Recruiting new staff is an extremely responsible business. That is why inexperienced jobseekers of HR specialists are compared to Cerberus and scolded. These people just know their stuff, they filter out everyone who showed weakness in the interview. It is very important for a sales manager to answer questions “correctly”, exude confidence, and look good.
Instructions
Step 1
Before the interview, tune in to a successful outcome. A sales manager is a highly demanded job, and if you behave the right way, getting a job will not be a problem. There are different confidence-building techniques, and one of the simplest and most effective is to strike a winning pose a few minutes before the interview. You can do this in an elevator or restroom. Raise your arms up and straighten your ribcage as if you had just won an Olympics competition. You will be surprised how easily self-confidence and mood improves from such a simple technique.
Step 2
Typically, the interview is started by a personnel officer. He asks you "tricky" questions, asks about past experiences and hobbies. Answer calmly and confidently.
Step 3
Get into an open pose. Do not cross your arms over your chest, do not cross your legs. Try to control your behavior. Even if you feel insecure, do not "shrink", keep an even posture. Speak slowly and calmly, take your time. Feel free to smile, but don't overdo it when it comes to serious things.
Step 4
If the conversation has subsided, do not hesitate to share additional facts about yourself that the HR did not ask about. Activity will be credited to you as a plus. It is also useful to learn more about the company itself during the interview if you are interested in something about it.
Step 5
Eichar may try to "test" you by asking you to do a simple test that is well known: sell a pen. It is best to come up with some interesting solution in advance, because if you get confused and cannot give anything worthwhile, it will mean that you did not cope with the task.
Step 6
You may be asked how often your deals have been successful, what the best deals have you made, what qualities you have as a salesperson, and so on. It is also better to come up with answers to these questions in advance. The most important tool for assessing a candidate is precisely questions, and the more interesting you can tell, the better your chances. You should also be prepared for questions about failures: citing a failed deal, for example. After describing a failure or negative experience, always add what you learned and what mistakes you learned.
