When it comes to sales interviews, it seems every salesperson hits quota. Unfortunately, company data doesn’t back this up. Most do not hit quota regularly. That’s why it’s important to understand a candidate’s previous sales performance by having a strategy to assess previous sales performance.
A good sales recruiter like RevPilots can help with this.
With that said, sales quota performance can be influenced heavy by market conditions, company stage, territory, and product. It’s one component to use in your evaluation of sales candidates.
Below is useful framework to assess performance during a sales interview.
1. General Overview:
- “Can you walk me through your last year’s quota and your actual performance against it?”
- Look for: A clear and concise explanation of their quota targets, how much they achieved, and any reasons for over- or under-performance. Pay attention to whether they provide specific numbers and examples.
- “What was your quota for each quarter, and how did you perform against those targets?”
- Look for: Consistency in their reported performance over multiple quarters. Check if they can recall specific details without hesitation, indicating familiarity with their achievements.
2. Contextual Understanding:
- “How was your quota determined? Who set it, and what factors were considered?”
- Look for: An understanding of how quotas are set, including the role of market conditions, company goals, and individual performance. This shows whether they were involved in the quota-setting process and if their numbers are realistic.
- “What was the average deal size, and how many deals did you close to hit your quota?”
- Look for: Details about the typical deal size and the number of deals required to hit their quota. This should align with the industry norms and the company’s sales model.
3. Detailed Probing:
- “Can you break down your top five deals last year in terms of size, sales cycle, and how you closed them?”
- Look for: Specifics on deal sizes, timelines, and their role in closing each deal. Inconsistent or vague details could indicate a lack of involvement or exaggeration.
- “What percentage of your quota was from new business vs. renewals or upsells?”
- Look for: A breakdown of how much of their quota came from new customers versus existing customers. This helps assess their ability to generate new business and manage client relationships.
4. Challenges and Achievements:
- “What were some of the biggest challenges you faced in hitting your quota, and how did you overcome them?”
- Look for: Examples of obstacles they encountered and how they addressed them. Realistic challenges and solutions indicate genuine experience, while overly simple answers might suggest they’re not telling the full story.
- “Was there a time you missed your quota? If so, what happened, and how did you address it?”
- Look for: Honesty about past failures and how they learned from them. This can reveal their resilience and ability to improve after setbacks.
5. Verification and Consistency:
- “You mentioned closing a $500k deal last quarter. Can you walk me through how you sourced the lead, the sales process, and how you negotiated the final deal?”
- Look for: A step-by-step recounting of the sales process, from lead generation to closing. Details should be consistent with their earlier claims and demonstrate a deep understanding of the sales process.
- “Earlier, you mentioned an average sales cycle of 3 months. How did that align with your quarterly quota targets?”
- Look for: An explanation of how their sales cycles fit into their quarterly targets. If their sales cycles were long, they should be able to explain how they managed pipeline and forecasting.
6. Requesting Documentation (If Appropriate):
- “Would you be able to share any sales performance reports or references from your previous manager that can verify your performance?”
- Look for: Willingness to provide documentation or references. Evasive answers might suggest they are not being truthful.
- “How were your commissions structured, and can you explain how your payout correlated with your performance?”
- Look for: A clear explanation of how their commissions were tied to performance. This should include details on how much they earned relative to their quota achievement, which can help verify their claims.
If you need help with sales recruiting feel free to reach out by contacting us here.
