How to Conduct an Interview by Understanding They Lie

Screening applicants (deciding who to talk with) and interviewing well are critical to hiring well. Yet most sales managers charged with conducting sales hiring interviews commit some fundamental errors.

The result is they don’t get to find out enough about who the applicant really is — only who they are appearing to be.

Screening sales applicants – a quick overview:

You can conduct the best sales interview in the world, but if you dropped your best applicant because of a weak screening process your interview won’t matter that much.

Screening comes first. Unfortunately most average managers think screening means looking for the following from a stack of resumes:

• good looking resume
• previous sales experience
• previous industry sales experience
• no typos.

Wrong, wrong, wrong.

Sorry. If this is how you screen applicant, all the interview tips in the world won’t make a difference. Why? Because you are probably interviewing the wrong applicants.

Enough about screening, on to interviewing…

Your Sales Hiring Success Ratio Will Go up By 50%!

You should be talking to three good applicants in the interview process. No less and probably no more.

There. That’s simple. How many managers pick one applicant and interview him or her and think they’re hiring right? Most. How many sales hires fail? Three out of four. Oops.

Script your sales hiring interview like a 777 pilot scripts his takeoff

An important sales interview tip to make here is when you invite each applicant in for a first interview have a script to follow.

Be sure not to ask the obvious (need we say stupid) questions. Google “Google “sales interview”.  There are tons of coaches out there who will easily prepare your applicant for the dumb questions.

Make sure your questions force the applicant to give you examples from their life experience. Some of their experience, particularly if they are young applicants might not be from their sales career. That’s OK.

As a green salesperson I didn’t see anything odd about making sales calls on Saturday when I sold radio advertising. My retail clients were there and none of the other salespeople in my industry were competing for their time. Being young and green in sales is not a bad thing.

Give your applicant time to get comfortable then hit them

Plan to conduct at least three and preferably four separate interviews on each applicant. Make sure you have a script, but they can be the same questions all along. Obviously, though, phrase them differently.

What is this about? The first two interviews are throwaways. They provide low-quality information. The applicant is on their guard. By the third and forth interview they are more comfortable and are telling the truth.

Now’s your chance to give a grade

Grade their answers for each question in your script. A to F, 100 to 0, doesn’t matter. Tally the scores. The best scoring should get the job.

7 Magic Words to Happiness

(My entire life I’ve been a student of Peak Performance — how is it that some people are so productive, while others are not?

One of my mentors is Ted Nicholas. He taught me, as an entrepreneur through his books. As well, I’ve had the opportunity to spend time with him and his life companion Claudia at dinner one evening in California.

I had received this email from Ted back in 2006. I and am sharing it with you in the hope you find it as inspiring as I did.)

7 Magic Words to Happiness

The Success Margin Sunday, March 26, 2006

There is a definite link between happiness and success in this sense. The happier you are, the more successful you are likely to be. In this issue of The Success Margin I will further clarify this point.

Are you ready to accept the greatest gift I or perhaps anyone else has ever given you?

Today, dear reader, I’m going to offer you some magic words that have the power to change your life. I know that’s an incredible promise. And if you are skeptical, I wouldn’t blame you. But I can assure you the magic words I will give you, if -used, will bring you a lifetime of happiness. And nothing less!

As long as I can remember I’ve been intrigued by `he mystery of how to achieve happiness. Some would even say I’ve been obsessed by it. Why? I have always wanted to become a happy, positive person myself.

What intrigued me was this simple observation. Nearly everyone I’ve ever met, including my friends and family, is sad and unhappy most all the time. Indeed, the most popular conversation amongst all people I’ve been with consists of complaints and negativity about life.

Think about your own life. I’d bet the truly happy people you could point to are few and far between. If you’ve known more than a handful of such people, I feel you have been truly blessed.

Individuals who are happy, optimistic, positive and self-confident are definitely the rarest of humans.

Does happiness come from achievements? Or special events in life?

Clearly, happiness does not come from business success. Material possessions. A certain amount of money in the bank. A terrific family. Or even a super romantic relationship.

I know millionaires and billionaires with every blessing imaginable who are depressed and unhappy. And a few individuals who have almost nothing resembling the above who are happy, content, and optimistic.

You can be miserable in a huge mansion. And happy in a modest apartment.

What, then, is the secret to happiness?

I’ve pursued my own happiness with diligence. I’m going to reveal the most important lessons I’ve learned.

I submit that all happiness is a result of our –self-talk. Our internal dialogue is the key. It’s all in the words we use.

It matters not what happens to us in life, but in the words we use silently to “frame” it in our minds.

Just emotional state–happiness, depression, anger, joy, etc.–follows from the words we use with ourselves.

The subconsci

Why Some Salesmen Top Out Below Where You Think They Can?

If this isn’t the oldest question in sales management, it’s the second oldest for sure.

How is it that some sales hires are so perfect in every way – they are persuasive and present themselves well – yet they never seem to make the big monthly numbers?

These are the ones we Sales Managers dedicate ourselves to – training them and cajoling, challenging and mentoring them.

Look back over your results with salespeople like this over your career as a Sales Manager

Tell me what you see? Did you get them to break out and really go for it? Or did they stay so average or slightly below average that you don’t really want to look that closely?

I bet the later because those kinds of salespeople are exhibiting values that people with low money or power scores in the AHS ValuesMatrix™ are likely to show.

Mr. and Ms Sales Manager, it is not your job (nor is it possible in most cases) to change another person’s values.

When Auburn’s line coach Tracy Roker recruited lineman Nick Fairly he was recruiting top talent. He invested time and energy in his recruiting strategy to get the kind of result that gets him a Vince Lombarbi Trophy Ourstanding Lineman.

There is no excuse for a bad sales hire.

So, in answer to the question “Why Some Salespeople Top Out Below Where You Think They Can?” the answer is because the Sales Manager hired the wrong person.

How to fix it? Spend more time mastering your sales recruiting system and you’ll get the salespeople who constantly meet and exceed your expectations. Anything less simply won’t get you want you really want as a Sales Manager.