TOP 178 questions to ask in a sales interview for candidate screening in 2025

The Art of Asking the Right Questions in Sales Interviews

When you're sitting across from a potential sales hire, the questions to ask in a sales interview can make or break your hiring decision. Think about it - you're not just filling a position, you're investing in someone who could either drive your revenue through the roof or cost you thousands in missed opportunities. The right questions don't just reveal skills; they uncover mindset, resilience, and that crucial sales DNA that separates top performers from average ones.

Sales success is incredibly multifaceted, and your interview questions need to reflect that complexity. Research shows that optimism is one of the highest indicators of future sales success, but you also need to dig deeper into their call activity patterns, relationship-building abilities, and how they handle rejection. The single biggest factor in sales success? How many calls they make - yet a surprisingly large portion of salespeople do minimal cold calling.

Here's what many hiring managers get wrong: they rush through the questioning phase or stick to generic inquiries. Initial interviews typically last between 30 and 60 minutes, and sales managers often conduct multiple rounds - but are you maximizing that time? Past success remains a strong indicator of future performance, so your questions should extract concrete examples and measurable results. Remember, losing talent is incredibly painful for a company, especially when you could have identified red flags during the interview process.

The stakes couldn't be higher. Whether you're hiring for SDR roles or seasoned account executives, the questions to ask in a sales interview need to be strategic, revealing, and designed to predict real-world performance. That's exactly why we've compiled the 178 best practice questions for sales interviews in 2024 - to help you identify those game-changing hires who will stick around for years and consistently hit their targets.

Because you're reading this article, you might be interested in the following article as well: Self Paced Video Interview: Tips for Employers.

🏆 The list of TOP 178 questions to ask in a sales interview in 2025

What is the culture like here?

This question shows you're thinking beyond just tasks and responsibilities—you're trying to see if you’ll feel comfortable and thrive in the environment. Hiring managers usually look for candidates who align with their company values and team dynamics.

Best practice approach: When screening for culture fit, listen for how genuinely and clearly the candidate asks this question. Candidates who are truly interested in the company's way of working will ask follow-up questions or refer to things they’ve researched about your culture.

Look for signs of engagement, such as:

• Mentioning your company’s mission or values
• Asking about team collaboration and communication style
• Expressing interest in how employee success is celebrated

This is not just a “nice to ask” question. It reflects awareness that long-term success at any company often depends on fitting into the culture as much as having the right skills.

How do your managers interact with the sales representatives?

Understanding how managers interact with sales reps gives you insight into the company's culture, communication style, and leadership approach. It shows whether there’s strong support, open communication, and mutual respect between leadership and frontline employees.

When asking this question, a good candidate listens for signs of collaboration, coaching, and accessibility. Positive indicators include:

• Regular one-on-one meetings
• Transparent performance feedback
• Hands-on support in closing deals or removing roadblocks
• Recognition of achievements and contributions

If the answer reflects a top-down, distant relationship with little interaction, it might signal a lack of support or poor communication.

Best practice tip: Evaluate whether the manager's style fits what your sales team needs—supportive leadership styles often lead to higher motivation and better performance.

Asking this kind of question also demonstrates that the candidate values healthy communication and clear leadership, which is a strong trait for team-driven roles.

How do you train new hires about your product/service?

This question helps you understand how the candidate ensures new team members get up to speed quickly and effectively. It also reveals how well they understand your product or service themselves.

Look for answers that include:

• Structured onboarding processes
• Use of training materials, mentorship, or shadowing
• How they measure if someone is fully onboarded

A good candidate will talk about breaking down complex information, adapting their style based on the person’s experience level, and providing follow-up support.

Best practice tip: Strong answers usually come from candidates who’ve been hands-on in the onboarding process. They don’t just pass it off to HR — they’re actively involved.

This is typically a good sign for employers as it usually means the candidate is committed to making a full transition into the new role and signifies an ability to meet and exceed quotas.

What has been your team's greatest challenge this year?

