To build a strong sales organization, it's imperative to find people who can hit quota, handle rejection, and be persistent without turning aggressive. Any sales hiring manager knows you can’t just hire anyone, and the wrong person can keep your company from meeting important business goals.
You already know the type of sales rep you’re looking for, so we want to give you a resource that will help build your ideal team.
Asking more in-depth questions will make the right candidates stand out in your next round of interviews. That’s why we put together this list of hiring-manager-approved sales interview questions that will help you find candidates who are a good fit for your organization and the sales profession.
Technical Sales Interview Questions
Situational Sales Interview Questions
Inside Sales Interview Questions
Fit and Motivation Sales Interview Questions
Sales Director Interview Questions
Software Sales Interview Questions
An effective interview question digs into the salesperson's skills, knowledge, experience, personality, and/or motivation. It helps reveal whether they'll be a good fit for the role, culture, and objectives.
Let’s go through the different types of interview questions you should ask your candidates.
Download Now: 100 Best Sales Interview Questions
Technical Sales Interview Questions
When interviewing, it’s important to identify candidates with strong technical skills. It’s vital that sales reps are able to thoroughly understand and explain products to the customer to meet their specific needs. Use these questions to identify those who know their stuff versus those who claim to.
1. How do you keep up to date on your target market?
What to look for:
Even if the target market of their last job is totally different from the one they're interviewing for, this will show their ability to find and keep up with relevant trade publications and blogs. Dig deeper and ask for a recent piece of information they've learned from one of the publications.
2. Explain something to me.
What to look for:
While this technically isn't a question, it's important to assess whether the candidate can effectively walk someone through a concept or process. Listen to see how clearly and concisely they can explain the topic.
3. In your last position, how much time did you spend cultivating customer relationships versus hunting for new clients, and why?
What to look for:
Certain companies and roles call for people who are better at farming or hunting, but you should lookout for a person who performs one of these tasks to the exclusion of the other. Both are vital to sales.
4. What are your favorite questions to ask prospects?
What to look for:
Good salespeople spend more time asking questions than pitching. Look out for open-ended questions that will help a rep thoroughly understand a prospect's needs.
5. What's your approach to handling customer objections?
What to look for:
Preparing to deal with objections — instead of winging it — is critical. Listen for evidence of a process.
6. What role does social media play in your selling process?
What to look for:
Social selling is becoming more important in all industries. If the candidate has not used social channels to research prospects or look for leads in the past, make sure they have a willingness to learn.
7. What role does content play in your selling process?
What to look for:
Again, it's not necessarily a deal-breaker if the salesperson doesn't actively share and engage with content on their social media accounts, but they should be receptive to doing so.
8. How do you research prospects before a call or meeting? What information do you look for?
What to look for:
Neglecting to use LinkedIn to research clients is not a viable option in today's sales environment. Ensure that candidates are searching for personal commonalities in addition to professional information so they can tailor communication as much as possible. Looking into company trigger events would be the cherry on top.
9. If you were hired for this position, what would you do in your first month?
What to look for:
The answer to this question doesn't have to blow you away. However, the candidate should have some sort of action plan to get started. No matter how much training you provide, it's still smart to hire a self-starter when you can.
10. What do you think our company/sales organization could do better?
What to look for:
This sales interview question serves two purposes: it shows how much research the candidate did before meeting with you, and it demonstrates their creative thinking and entrepreneurial capabilities.
11. How does [your company name] bring value to the customer?
What to look for:
This is another question that shows how much research your candidate has done on the company. If they can't even slightly articulate the benefits of your product/service, it might mean you need to move on.
12. What's something you've taught yourself lately?
What to look for:
You want to hire salespeople who are hungry for new skills and eager to learn better selling strategies. This question helps you find those people. Listen to how thoroughly they describe what they've learned, and ask which tools they used to learn about it.
13. What are three important qualifying questions you ask every prospect?
What to look for:
This answer will be different for every candidate based on what they're selling and whom they're selling to. But their answer will allow you to gauge how they qualify prospects. It also gives you a further sense of their sales training and instincts. Their questions should be focused and get to the root of whether a prospect is a good fit or not.
Situational Sales Interview Questions
Situational questions allow you, the interviewer, to assess each candidate’s skills and personality. By using these questions, you can receive more genuine answers and learn what type of attitude the candidate can bring to the team and your customers.
14. How would you approach a short sales cycle differently than a long sales cycle?
What to look for:
Short cycles call for reps that can close quickly, and long sales cycles require a much more careful, tailored approach. They're drastically different, and your candidate should recognize this.
