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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: Strategic Sales Plan Presentation
  • Objective: Evaluate the candidate's ability to develop and articulate a strategic sales plan.
  • Requirements:
    • Develop a sales plan to achieve a 15% revenue growth in the next fiscal quarter.
    • Include clear strategies, metrics for evaluation, and potential challenges.
    • Prepare a short presentation (10-15 minutes).
  • Time Frame:
  • Completion within 48 hours.

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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. What metrics would you use to evaluate your strategic sales plan's success?

  • Expected Answer: Revenue growth, customer acquisition rates, and sales conversion rates.
  • Sample Answer: "Key metrics would include quarterly revenue growth, customer acquisition rates, and conversion rates to measure the effectiveness and efficiency of our strategic sales plan."

2. How do you identify key challenges in executing a sales strategy?

  • Expected Answer: Conduct market analysis, competitor research, and internal reviews.
  • Sample Answer: "I would identify key challenges through thorough market analysis, competitor benchmarking, and internal performance reviews to pinpoint potential barriers."

3. Which CRM tools would you recommend for executing your strategic plan effectively?

  • Expected Answer: Salesforce or HubSpot.
  • Sample Answer: "I would recommend Salesforce or HubSpot due to their robust capabilities in managing sales processes and providing insightful analytics."

Behavioral questions

Recruitment Bullet

Duration : 10 minutes/question

1. Can you describe a time you successfully implemented a new sales strategy?

  • Expected Answer: Explanation of strategy implementation, results, and learnings.
  • Sample Answer: "In my previous role, I implemented a CRM-driven sales strategy that improved our team's efficiency by 25%, resulting in increased quarterly revenues."

2. How do you manage resistance to change within your sales team?

  • Expected Answer: Effective communication, involvement in decision-making, and addressing concerns proactively.
  • Sample Answer: "I manage resistance by openly communicating the benefits of changes, involving the team in decision-making, and addressing any concerns directly and transparently."

3. Give an example of how you handled a difficult client relationship.

  • Expected Answer: Steps taken to resolve conflict, maintain relationship and outcomes.
  • Sample Answer: "I proactively addressed a client's dissatisfaction by scheduling frequent check-ins, addressing their concerns immediately, and successfully restored trust, retaining the client long-term."

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
Communication Skills Was the candidate clear and concise?
Strategic Thinking Effectiveness of presented sales strategy?
CRM Knowledge Understanding and practical use of CRM tools?
Problem-Solving Ability to foresee and address potential challenges?
Cultural Fit Alignment with company values and team dynamics?

"Standardize interviews" – Use our customizable scorecard templates

Learn More  ->Get a demo

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 for Sales Manager – [Company Name]

Dear [Candidate Name],

‍
We are pleased to offer you the position of Sales Manager at [Company Name]. Your skills, experience, and interview performance make you an excellent fit.

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Position: Sales Manager
Start Date: [Start Date, flexible]
Compensation: [Salary details], plus [commission/bonus options]
Benefits: [Insurance, paid leave, training, etc.]

Please find enclosed your detailed offer letter and terms. If you accept, kindly sign and return by [date]. Any questions, feel free to contact us at [contact].

We look forward to having you on the team!

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Sincerely,
[Your Name]
[Job Title]

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Sample rejection letter for {role_name}

Subject: Update on Your Application – Sales Manager

Dear [Candidate Name],

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Thank you for your interest in the Sales Manager role at [Company Name]. After careful consideration, we have decided to proceed with another candidate.

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We appreciate the time and effort invested and wish you success in your career.
Please feel free to apply for future openings.

Kind regards,
[Your Name]
[Job Title]

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Hiring guide

About {role_name}

Job description

Source and shortlist candidates

Structured interview

Progression and salary