Asking this question helps you understand how a candidate views team dynamics and problem-solving. It also reveals how involved they are in bigger-picture goals beyond their own tasks. A good answer will show awareness of team struggles, adaptability, and a learning mindset.

Look for responses that include:

• Clear identification of the challenge
• The role the candidate played in dealing with it
• What the team learned or improved as a result

This question gives insight into a candidate’s collaboration style and ability to stay resilient under pressure.

Best practice: Experienced candidates usually mention both the difficulty and the growth that followed. This balance shows maturity and realism. If they only focus on blame or avoid specifics, it could be a red flag.

What's the average day like in this position?

Asking this question helps candidates understand the real, day-to-day responsibilities of the job. It goes beyond the job description and gets to the practical side of the role.

This question is great for assessing expectations. You want to hear details about daily tasks, team collaboration, pace of the work, and how their time is typically spent.

What to listen for:

• Specific examples of core duties
• Mentions of tools, teams, or processes they'll use regularly
• Clarity on how structured or flexible the day is
• Signs of alignment with the candidate's working style

Best practice: If the answer is too vague or overly idealistic, it could be a red flag. A solid response should give a clear view of the workflow and help the candidate truly imagine themselves in the role.

This demonstrates transparency and provides insight into what your day would be like if you receive an offer, helping you decide if it’s really the right fit for you.

Do you have any questions or concerns about my fit at this company that I could address?

This is a powerful closing question that can help candidates stand out in an interview. It shows confidence, openness to feedback, and a willingness to improve—all qualities that hiring managers respect.

As a recruiter or hiring manager, use this moment to see how the candidate handles potential criticism and whether they can respond thoughtfully under pressure. It also allows you to surface any lingering doubts you might have, giving the candidate a chance to clarify or explain.

Best practice: Don’t hesitate to answer honestly if something stands out—just be respectful in your delivery. Look for how the candidate responds:

• Are they defensive?
• Are they open and reflective?
• Do they reframe their answer in a positive way?

This question is best asked at the end of the interview, and when answered well, it can clear up misunderstandings and leave a strong final impression.

How is success measured here?

This is a great question for candidates to ask. It shows you understand that success looks different in every company, especially in roles such as sales, marketing, or operations. You're not just looking for a paycheck—you’re looking to create impact in the right way.

As the hiring manager, use this question as a chance to explain which KPIs or results really matter in the role. That might include:

• Revenue or quota attainment
• Customer satisfaction scores
• Project completion timelines
• Team collaboration and culture contribution

Best practice: Be honest and specific. If you evaluate performance based on team goals rather than just individual targets, say that. Candidates need clarity to know if their working style fits your team’s values.

This question also helps gauge whether the candidate is aligned with your culture and performance expectations. Look for signs they’re genuinely interested in delivering the type of success you measure.

What types of books do your sales team members read? Which books would you recommend that I read?

These questions say a lot more than they seem to on the surface. They show that the candidate is curious, invested in personal growth, and serious about a long-term career in sales.

A good candidate will:

• Know popular or high-value sales books (like The Challenger Sale, SPIN Selling, or How to Win Friends and Influence People)
• Mention books that helped them or shaped a personal sales philosophy
• Ask about what the team reads, not just plug what they've read themselves

Why it's effective: This is a great screening question because it filters for candidates who are always learning. If a sales rep isn’t reading or growing, they’re likely stuck in the same tactics that may not work year after year. Top performers usually seek new methods, inspiration, and strategy ideas outside of daily tasks.

Best practice: Listen for candidates who talk about how specific books impacted them, and how they apply those lessons. Also, pay attention to whether they show interest in the reading culture of your team—that’s a sign they care about team fit and development.

Is your team collaborative?

Asking, “Is your team collaborative?” is a great way to understand how the team works together and if their style fits your working style. Sales teams often rely heavily on collaboration—it's how they brainstorm, share leads, and support each other during challenging times.

