leadership skills, decision-making abilities, team work skills and ability to inform others of needed information. He or she is always up to the requirements of one’s profession and also able to seek out resources when necessary to stay competent (Octech.edu, 2013). Lack of competency in workplace will affect the way the …
Two strengths I learned during my Self Awareness assessment were being a good listener and showing loyalty. I really try to be a good listener in all situations. I like to hear the whole story or complete process in whatever it may be. I am cautious about making decisions without having all the details. I don't mind taking the time out to get the details. Yes, it may take some time up front and may not lead to a quick decision but in the long run it prevents mistakes and errors as well as misjudging which can lead to more heartache and pain down the road. Loyalty is also very important to me in the work center. Knowing that you are devoted and committed to the success of the organization will motivate your people to do the same. They also need to know that they can come to you with a problem whether it is personal or work related. This will allow them to be more open to bringing problems to your attention that could later have a disastrous effect on the organization in the future. Both pers...
Attention Getter: Has anyone ever stopped to help you when you were in need? How did it make you feel?
As humans we are emotional, empathetic people and I think this article captured that aspect as a whole. Writing instructors usually say something along the lines of start the essay of with a hook and capture your reader. "The Harvard Business Review" explained how important it is to draw your reader to the writing itself with a personal connection. "When you want to motivate, persuade, or be remembered, start with a human struggle and eventual triumph. It will capture people's hearts-by first attracting their brains." Not just in movies and writing, but in the business world as well empathy is a valued aspect in marketing products. "Make your people empathize with the pain the customer experienced and they will also feel the pleasure of its resolution." Having salesman be more empathetic helps cater to the many problems customers are having with a product or service. We all have watched movies that are just complete emotional rollercoasters, and I feel this article has done a wonderful job in
Self-Management Skills: Displays confidence and remains in control when handling difficult or unfamiliar situations. Demonstrates adaptability and flexibility when handling change and proves able to work autonomously and efficiently. Adapts to change and accepts new assignments; Rebounds quickly from setbacks.
The ability to manage emotion and can let their feeling distinguish by reasoning, problem solving, decision-making and interpersonal skills (Mayer & Salovey, 1997).
Emotional intelligence: This is most difficult concept to understand and master. This is the ability of the individual to manage the emotions of their own and of others. It can also be termed as “steer smarts” which is mostly possessed by executives of the company in order to maintain the relationship within the company as well as with the stakeholders. There are four important features of EI models are:
A good employee must have good verbal skills and critical thinking skills. These pertain to the mental and emotional aspects of a person. Interpersonal skills cover an array of skills. They can be from being able to negotiate for a desired aspect to recognizing the moods and emotional stability of others. A person has to be reliable and be able to stand for what is best, not only for themselves but for others. Being assertive, being able to lead, being someone who can persuade others to a cause shows someone who is dependable and strong. After all, I have learned that if I do not stand for what I want, I could easily be led to a path where I despise myself. To be the best I can be, I have to be able to define my boundaries with others and myself. By doing so, I can not only be my most productive and successful self, but others will learn what to expect from me. A company will know what to expect from me and will be confident in their decision to hire me, knowing I will bring them results they can be satisfied