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Ask the Best Questions, Hire the Best People

by | May 5, 2016 | Recruiter Training, Top Echelon Blog

Who you have on your current team and who you hire in the future, has the greatest impact on your level of success. You should ask interview questions for a recruiter position that will reveal a candidate’s chances of success in our profession.

It’s important to note that recruiting is an amazing profession, it is not for everyone. How many times have you hired someone, only to have them tell you two months later that they can’t stand being on the phone and can’t handle the rejection. Why didn’t they understand that both of those things come with the territory of being in sales?

Create a detailed job description for every position within your company. These should be reviewed and updated on an annual basis with input from the individual currently in the position.

Review and update your interviewing process to include:

  • Targets for recruiting your sales team. You want to target high achievers who want to sell.
  • List of consistent questions you will ask every candidate. (Shared in this article.)
  • Interviewing process
  • References checked including one personal reference
  • Interaction with your current team
  • Three hours spent in your office observing
  • Pre-close
  • Offer

20 suggested interview questions and what they reveal

Consider these 15 revealing questions to ask a candidate in an interview.

  1. How has your past job experiences prepared you directly or indirectly for this position? (This tests their knowledge of the job)
  2. Describe a normal day at your present job (This reveals their current activity level)
  3. How much time do you currently spend on the telephone? (This checks for phone fear)
  4. What were your three most impressive tangible contributions to your current company? (You need to listen for different types of contributions)
  5. Give an example of where you have experienced rejection (This demonstrates their reaction to rejection.)
  6. What are your weaknesses and what have you done to improve? (Are they working on their weaknesses?)
  7. Describe the type of working environment that you prefer (This shows who functions in a team atmosphere)
  8. Give examples of where you have been rewarded or compensated based on performance. (This shows if they will function well in a commission | bonus environment)
  9. What was the greatest problem you had to solve at work, and how did you solve it? (This shows what type of problem solving skills they possess)
  10. How did you handle an irate customer or client? (This reveals how well they work under pressure)
  11. Why do you feel we should hire you? (This demonstrates how well they sell their abilities)
  12. What appeals to you most about this profession? (If they say they “like people,” delve deeper)
  13. What will be difficult for you in this position? (This is where you might have to focus your training efforts.)
  14. What are your personal goals? (If this includes school, can they work the hours demanded?)
  15. What are your short and long-term goals? (You need to hire an over-achiever)
  16. How would this job help you attain your goals? (Make sure that there is a connection between the job and their goals.)
  17. Why do you feel you would be good in a sales position? (You need to listen to their sales abilities)
  18. What do you think it will take to become a top producer in our profession? (Find out if they understand the necessary activity level.)
  19. What do you look for in a manager? (Verify that this fits your management style.)
  20. If you don’t receive an offer for this position, what other positions are you considering? (Check to see if they are committed to a sales career.)

It is important for your behavioral interview questions and process to be structured. If you don’t ask the exact same questions of each prospective hire, you will not be able to make an accurate comparison.  You don’t want to hire the person you like; you want to hire your next top producer.

I don’t believe you make someone a top producer, you hire them. Look for sales experience, identify high achievers, and you will reap the benefit of their production and success.

Barb Bruno, CPC/CTS is a guest writer for the Top Echelon Recruiter Training Blog. You can hire her for your next conference or event or for in-house training. Barb’s training techniques have guided thousands to a higher level of sales and profits. She is best known for her methodical, easy-to-implement strategies that she shares with her audiences. Her enthusiasm is contagious! If you would like to hire Barb, please call 219.663.9609, email, or visit Good as Gold Training online.

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