Why it's effective:

• Signals you value teamwork.
• Highlights your interest in the team dynamics.
• Helps you spot any red flags like siloed structures or internal competition.

Best practice: Look for answers that show open communication, shared goals, and mutual support. If a hiring manager mentions regular team meetings, joint strategies, or mentorship among team members, you're likely looking at a healthy, collaborative culture.

I read on your site that you value ____ here. How do you encourage its manifestation?

This question is a clear sign a candidate has done their research. It shows they took the time to understand your company values and are thinking about how they fit into your culture.

Best practice: Look for candidates who reference a specific value from your mission statement or website and follow up with meaningful questions. That tells you they’re not just applying randomly—they’re looking to be part of something they believe in.

What to watch for in high-quality answers:

• A clear understanding of the value and how it plays into workplace behavior.
• Curiosity about how this value is put into action from day to day.
• Candidates who connect your values to their own behavior and expectations.

This kind of question reflects self-awareness and alignment with organizational goals—a great sign for long-term cultural fit.

What tools do your salespeople use?

This question helps uncover how tech-savvy and adaptable a candidate really is. Sales tools are not just CRMs anymore — we're talking about a full stack of software like Salesforce, HubSpot, LinkedIn Sales Navigator, ZoomInfo, Outreach, and others that make a sales team run efficiently.

A great candidate will not only list the tools but also explain how they use them to improve performance.

Look for answers like:

• “We used HubSpot to track activity and set up automated follow-ups.”
• “We relied heavily on LinkedIn Sales Navigator for prospecting.”
• “Used Outreach for sequencing and email tracking.”

Best practice: Dig deeper by asking how comfortable they are learning new platforms. A candidate who says “I love testing new tools and figuring out how they can improve my process” shows a growth mindset and flexibility.

This puts you in a favorable position because it indicates that you would be open to learning new methods, unlike many sales representatives who are resistant to using new technology or data entry. Adaptability to tech is a big plus in today's sales environment.

Which traits do the most successful members of this team possess?

Asking this question helps you understand what qualities the hiring manager truly values. Rather than guessing what makes someone a good fit, you're getting a direct look at what drives success in the role and team.

Best practice: Listen for specific soft skills, work habits, or collaboration styles. You want to hear real examples—are top performers highly independent, or do they thrive in team settings?

Use their answer to assess how well your candidate aligns with those traits. If you're screening multiple candidates, this gives you a helpful comparison point. Look for:

• Traits repeated across successful team members
• How those traits show up in day-to-day work
• Whether those qualities match your candidate’s strengths

This question also helps you set expectations early and avoid mismatches later.

What behaviors do the least successful members of this team exhibit?

This is a strong question to ask during a candidate screening interview. It gives insight into the team culture and helps define what behaviors or attitudes are not welcome in the workplace.

By asking this, the candidate shows they are proactive—they want to avoid common pitfalls and be a high performer. It also signals emotional intelligence; they aren't afraid of confronting tough topics and want to understand team dynamics clearly.

From the employer’s side, answering this helps set expectations. Be honest but constructive. Highlight common behaviors that hinder success, such as:

• Lack of communication
• Resistance to feedback
• Poor time management
• Low accountability

Best practice: Be specific in your response. Instead of vague answers like "they didn't fit in," explain why—maybe they lacked collaboration or missed deadlines regularly. This gives the candidate actionable insight and helps filter out those who may not thrive in your environment.

This question also reveals how leaders deal with underperformance and workplace politics. A thoughtful, clear answer reflects a healthy team culture that values growth and transparency.

Where do you get your leads? What's the process like after the leads have been obtained?

Comment: This question gives you insight into how candidates source potential customers and manage their sales pipeline. Look for candidates who have a proactive approach—who don’t just wait for leads to come to them, but actively seek them out through various channels like referrals, outbound efforts, networking, or social media.

