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Work sample test and structured interview for {role_name}

After shortlisting, assess candidates' skills with a work sample task, followed by an assessment and thorough evaluation.

Hiring guide

About {role_name}

Job description

Source and shortlist candidates

Structured interview

Progression and salary

How to structure the interview to assess skills and cultural fit for {role_name}

Work sample test (Home assignment)

Recruitment Bullet

Assess the candidate’s practical skills by assigning a real-world task similar to the work they would do if hired.

  • Title: Regional Sales Growth Strategy Assignment
    Objective: Assess ability to design and present a sales growth plan for a region.
    Requirements:
    • Create a sales strategy for entering a new region (choose Retail/Tech/Corporate Services).
    • Include: Target customers, sales targets, CRM usage, and team structure.
    • Present potential challenges and solutions.‍
  • ‍Time Frame: 48 hours.

Questions based on home assignment : 

Recruitment Bullet

Once done with work sample test evaluate the candidate’s technical proficiency based on the work sample task.

Technical questions

Recruitment Bullet

Duration : 10 minutes/question

Q1. How would you set monthly sales targets for a new region with no past sales history?

  • Expected Answer: Use market research, competitor benchmarks, and initial pipeline forecasts.
  • Sample Answer: “I’d analyze competitor pricing, demand trends, and customer base. For the first quarter, I’d set conservative targets focused on building a client base, then gradually raise them once we establish traction.”

Q2. Which CRM metrics would you track to measure your team’s success?

  • Expected Answer: Pipeline progress, conversion rate, revenue per rep, customer retention.
  • Sample Answer: “I’d monitor opportunities created, win/loss ratio, and average deal size. These KPIs directly show if our strategy is converting into sales.”

Q3. How would you handle underperforming team members in a new territory?

  • Expected Answer: Identify reasons, provide coaching/training, set performance improvement plans.‍
  • Sample Answer: “I’d review their pipeline activity, give targeted training, and set short-term achievable goals. If no improvement is seen, I’d reassign or replace after giving fair opportunities.”

Behavioral questions

Recruitment Bullet

Duration : 10 minutes/question

Q1. Describe a time when you had to build a sales team from scratch. How did you do it?

  • Expected Answer: Candidate should explain hiring, onboarding, and motivating team members.
  • Sample Answer: “At my previous job, I recruited reps based on industry experience, trained them on CRM, and ran weekly reviews. Within 6 months, the team hit 110% of target.”

Q2. How do you handle conflicts between team members over territories or clients?

  • Expected Answer: Candidate should demonstrate fairness, communication, and conflict resolution.
  • Sample Answer: “I schedule one-on-one talks to hear both sides, then set clear territory boundaries and performance incentives that reward collaboration, not competition.”

Q3. Tell me about a time you had to adjust a sales strategy mid-quarter. What happened?

  • Expected Answer: Candidate should show adaptability and data-driven decision-making.
  • Sample Answer: “In Q2, sales dropped due to competitor discounts. I introduced bundled pricing, increased client check-ins, and coached reps to upsell value-added services. We recovered 80% of target.”

How to evaluate and compare candidates after interviews?

After interviews, it's important to evaluate and compare candidates based on a set of predefined criteria.Use scorecard to evaluate each candidate.

Recruitment Bullet

Sample scorecard based on pre-defined criteria. Here’s an example:

Criteria Sample Question Rating (1–5) Comments
Sales Strategy “How would you enter a new region?”
CRM Knowledge “Which CRM metrics matter most?”
Leadership “How do you handle underperformers?”
Problem-Solving “Describe a time you adjusted strategy mid-quarter.”
Communication Skills “How do you motivate your team?”
Cultural Fit “How do you align a team with company values?”

"Standardize interviews" – Use our customizable scorecard templates

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What criteria should be used to make the final hiring decision?

Final decisions should be based on the candidate's overall evaluation score, with a focus on important qualifications. Prioritize technical skills above everything else for a {role_name}, but do not forget about communication and cultural fit.

Recruitment Bullet

How to communicate the decision to candidates

Sample offer letter for {role_name}

Subject: Job Offer – Area Sales Manager at [Company Name]

Dear [Candidate Name],

We are pleased to offer you the position of Area Sales Manager at [Company Name]. Your experience in sales leadership and strategic growth aligns strongly with our company’s goals.

Position: Area Sales Manager
Location: [City/Region]
Start Date: [Insert Date]
Compensation: [Salary + Commission Structure]

We believe you will make a significant contribution to our team and look forward to your acceptance. Please confirm by [Date].

Best regards,
[Your Name]
[Title]

‍

Sample rejection letter for {role_name}

Subject: Application Update – Area Sales Manager Role

Dear [Candidate Name],

Thank you for applying for the Area Sales Manager position at [Company Name]. After careful consideration, we have decided to move forward with another candidate whose experience more closely matches our current needs.

We appreciate the time and effort you invested in the process and encourage you to apply for future opportunities with us.

Wishing you the best in your career journey.

Best regards,
[Your Name]
[Title]

‍

Hiring guide

About {role_name}

Job description

Source and shortlist candidates

Structured interview

Progression and salary