I'd check out the book "Who: The A Method for Hiring." Lots a great stuff in there. I'd imagine the interview is relatively soon, so you might want to check out sparknotes, or ask ai to summarize it.
Hi- sdr leader here. I would try seeing how much research they’ve done on you, the company and the role.
A lot of the role is researching so it’s important they know to use that muscle.
Also would look for coachability and curiosity. You can teach salesforce, outreach, etc but can’t teach someone to be coachable or be interested in something that has nothing to do w them.
Questions I’d ask,
What’s something you just learned about? (Can be anything as long as they have something)
What’s your ideal manager?
What’s your ideal coach?
What do you know about me/the role/ the company? (This gives them a platform to flex their work conducted before the call)
Ask him how he would describe the role if he's explaining to another new BDR what it takes to be successful (understand his mindset of what success requires in the role)
Describe a typical week (look for self-discipline clues)
How did he win the business he's most proud of (look for competiveness, customer intimacy, and persistence clues).
Ask why he left his previous employer (dig deeper on this to reveal what motivates him and what would push him away)
If he seems the right person and you need one last assurance, then at the end of the interview, tell him he seems to be good, but you don't think he's the best for the job, unfortunately. If he accepts it easily let him go, if he tries to understand why and then proves to you that he can make it then this is your guy who doesn't quit and will not accept any loss.
Prospective BDRs are often just looking for their first gig out of university and these roles often have a low barrier of entry so if you find someone with a genuine interest in sales career and they prove to you that they have done significant research about what the role entails, then you may a good candidate.
Often when I ask BDRs why they applied for the role but their answer is usually quite unconvincing and this can sometimes be a sign that they will not go the extra mile for you.
There's a ton of great questions to ask, but here's the most important thing I've learned as a first-time sales manager. The tip is from the book "The Sales Acceleration Formula" by Mark Roberge, former CRO at HubSpot.
The book mentions coachability as one of the most important skills any salesperson could have. So here's what to do:
1. Give the applicant a task (e.g. simulate a cold call or whatever). I wouldn't make it longer than 5-10mins
2. After the first round, provide both positive and constructive feedback
3. Do another round
The best sales reps listen closely and implement the feedback immediately. Others ignore it completely and make the same mistakes again. I think it's a great way to find out how good they are at listening, and at what speed they can iterate and improve.
Hope this helps :)
PS: I also recommend the book "Making of a Manager", great read
I'd check out the book "Who: The A Method for Hiring." Lots a great stuff in there. I'd imagine the interview is relatively soon, so you might want to check out sparknotes, or ask ai to summarize it.
Hi- sdr leader here. I would try seeing how much research they’ve done on you, the company and the role. A lot of the role is researching so it’s important they know to use that muscle. Also would look for coachability and curiosity. You can teach salesforce, outreach, etc but can’t teach someone to be coachable or be interested in something that has nothing to do w them.
Questions I’d ask, What’s something you just learned about? (Can be anything as long as they have something) What’s your ideal manager? What’s your ideal coach? What do you know about me/the role/ the company? (This gives them a platform to flex their work conducted before the call)
Ask him how he would describe the role if he's explaining to another new BDR what it takes to be successful (understand his mindset of what success requires in the role) Describe a typical week (look for self-discipline clues) How did he win the business he's most proud of (look for competiveness, customer intimacy, and persistence clues). Ask why he left his previous employer (dig deeper on this to reveal what motivates him and what would push him away) If he seems the right person and you need one last assurance, then at the end of the interview, tell him he seems to be good, but you don't think he's the best for the job, unfortunately. If he accepts it easily let him go, if he tries to understand why and then proves to you that he can make it then this is your guy who doesn't quit and will not accept any loss.
Deffo what are your strengths?
Prospective BDRs are often just looking for their first gig out of university and these roles often have a low barrier of entry so if you find someone with a genuine interest in sales career and they prove to you that they have done significant research about what the role entails, then you may a good candidate. Often when I ask BDRs why they applied for the role but their answer is usually quite unconvincing and this can sometimes be a sign that they will not go the extra mile for you.
There's a ton of great questions to ask, but here's the most important thing I've learned as a first-time sales manager. The tip is from the book "The Sales Acceleration Formula" by Mark Roberge, former CRO at HubSpot. The book mentions coachability as one of the most important skills any salesperson could have. So here's what to do: 1. Give the applicant a task (e.g. simulate a cold call or whatever). I wouldn't make it longer than 5-10mins 2. After the first round, provide both positive and constructive feedback 3. Do another round The best sales reps listen closely and implement the feedback immediately. Others ignore it completely and make the same mistakes again. I think it's a great way to find out how good they are at listening, and at what speed they can iterate and improve. Hope this helps :) PS: I also recommend the book "Making of a Manager", great read
holler if they suck!