An ideal answer reflects curiosity and a drive to understand the market and the potential customer's pain points. A strong response might include:

• Researching industry-specific lead lists
• Attending events, using LinkedIn, leveraging CRM tools
• Carefully qualifying leads before moving them further
• Customizing outreach based on business needs
• Following a structured follow-up process

Best practice: Seek candidates who not only talk about where they get leads but also clearly outline how they convert those leads. This shows they aren’t just lead collectors, but closers. Look for metrics or KPIs they’ve tracked—this reflects a results-driven mindset.

A curious, high-performing sales professional will want to dig deeply into a lead’s background and challenges before jumping into a pitch. This step is often what separates average from great.

What do you like most about working here?

This is a great question that flips the lens back on the interviewer. It helps you get a real sense of the company culture from someone who’s already part of the team. A candidate asking this shows they’re thinking long-term — they want to know if they’ll enjoy being there too.

Best practice: Look for interviewers who answer this with genuine enthusiasm. Vague answers or hesitation may suggest low engagement or company issues. As a hiring manager, consider prepping teams to give honest but positive insights.

When a candidate asks this, it shows:

• They care about the work environment
• Culture and values matter to them
• They want a deeper connection with the company

Tip: Take note of tone and energy in the answer. These small cues reveal a lot about day-to-day life at the company.

How do your managers deliver constructive criticism?

This question helps you understand how the candidate handles feedback and how trained they are in receiving input from leadership. In sales roles especially, feedback is frequent—from performance reviews to daily coaching.

Listen for answers that show:

• The candidate is open to feedback
• They can learn and adapt from constructive criticism
• Their managers maintain a supportive tone when offering critiques

A strong response will highlight how the feedback was communicated—clearly, respectfully—and how the candidate responded. This can show emotional maturity and a growth mindset.

Best practice: Choose candidates who view feedback as a tool for improvement, not as personal criticism. A coachable team member is more likely to grow and hit targets consistently.

If I meet my goals, what happens next?

This question is a great way for sales candidates to show ambition and forward-thinking. In sales roles, where targets and results matter most, candidates who ask this signal that they’re planning not just to hit expectations—but to exceed them.

Unlike other roles where talking about promotions too early can be off-putting, in sales it reflects drive, motivation, and a goal-oriented mindset. Employers often want go-getters who are already thinking about the next level. When a candidate asks this, they’re opening a conversation about growth, career progression, and long-term potential with the company.

Best Practice Tip: Pay attention to how the candidate listens and engages with the response. If they ask follow-up questions about how performance is measured or what it takes to move up, you’re likely talking to someone who takes ownership of their success.

What was the transition like from your previous company?

This question helps uncover how a candidate handles change, adapts to new environments, and approaches new challenges. It gives insight into their mindset during career shifts — whether they viewed the transition as a growth opportunity or faced setbacks they struggled with.

Look for responses that show:

• Proactive mindset: Did they take steps to prepare themselves?
• Positivity: Even if the transition was tough, did they remain optimistic?
• Self-awareness: Can they articulate what they learned from the experience?

A strong candidate might say they used the transition to develop new skills or build better work habits. If a response focuses heavily on negativity, blame, or confusion, it could be a red flag.

Best practice tip: Use this question to also assess culture fit. Their reasons for leaving and their reaction to the transition often highlight what kind of environment they thrive in — or want to avoid.

What's the transition period like here?

Asking about the transition period shows you're thinking ahead and excited to hit the ground running. It’s a smart way to find out how the company supports new hires during those crucial first weeks or months.

Listen for answers that mention:

• A structured onboarding process
• Assigned mentors or training programs
• Gradual increase in responsibilities
• Reasonable timelines for hitting targets

If the response sounds rushed or vague—like expecting full results in the first week—that could be a red flag. Best practices say new employees should have a clear ramp-up period, especially in roles like sales or technical positions. A healthy work culture allows time to learn, grow, and ask questions without unrealistic pressure.

How does [Company Name] differentiate itself from its competitors?

