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What do you do if a sales candidate lacks the key qualities employers look for during an interview?

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When interviewing a sales candidate, it's crucial to look beyond the resume and assess if they possess the key qualities that make a successful salesperson. These qualities typically include strong communication skills, resilience, adaptability, and a results-driven mindset. However, what if you encounter a candidate who doesn't display these attributes? Should you pass on them immediately, or is there a way to uncover their potential? This article will guide you through steps to take when a sales candidate lacks the key qualities you're looking for during an interview.

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1 Assess Potential

Even if a candidate doesn't initially show the qualities you seek, it's important to assess their potential. Look for underlying competencies that could be developed with proper sales coaching. For example, they might have a passion for learning or a unique perspective that could benefit your sales strategy. Consider how your existing training programs could help them grow into the role. Remember, skills can be taught, but the willingness to learn and adapt is intrinsic.

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Richard Sartain, ACC

Vice President | We train and mentor professional coaches thru our ICF accredited holistic coach education. | Holistic Coach - Consultant - Trainer - Mentor | Agency Owner - Holistic Quote Insurance Agency
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If a sales candidate lacks some of the qualities sales managers look for during an interview, it's important to assess the whole candidate. Discover both who they are and what strengths they bring. Are their values and ethics aligned with your organization? Do they demonstrate energy, motivation, creativity, drive and grit? Are they coachable? Taking the extra time to get to know your candidate can assist you with hiring the best employees for the long-term success of your organization.

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Cristiano Barbosa ??

Gerente Comercial e Opera??es | Especialista em Estratégias de Varejo, Atacado, E-commerce, Servi?os| Logística e Inova??o | Excelência no Atendimento | Experiência do Cliente | Otimiza??o Processos e Custos | B2B - B2C
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Em todos meus processos de sele??o busco analisar precisamente os pontos fortes e fracos de um candidato. Existe uma frase muito dita no mercado que levo comigo... Contrate Caráter e treine habilidades, ent?o se identificar que o candidato n?o tem todas habilidades que deseja, mas identifica potencial, melhor contratá-lo. Afinal na maioria das vezes é melhor vc lapidar um potencial do que trazer um profissional do mercado com experiência mas também com seus vícios..

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2 Probe Deeper

During the interview, probe deeper into their experiences. Ask behavioral questions that require them to demonstrate how they've handled past situations. This can reveal competencies like problem-solving and tenacity that might not be immediately apparent. Encourage them to share stories of challenges they've overcome or goals they've achieved. These insights can help you gauge their potential for growth and success in a sales environment.

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3 Identify Strengths

Every candidate brings a unique set of strengths to the table. It's your job to identify what those are and how they could benefit your sales team. Perhaps they have strong technical knowledge that could translate well into selling complex products, or maybe they exhibit a high level of empathy that could resonate with customers. Recognizing these strengths allows you to tailor your sales coaching to leverage their innate abilities.

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Shabtai Bezalel

Global Sales Marketing Manager
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I always start by asking people what they find their strengths to be so I know how best to apply their good qualities. Then, I also assess it over time to see if that is true or if they actually have other strengths. In that way, they get to feel confident and grow at the same time.

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4 Consider Fit

While skills are important, don't overlook the importance of cultural fit. A candidate who aligns with your company's values and team dynamics can be more valuable in the long run than one who has all the right skills but doesn't mesh well with the team. Evaluate how the candidate's personality and work style would fit within your organization. Sometimes, a good cultural fit can compensate for a lack of certain skills, which can be developed over time.

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5 Offer Feedback

If you decide not to move forward with a candidate, offering constructive feedback can be beneficial for both parties. It provides them with valuable insights into areas they need to improve and reflects well on your company's commitment to helping individuals grow. Plus, they might return to a future interview better prepared and with the qualities you're looking for, thanks to your feedback.

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6 Plan Development

For candidates you choose to hire despite initial shortcomings, it's essential to have a development plan in place. Determine which skills need the most attention and set up targeted training and mentoring programs. Regular check-ins and performance evaluations will help ensure they are on track to acquiring the key sales qualities they initially lacked. With a clear development strategy, you can transform a candidate with potential into a top-performing salesperson.

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Ofer Leizerovich

Co-CEO of BDR Group and CEO of Synoia Technologies | Startup Innovation Factory Manager | Investor
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Give people opportunity and guidance and the rest will follow. And just because they do not meet everything you want does not mean they are less valuable. Just make sure you stand by critical KPIs.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Louie Bernstein

LinkedIn Top Voice | INC 500 Winner | Founders: Spending too much time in sales? Feeling Founder overload? I can fix that without breaking the bank. I have been where you are now. Book an introductory call.
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To avoid employers being disappointed in the sales qualities of the job candidates who you interview, then you've missed an important step: Creating an interview scorecard. Here's what to do: Meet with the employer and put together a list of essential and "good to have" qualities in a salesperson. Next, craft a set of questions that will uncover if the candidate has those qualities. Put a rating system of 1 to 5 for each question. During the interviews make sure each candidate gets asked the same questions. Finally, compare the scores. The total score should not be the only criteria for hiring, but it can be a big part of the decision. By including the employer you share in the outcome and have built the process together.

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Chuck Klein

Executive Recruiter - Recruiting US business leaders for American and international companies
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Most sales candidates know how to interview. Even if they aren’t outstanding performers. If they don’t even interview well then walk away. It’s not going to get better.

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Richard Owens

Business Development Executive | Partnership Manager | Sales Manager | Consultant | Doctoral Candidate
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Sometimes a salesperson is terrible about selling one key thing, themselves! I would rather have a salesperson with a proven track record over one that talks about how good they are.

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What do you do if a sales candidate lacks the key qualities employers look for during an interview?

1

2

3

4

5

6

7

1 Assess Potential

2 Probe Deeper

3 Identify Strengths

4 Consider Fit

5 Offer Feedback

6 Plan Development

7 Here’s what else to consider

Sales Coaching

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What do you do if a sales candidate lacks the key qualities employers look for during an interview?

1

2

3

4

5

6

7

1 Assess Potential

2 Probe Deeper

3 Identify Strengths

4 Consider Fit

5 Offer Feedback

6 Plan Development

7 Here’s what else to consider

Sales Coaching

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