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What are some key "red flags" to look for when interviewing candidates for regional sales?


Topic Expert
Malak Kazan
Title: VP, Special Projects
Company: ERI Economic Research Institute
(VP, Special Projects, ERI Economic Research Institute) |

one show stopper for sales has been their targets and actual earnings year over year. if their earnings has decelerated this is red flag they aren't as "hungry". Regardless of the sales role (e.g. hunter , closer, etc.) their earnings should always be increasing. Hope this helps.

Bryan Frey
Title: VP Finance/Corp Controller
(VP Finance/Corp Controller, ) |

Do they understand how they will be compensated? Also, ask them what their process is for entering info into a CRM system. Most folks stink at that. Those who are good take great pride and will give you chapter and verse about how they stay on top of it.

Bruce Reinhart
Title: Director of Business Development
Company: LANDFALL Solutions
(Director of Business Development, LANDFALL Solutions) |

Good points both by Malak and Bryan, and add to that "travel." Depending upon family considerations travel can be a deal breaker. Worst case is when they say "no problem, three or four nights a week on the road" but it's another thing when they have to do it reguarly

Topic Expert
Mike Caruana
Title: Director of Financial Services
Company: Diamond Resorts International
(Director of Financial Services, Diamond Resorts International) |

I think a key consideration is personality fit based on the industry and product. (Do you need someone who is gregarious (car sales) or more technical (I.T. services), etc.?) There are several tools out there. Harvard Business Review blogged on this last year ("Seven Personality Traits of Top Salespeople" by Steve W. Martin), and Inc. magazine ran an article a couple of years before that ("Personality Testing for Sales Recruits" by Susan Greco). It's obviously a very good question that has garnered a lot of discussion.


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