This is a powerful question to assess how well the candidate understands your company's brand and market position. It reveals whether they've done their homework and how deeply they grasp your value proposition compared to others in the industry.

Look for answers that are:

• Specific to your industry and not just general statements like "good service"
• Mentioning unique selling points (USPs) such as technology, customer service, pricing strategies, or company culture
• Aligned with your company mission or values

Best practice: A well-prepared candidate might reference your products, recent company news, or industry trends that set you apart. It shows initiative and alignment with your organization.

Avoid candidates who respond vaguely or base their answer only on assumptions. It may indicate a lack of genuine interest or research.

What percentage of leads convert / what percentage of your business comes from leads versus prospecting?

This question helps you understand how a candidate generates and manages their business pipeline. It's especially useful for sales, marketing, or business development roles.

A strong candidate should be able to break down how much of their business comes from inbound leads versus outbound prospecting. Look for percentages that show a healthy balance or one that matches your company’s approach.

For example:

• “60% of my business comes from inbound leads, while 40% is from proactive prospecting.”

This tells you they don't rely solely on leads and are comfortable creating opportunities. If someone relies too much on leads, they might struggle in a role that requires active outreach.

Best practice: Look for candidates who track their sales funnel diligently and can talk confidently in numbers. This shows strong business awareness and accountability. Also, assess whether their strategy aligns with your company’s growth model—if your team relies heavily on prospecting, you need someone who's confident doing just that.

How many reps are hitting targets and how many hit quota last year?

This is a revealing question that helps you quickly understand a candidate’s current or past team's performance. You're not just learning about sales metrics—you’re also spotting whether the candidate was in a high-performing team, average setup, or struggling environment.

Why this matters:

• If most reps are hitting quota, it means the company had clear expectations and good sales enablement.
• If very few hit target, it may speak to poor onboarding, unrealistic goals, or lack of support.
• Listen for how the candidate compares themselves and if they provide context or blame.

Best practice: Great candidates don’t just give numbers—they explain the why behind them. They may say, “Only 40% hit quota last year, but I was at 115% because I focused on upselling our renewals.”

Look for:

• The percentage of reps hitting target
• Where the candidate ranks
• Insight into team structure or sales process
• Awareness of what’s working and what’s not

This isn’t about the perfect number—it’s about their awareness and ability to assess performance in business terms.

What is the average sales cycle and deal size?

This is a powerful question when screening candidates for sales or business development roles. It helps you gauge their experience level, target market familiarity, and ability to manage complex or long-term deals.

Ideally, candidates should answer with both the length of the sales cycle and the average deal size — with actual numbers. For example: "Our average sales cycle was about 3 months, and deal sizes typically ranged from $15,000 to $25,000."

What to look for in their answer:

• Do they know their numbers? Confident candidates will give specifics.
• Is their sales cycle and deal size aligned with your business model?
• Do they describe the sales process that leads to that average?
• Can they explain what factors influenced those numbers (e.g., industry, contract complexity, decision-makers involved)?

Best practice tip: Compare their numbers with your company’s own sales process. If they’ve worked on larger or longer sales, see how adaptable they'd be to your pace. If their sales were smaller or faster, ask how they’d manage longer cycles and bigger deals.

How much of my own pipeline am I responsible for (inbound vs outbound)

This is a great question to understand a candidate's experience in demand generation and ownership of the sales pipeline. It helps you see if they rely more on marketing leads (inbound) or if they actively go out and prospect for new business (outbound).

What to look for in strong answers:

• Clear split between inbound and outbound efforts
• Real numbers or percentages ("I generated 70% of my pipeline through outbound")
• Examples of outbound strategies (cold outreach, LinkedIn prospecting, referrals)
• Understanding of how they manage and prioritize different lead sources

A best practice here is to look for candidates who show proactive pipeline building. Top performers often don’t rely solely on marketing. They know how to hunt when needed.

If a candidate says they only work inbound leads and don’t explore outbound methods at all, that's a potential red flag—unless the role is 100% inbound focused. Always connect their level of pipeline responsibility to your expectations for the role.

