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.

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: Sales Performance Analysis & Strategy Proposal
  • Objective: Evaluate candidate’s ability to analyze sales data, identify gaps, and propose actionable strategies.
  • Requirements:
    • Review a mock sales report with monthly revenue, pipeline stages, and CRM notes.
    • Identify 3 key problem areas.
    • Suggest 2 practical solutions for improving sales performance.
    • Prepare a short written summary (1–2 pages).
  • Time Frame: 24–48 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

  1. Question: What sales trend do you notice from the provided dataset?
    • Expected Answer: Identify declining leads-to-opportunity conversion or weak follow-ups.
    • Sample Answer: “The conversion rate from leads to opportunities dropped from 30% to 18% in the last quarter, suggesting poor lead qualification or follow-up delays.”
  2. Question: Which CRM feature would you recommend to improve pipeline visibility
    • Expected Answer: Use pipeline dashboards and automated follow-up reminders.
    • Sample Answer: “I’d recommend using the CRM’s opportunity pipeline dashboard with reminders for overdue follow-ups to ensure no leads are ignored.”
  3. Question: How would you prioritize accounts to increase quarterly sales?
    • Expected Answer: Focus on high-value accounts and quick-win opportunities.
    • Sample Answer: “I would segment accounts by deal size and closing probability, then focus 70% of my efforts on high-value deals in advanced pipeline stages.”

Behavioral questions

Recruitment Bullet

Duration : 10 minutes/question

  1. Question: Tell us about a time you motivated your sales team to achieve tough targets.
    • Expected Answer: Show leadership, team-building, and result orientation.
    • Sample Answer: “Last year, when our team was behind target, I introduced daily 15-minute check-ins and peer coaching. Within two months, we exceeded our quarterly goal by 12%.”
  2. Question: How do you handle conflict within your team during high-pressure sales periods?
    • Expected Answer: Emphasize mediation, listening, and focus on outcomes.
    • Sample Answer: “I ensure each party is heard, then bring focus back to our shared targets. I’ve used task redistribution and clear role assignments to resolve conflicts.”
  3. Question: Describe how you’ve used data to influence decision-making in sales.
    • Expected Answer: Highlight use of reports, dashboards, or analytics.
    • Sample Answer: “In my last role, I noticed customer churn was high. By analyzing CRM retention reports, I created a follow-up campaign that reduced churn by 15%.”

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 Rating (1–5) Comments
Sales Knowledge
CRM Proficiency
Analytical Thinking
Communication Skills
Leadership Potential
Cultural Fit

"Standardize interviews" – Use our customizable scorecard templates

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 – Assistant Sales Manager

Dear [Candidate Name],

We are pleased to offer you the position of Assistant Sales Manager at [Company Name]. Your skills in sales strategy, CRM management, and team leadership impressed us during the selection process.

Your joining date will be [Start Date], with an annual package of [Compensation]. A detailed offer document is attached.

We look forward to welcoming you to our team.

Best regards,
[Your Name]
HR Manager

Sample rejection letter for {role_name}

Subject: Application Update – Assistant Sales Manager

Dear [Candidate Name],

Thank you for applying for the Assistant Sales Manager position at [Company Name]. We appreciate the effort you put into the process.

After careful review, we have chosen to move forward with other candidates who more closely meet the current requirements.

We encourage you to apply for future opportunities with us and wish you success in your career.

Best regards,
[Your Name]
HR Manager