15. When do you stop pursuing a client?
What to look for:
The right answer here will depend on your company's process, but in general, the more tenacious and persistent a rep is willing to be, the better. Trish Bertuzzi, the founder of The Bridge Group, recommends six to eight attempts before throwing in the towel.
16. How do you keep a smile on your face during a hard day?
What to look for:
Appraise the person's attitude towards rejection. Do they need time to shake off an unpleasant conversation? Or do they bounce back immediately? See which strategies they use to recover and move on.
17. Have you ever turned a prospect away? If so, why?
What to look for:
Selling to everyone and anyone — especially if a salesperson knows it's not in the prospect's best interest — is a recipe for disaster. Make sure your candidate is comfortable with turning business away if the potential customer isn't a good fit.
18. Have you ever had a losing streak? How did you turn it around?
What to look for:
Everyone has bad spells, so beware of someone who claims they've never experienced a downturn. Nothing's wrong with a temporary slump as long as the candidate learned from it.
19. Have you ever asked a prospect who didn't buy from you to explain why you lost the deal? What did they say, and what did you learn from that experience?
What to look for:
Following up on deals to learn how to do better next time boosts the odds of winning in the future. A salesperson who takes the time to learn from both their successes and their failures will be a valuable addition to your team.
20. Describe a time when you had a difficult prospect, and how you handled that situation to win the sale.
What to look for:
The answer to this question shows how they approach difficult prospects and whether they can put aside their pride to move a deal forward for the greater good of the company. Listen for a clear explanation of the situation, the steps they took to fix it, and the results of their actions.
21. How would you exceed expectations in this role?
What to look for:
Want to build a team of rockstars? Hire people who are thinking about going above and beyond for your company before they've even been hired. This question is less about getting a certain answer and more about seeing how/if a candidate thinks outside their specific job duties.
22. If you started a company tomorrow, what would it be?
What to look for:
Many salespeople get into the profession because they're aspiring entrepreneurs. By asking candidates about a fictional company, you'll learn more about their future goals and motivators. You'll also get a taste of how they pitch business ideas.
23. How have you handled working with clients from diverse cultural backgrounds?
What to look for:
Salespeople should be able to work with any customer no matter their cultural background. By asking candidates about how they’ve handled these types of scenarios, you'll learn if they’re fit to work in a diverse and inclusive manner — and if they see the value of this skill.
Inside Sales Interview Questions
Finding candidates that understand the nature of inside sales is an advantage over reps who haven’t had that type of experience yet. These questions are more complex than general sales and assess how the sales rep candidate has worked through adversity in detail.
24. What's the best way to establish a relationship with a prospect?
What to look for:
Get insight into how they approach and maintain prospect relationships. If their answer is that they mainly communicate over email or via the occasional voicemail, that might be a red flag. If they tell you they collect lead intelligence and build strong rapport over the phone, that's a good sign.
25. Sell me something.
What to look for:
Anything. It could be the classic "Sell me this pen" or "Sell me what you had for lunch today." Letting them choose what they sell turns a tired question into a glimpse of how well your candidate thinks on the spot.
A great candidate will ask qualifying questions like "What problem are you trying to solve?" and "What are you looking for in X product?" before jumping into selling the product.
26. Explain the steps you take, from the beginning of the sales process to the end.
What to look for:
This shows how well your candidate understands and considers the sales process. It also illustrates how they organize their thoughts and communicate complicated concepts.
Do they explain their process clearly? And do they cover the main steps: prospect, connect, research/evaluate, present, and close? These are two things you should look for in their answer.
27. Tell me about an objection you had trouble overcoming over the phone. How did you finally move the deal forward?
What to look for:
Every salesperson has at least one objection that plagues them. Did the candidate listen to the prospect's concerns? Did they validate them? Did they help them reach a different conclusion?
The answer to this question will tell you a lot about how your candidate solves problems and thinks strategically.
28. Teach me something.
What to look for:
Selling is about more than just listing the benefits and features of a product or service. This question allows your candidate to show how well they can share knowledge and walk you through a new concept.
Can they communicate the concept effectively? Do they have a deep understanding of it? If they nail the description and they're genuinely interested in explaining the concept, they should excel in explaining your product to prospects.
29. Walk me through the most successful steps you took to land your most successful sale.
What to look for:
This question aims to better understand the candidate’s thought process as they approach a sale. Additionally, it is a good way to showcase their strengths using a real-life example.
30. Tell me about a time you didn’t close a deal. What did you learn from that experience?
What to look for:
Everyone loses deals, and it’s ok to talk about it. This question aims to dive into the lessons the candidate has learned, and how they have improved their sales techniques from less-than-stellar deals.