Pro tip: If the role requires outbound hustle, dig deeper into their cold outreach tactics and success rate.

What is the churn rate?

Asking “What is the churn rate?” helps you assess whether the candidate understands key performance metrics, especially in roles related to sales, customer service, SaaS, or subscription-based businesses.

Churn rate refers to the percentage of customers or subscribers who stop using a company’s product or service during a specific time frame. It's a crucial metric that helps businesses track customer retention and satisfaction.

Why this question works:

• It’s simple but reveals a candidate’s familiarity with business metrics.
• Especially useful when hiring for roles in customer success, marketing, analytics, or product management.
• A great way to gauge problem-solving thinking if you follow up with “What strategies would you suggest to reduce churn?”

What to look for in a strong answer:

• Candidate should define churn rate correctly.
• Ideally, they mention how it impacts revenue and business growth.
• Bonus points if they bring up actionable ways to reduce it (e.g., improving customer onboarding, feedback collection, or product improvements).

Best practice: Use this question early in interviews for performance-based roles to filter candidates who truly understand business outcomes, not just tasks.

What sales enablement content do you provide?

This question helps you understand how well-prepared the candidate is to support and guide a sales team. Look for specific examples of the content they've developed or used—such as battle cards, one-pagers, email templates, and product guides.

The best candidates will explain how they tailor content for different stages of the sales funnel and how they measure effectiveness. Strong answers also show collaboration with the sales team and knowledge of tools like CRM platforms or content management systems.

Best practice: Look for strategic thinking—someone who aligns content creation closely with sales needs and buyer pain points.

What's the typical career progression to the next role

This question gives insight into a candidate's career planning and whether they see a future with your company. It helps assess their long-term thinking, goals, and alignment with the role's growth path.

Best practice is to look for candidates who show interest in developing skills within your organization, rather than just looking for a title change. Strong answers usually include a mix of:

• Skill development they aim for
• How they hope to contribute more over time
• Their understanding of typical advancement in your industry or company

Watch out for vague or unrealistic expectations. A well-prepared candidate will demonstrate they've researched similar roles and understand what it takes to grow. This shows initiative and a genuine interest in building a career path with you.

Why should I want to work here

This classic interview question can reveal a lot more than you think. It's not just about finding out if the candidate researched your company—it shows their level of interest, cultural alignment, and career goals.

A good answer should include:

• Specific things the candidate likes about your company (your mission, culture, recent projects)
• How their personal goals align with your company's growth
• Enthusiasm, not a generic or rehearsed reply

Watch out for vague responses like "It seems like a great place to work" with no backing. That could mean the candidate isn’t fully invested or didn't research your company.

Best practice tip: Look for candidates who genuinely connect with your company’s values. If their answer feels authentic and aligns with your team’s direction, it's a strong signal they care about the role and are likely to stick around.

What was the last tool you bought your team, when, and why?

This question gives insight into how the candidate invests in their team’s productivity and development. It helps you understand their decision-making process, budget awareness, and leadership style.

Comment:

This is a great candidate screening question because it digs into resourcefulness, strategic thinking, and team support. You're not just asking about tools — you’re asking about priorities. Look for responses that show:

• Understanding of team needs
• Justification for the tool purchase
• Awareness of timing (why it was the right time to buy)
• Clear outcome from the investment

Best practice: Look for answers that connect the tool choice to solving a team problem or improving a workflow. Candidates should show they think not only about tools—but about people. Someone who simply picked a trendy tool without clear reasoning may not fully understand resource management.

This question is especially helpful when hiring for managerial or leadership roles.

What are you looking for in a candidate for this role?

This is a powerful open-ended question that helps recruiters learn what matters most to the hiring manager. It gives insight into the key skills, experience, and personality traits they expect in an ideal candidate.

Comment:

This question is often overlooked but should be part of every recruitment intake meeting. Asking this early helps align expectations and refine your screening process.

