Skip to content

HOW TO RESTORE YOUR SALES CULTURE REMOTELY PART 2

Posted byby Eliot Burdett  |  Published on: | Last updated: Oct 14, 2022

Best Practices for Interviewing Remotely

with Zain Al Jaber

Meet Zain Al Jaber, Client Manager at Peak Sales Recruiting

00:00 Intro

00:20 Best Practices for Interviewing Remotely – Three Key Tips for Remote Interviews:

  1.       Setting up interviews:
  •         Preferably book candidates in for a video call. Video interviews leave a stronger impact and allow for better engagement.
  •         Things to look for; body language, the way the candidates present themselves, are they punctual, is the background professional? Are they someone who I can proudly present to my client?
  •         Always send a calendar invite for the call to ensure candidates do not miss the call.
  1.       Research candidates before interviews:
  •         Ask the candidate to provide a resume prior to the call.
  •         Go through their LinkedIn profile and understand what industries they are in. Get an idea about what their current employer sells.
  •         Identify any mutual connections to break the ice and make the interview more of a conversation.
  1.       Best Practices in interviewing remotely:
  •         Always ask if it is still a good time to chat. Ensure both the candidate and the recruiter are in a reasonably quiet place.
  •         Consider that there might be some connection delays, ask the questions clearly and pause.
  •         Ask open ended questions that will allow the potential candidate to elaborate on their experience.

02:15 How to structure the interview process in order to gain the needed information from candidates? 

  • Best practices involve clients to allocate 1 hour time slot to interview candidates for an initial interview.
  • Leave a buffer time of 30 mins between candidates interviews to ensure all gathered information is noted properly. 

02:32 HELPFUL TIP

02:50 Questions to ask candidates to ensure they have done their homework

  • To ensure the candidates are well prepared, ask questions: What do you know about our company? What makes you excited about our organization? How do you feel about the territory X that you will be responsible for?
  • ALWAYS ask the candidates if they have any questions about the role/company. Typically when they have a number of questions prepared, they have done a good job researching the company and the role. 

Reach out to the Peak Sales Team for your hiring needs: www.peaksalesrecruiting.com

relpost-thumb-wrapper

Related posts

3 Things You Need to Know About the Evolving Nature of B2B Sales
Cut Your Costs: Onboarding Sales Reps
How to Find A Salesperson

close relpost-thumb-wrapper

Eliot Burdett

Latest posts by Eliot Burdett (see all)

Hire Get Hired

Related Posts

How to Hire a Sales Team That Drives Growth and Success

How to Set Expectations for Your Sales Team: A Step-by-Step Guide

Post Image

Employee Referral Programs: Is Your Next Sales Rep Just One Connection Away?

Eliot Burdett
Connect:

Eliot Burdett

CEO at Peak Sales Recruiting

Before Peak, Eliot spent more than 20 years building and leading companies, where he took the lead in recruiting and managing high performance sales teams. He co-founded Ventrada Systems (mobile applications) and GlobalX (e-commerce software). He was also Vice President of Sales for PointShot Wireless. Eliot received his B. Comm. from Carleton University and has been honored as a Top 40 Under 40 Award winner. He co-authored Sales Recruiting 2.0, How to Find Top Performing Sales People, Fast and provides regular insights on sales team management and hiring on the Peak Sales Recruiting Blog.