31. It’s halfway through the month, and you’re trending below where you need to be to make quota. What course of action do you take during the second half of the month to ensure you reach your targets?
What to look for:
By asking this question, you’re positioning them to showcase their problem-solving skills.
32. How do you deal with a full day of rejections?
What to look for:
Rejections are going to happen in this job, and this question can help you get an idea of the candidate's mindset and how they motivate themselves during slumps.
33. Pretend I'm a prospect who didn't answer the phone. Leave me a voicemail.
What to look for:
Phone calls don't always go through to the prospect or even a gatekeeper. Reps are going to encounter the voicemail inbox many times during the course of the day. This question can give you insight into how the candidate turns a negative (no connection) into an opportunity. Watch for how they pique interest and demonstrate value while setting expectations for the next touchpoint.
34. What's your favorite question to gauge need and interest?
What to look for:
While this question may be tough to answer on the fly without information about a company or product, the rep should still be able to give you an idea of how they'd go about qualifying prospects.
Fit and Motivation Sales Interview Questions
This type of interview question breaks down if the candidate is the right motivational fit. Receiving answers centered on what drives the candidate to work hard helps you gain a better understanding of their passion and ability to perform.
35. What's worse: Not making quota every single month or not having happy customers?
What to look for:
Depending on your company's goals, either answer could be the right one. But beware of reps who will prioritize quota over truly giving customers what they need — or withholding what they don't.
36. What's your least favorite part of the sales process?
What to look for:
If their least favorite part is the most important part at your company, that's probably a red flag. Ask them what they do to simplify their least favorite part of the process or make it more enjoyable. This question can also alert you to weak areas.
37. What motivates you?
What to look for:
Money, achievement, helping customers, being #1 — there are a lot of potential answers to this question. What makes a good answer versus a bad one will hinge on your company culture. For instance, if teamwork is an important aspect of your sales team, a candidate who is driven by internal competition might not be a great fit.
38. What is your ultimate career aspiration?
What to look for:
Lack of growth opportunities was one of the top three reasons that would cause a salesperson to look for a new job, according to a survey from Glassdoor. If the candidate expresses a desire to pursue a career move your company can't provide, you might be interviewing again sooner than you'd like.
39. What made you want to get into sales?
What to look for:
Commission, while perhaps part of the motivation, is not a great response to this question. A good answer will include a personal story or real-life example that illustrates the reasons why the candidate chose sales as a career path.
40. What's your take on collaboration within a sales team?
What to look for:
Collaboration might be less important at some organizations than others, but candidates who aren't willing to collaborate at all likely won't make pleasant coworkers. Their uncooperative attitude will also block knowledge sharing.
41. Describe a time when you had to collaborate with someone who had a different cultural/personal background than you. How did you account for these differences?
What to look for:
Conducting business means working with all types of salespeople, you want a candidate who recognizes and respects these differences. Their response can tell you if they’re ready to join a winning team full of diverse individuals.
42. Who are you most comfortable selling to and why?
What to look for:
Listen for whether they answer with a description of an ideal buyer or a demographic with no tie-in to the buying process. Depending on your product or service, the second type of response might pose a problem.
43. What's your opinion of the role of learning in sales?
What to look for:
Being thrown for a loop by this question is a sign your candidate isn't a life-long learner — an increasingly important trait in salespeople. An ideal candidate should communicate their willingness to learn and grow in their role.
44. What are three adjectives a former client would use to describe you?
What to look for:
Listen for synonyms of " helpful," as a consultative approach is becoming more important in modern sales. It's a plus if the candidate provides examples of when they exemplified each trait.
45. How would you describe the culture at your last company?
What to look for:
This tells you a lot about what the candidate values, how they worked with others, and what kind of leadership they thrive under. If they complain about long hours or rigid goals and your company thrives off the energy created by late nights and challenging numbers, it's probably not the right fit.
You also want to listen to see if their previous employer had a culture that was inclusive or accepting of people with different backgrounds and self-expression. You want to bring on talent that is either already familiar with your team culture, or has a constructive opinion on how the last company could have done better.
46. Describe your ideal sales manager.
What to look for:
Asking a candidate to describe their ideal manager shows you how autonomous they are, how they approach working relationships, and how they overcome challenges. Look for a candidate who's able to work independently and is comfortable taking direction from their boss.
47. What core values should every salesperson possess?
What to look for:
To learn where their moral compass lies, look for answers like "Putting the needs of the prospect first," "patience," and "humility." You want candidate values to align with company values to ensure a good fit.