Best practice approach: Push hiring managers to go beyond vague answers like "a good communicator." Ask for clarity on what success looks like in the first 3-6 months. Are they looking for someone to lead a project, build a new system, or improve customer satisfaction?

Use their response to build your candidate scorecard and screening questions. Listening carefully here saves countless hours later.

💡 Remaining 148 questions...

The online article only includes the first 30 questions to keep it digestible, but we’ve put together an ebook for you with all the questions we gathered through our extensive research.

Download E-Book here 👉

Real Success Stories: How the Right Questions Transform Sales Interviews

The power of asking the right questions to ask in a sales interview becomes crystal clear when you see real results in action. Sales professionals and hiring managers across industries have shared their winning strategies that actually work.

SalesGal, an experienced Account Executive, swears by one particular approach: "Is there anything that makes you doubt I'd be the best fit for the position?" She's had really good results with this question, as it flips the script and shows confidence while addressing potential concerns head-on.

Meanwhile, pitchandputt, another Account Executive, takes a numbers-focused approach. They recommend diving deep into quota achievement percentages and warn fellow interviewers to "run far far away" if candidates can't provide solid numbers or if significant percentages fail to meet quota targets.

International Success Stories

The impact of proper interview preparation extends globally. Martynakrk85 from Poland shared an inspiring journey: "I've been following your channel; I'm from Poland. In October, I was looking for a job in a corporation, and since my English wasn't perfect, I started learning from your videos. On January 8th, I started my new job. I think I was confident and well-prepared only thanks to your videos."

Pietro Souza had even more impressive results, commenting: "I got my Job at the UN by watching your videos!! Thank you!" These success stories prove that understanding the right questions to ask in a sales interview works at every level.

Executive-Level Insights

Senior leaders have developed sophisticated approaches to sales interviews. A COO in Software focuses on testing how candidates think on their feet, while a CEO in Services emphasizes questions about self-assessment and learning from failures.

Chad, a Chief Revenue Officer in Banking, highlights something shocking: the lack of basic company research among candidates. He emphasizes asking fundamental research questions, noting his surprise at "how few candidates research the company they're interviewing with."

Practical Approaches from Hiring Experts

Keith Ellis, with extensive experience interviewing sales professionals, recommends conducting mock sales calls and asking detailed questions about past quotas and achievement methods. This hands-on approach reveals real selling ability beyond just interview skills.

Asif Osman, Founder of Www.asifosman.co.uk, uses a simple but telling question: "What's the #1 thing every good sales person should always be doing?" He considers "following up" as the correct answer that demonstrates basic sales fundamentals.

Bill Florin, a Career Marketing Expert and Experienced Hiring Professional, takes a different angle by asking candidates to walk through their current qualifying and presentation processes. This approach helps assess real credibility and experience.

Sharpening your sales hiring process? Pair this guide with the best interview questions to ask and final interview questions to strengthen your screening across stages.

Why Video Screening Software is Revolutionizing Sales Recruitment

The recruitment landscape is shifting rapidly, and video screening software is becoming essential for modern hiring teams. Here's why smart recruiters are making the switch:

Time efficiency tops the list - instead of scheduling dozens of phone screens, hiring managers can review candidate responses on their own schedule. This is especially valuable when evaluating questions to ask in a sales interview, as you can replay responses and catch nuances you might miss in live conversations.

Consistency is another game-changer. Every candidate gets asked the exact same questions in the same way, eliminating interviewer bias and creating fair comparisons. You can standardize your best questions to ask in a sales interview across all candidates.

Better candidate experience also drives adoption. Modern sales professionals appreciate the flexibility to record responses when they're at their best, rather than being caught off-guard by unexpected phone calls.

The scalability factor can't be ignored either. Whether you're hiring one sales rep or building an entire team, video screening handles volume without compromising quality.

Ready to transform your sales hiring process? Discover how video screening can help you identify top sales talent faster and more effectively than traditional methods.