48. What accomplishments in your life are the most important to you?
What to look for:
This might seem like a huge ask, but the answer illustrates your candidate's values and motivations. If the candidate tells a story of overcoming great odds to achieve a specific goal, that signals a driven and highly motivated salesperson. If a candidate's most valuable accomplishment is finishing all seven seasons of The West Wing, you should probably move on.
Sales Director Interview Questions
When looking for a sales director, you need to look for candidates that can develop and implement strong sales strategies for a team. Use these questions to gauge their understanding of the market, trends, and their confidence to achieve.
49. How would you describe your management style?
What to look for:
An effective sales executive should be able to manage and inspire a team. As they share attributes about their management style, consider if these traits fit your company culture and the needs of your team.
50. Tell me about a time you had to motivate an underperforming team member.
What to look for:
Sales leaders are often responsible for inspiring and motivating reps. The answer to this question should give valuable insight into how they would develop their team members who need a little extra help reaching their goals.
51. Can you describe a situation when you had to implement a new process or system? How did your team respond?
What to look for:
Gain valuable insight into how they handle change management. You want to ensure your sales leaders can effectively manage the implementation of new systems and processes, and that they can address the concerns of your sales team during said transitions.
52. What is your leadership superpower?
What to look for:
This is a fun question that is aimed at highlighting their leadership strengths and allows them to share what sets them apart from other sales leaders.
53. Tell me about a time you had to adjust your sales strategy to reach your targets?
What to look for:
Every successful sales professional has had to pivot at some point in their career. This question gives the candidate an opportunity to provide insights into valuable lessons learned.
54. How do you establish trust with members of your team?
What to look for:
As a leader, establishing trust with a new team is a very important part of the job description. The answer to this question will tell you how your candidate approaches building trust, and how important teamwork is to them.
55. What’s one way [your company] could improve our sales strategy?
What to look for:
You want to bring in the best and the brightest, and this question gives you valuable insight into what kind of innovation the candidate is bringing to the table. Also, thoughtful answers indicate preparation and familiarity with your company’s current practices.
56. What is the most difficult piece of feedback you have ever received? How has that shaped your approach as a sales leader?
What to look for:
Although difficult feedback can be challenging to give and receive, it can be a necessary part to growing in one’s career. By having the candidate share a piece of feedback they’ve taken to heart and acted upon, you can get a good glimpse into how they’ve grown over the course of their career.
57. Would you rather have a toxic overachiever or a supportive underperformer on your team. Why?
What to look for:
In a management or executive role, the candidate will face difficult situations like this frequently. On one hand, you want your team to meet their targets. On the other hand, a toxic team member can bring negativity into an organization (even if they're exceeding quota).
Keep in mind that there's no right answer to this question; it will depend on the candidate and the situation. However, the candidate should be able to give you insight into how they'd think about the problem and even the steps they'd take to correct either the toxicity or the underperformance (or both).
58. How do you know it's time to let someone go?
What to look for:
The previous question may even be a good segue into this one where you get insight into how they approach team management as a leader, even when there's tough decisions to be made.
Software Sales Interview Questions
You need to bring on sales reps that will advocate for your product on a technical level. When asking software sales questions, assess the candidate for their experience, understanding of metrics, and their ability to create a strong narrative behind the software for a client.
59. Walk me through what steps you take to learn about a new piece of technology.
What to look for:
The field of tech is constantly changing. This question gives you a good idea of how your candidate would take the necessary steps to learn about new product offerings.
60. How would you explain the features of a complex piece of software to a prospect who is not as well-versed in technology?
What to look for:
The ability to explain complex concepts in a simple way is a necessary art form for software sales reps. Have the candidate walk you through a hypothetical situation where they explain a software offering to you in easy-to-understand terms.
61. What is one improvement [your company] can make to [featured piece of software]?
What to look for:
You want a team of creative problem-solvers and innovators. This question gives your candidate the opportunity to share their ideas, which should ideally translate to how they would share ideas as a member of your team.
62. What was the last book you read, or podcast you listened to?
What to look for:
Individuals who are committed to continuous learning make inspiring team members. By asking this question, you get a glimpse into what kind of content the candidate consumes, and how they continue to build their skillset.
Bring On the Right Talent in Your Next Sales Interview
To hire a well-rounded sales rep, you have to ask the right mix of questions to see how a candidate really thinks. To find someone who’s knowledgeable of the industry, passionate, and can communicate that enthusiasm to the customer, will improve your team as it grows.
We hope you’ll use this guide in your next round of interviews — and find the candidates you’ve been looking for.
Editor's note: This post was originally published in February 2020 and has been updated for comprehensiveness.
![What Is a Sales Assessment Test? [& How to Pass One]](https://blog.hubspot.com/hubfs/Sales%20Assessment%20%281%29.jpg)
