5 Key Questions to Ask During a Sales Manager Behavioral Interview

Why Do Behavioral Interviews Matter?

Have you ever hired a paper-perfect candidate without hesitation, then realized that they struggled to fit in the team? Behavioral interviews are crucial because they provide dig beneath surface qualifications to evaluate how candidates respond to real-world situations, interactions and unpredictable challenges that are Sales Managers face daily

Why are Behavioral Questions Important for Sales Managers?‍

Behavioral qualities are always important. While it’s true you can’t become a Sales Manager without your technical skills perfected, behavioral tendencies are what separates the good from the great. It’s possible to have amazing technical sales knowledge, strategies and an acute understanding of the market, but without leadership, adaptability and conflict resolution you won’t succeed. Due to the highly interpersonal nature of their role, Sales Managers typically have a 50-50 split of behavioral and technical skills. 

Key Competencies to Evaluate‍

When setting parameters for what to evaluate, it's important to understand the company culture, stakeholders and role specifics. Core competencies for Sales Managers commonly include:

• Leadership: Leadership is the cornerstone of a team dynamic, Great leaders inspire productivity and foster growth among team members. A sales manager must have the ability to motivate, empower, and manage a sales team effectively.
  
• Communication: Strong communication is a requirement for any successful team. Sales Managers should be able to clearly convey expectations, feedback, and strategic vision to both team members and clients.
  
• Problem-solving: Quickly identifying issues and providing effective solutions. Sales environments are fast-paced, making quick thinking essential.
  
• Adaptability: Successfully managing shifting priorities and adjusting strategies to market conditions. Adaptable managers keep teams flexible and responsive.
  
• Results Orientation: Sales is an industry where rejection and failure rate is extremely high. It’s crucial for sales managers to move past each loss and work on improving for the future.
  

5 Key Behavioral Questions

1. Why do you want to work at our company?
   This question tests candidates' genuine interest in your company, alignment with company goals, and career aspirations.
2. Tell me about a time you significantly improved sales team performance. What actions did you take?
   This evaluates leadership, problem-solving, and results orientation.
3. Describe a challenging client negotiation you successfully managed.
   This assesses communication, adaptability, and problem-solving.
4. Give an example of how you handled a significant shift in sales strategy or targets
   Evaluates adaptability and leadership
5. Can you share an experience where you managed a conflict within your sales team?
   Tests conflict resolution, leadership, and communication skills.

Red Flags to Look Out for in Their Responses

Knowing what questions to ask is just half the battle—identifying red flags in responses is equally important.

1. Excessively General or Vague Answers
   Candidates who fail to provide measurable outcomes might lack genuine experience.
2. Shifting Blame or Avoiding Responsibility
   Candidates who refuse to take accountability, display a low sense of responsibility and may be detrimental to a team dynamic.
3. Unstructured or Rambling Answers
   Disorganized responses with a lack of structure likely means the candidate did not prepare ahead of time or has poor communication skills.
   

How to Design a Structured Behavioral Interview

When structuring a behavioral interview it's important to start by asking broader questions then gradually focusing on more specific scenarios. Below is an example structure:

1. “Why sales?”
2. “Why our company?”
3. “Tell me about a challenging sales negotiation you made.”
   

Note: Behavioral interviews should be longer than 3 questions.

How to Leverage AI in Behavioral Interviews‍

Utilizing an AI interview assistant like Litespace can significantly enhance and simplify your interview process. AI interview assistants have many abilities such as, note-taking during your interview (so you don’t have to), providing you with detailed transcripts, insightful highlights, a comprehensive analysis and automated followup-invitations. Litespace allows interviewers to fully engage in the interview, allocating 100% of their focus into the candidate and the quality of response rather than frantically taking notes. 

How Should Candidates Prepare for This Round?‍

Proper preparation is key to authentic, impactful answers in behavioral interviews.

1. Reflect on Past Leadership Experiences
   Candidates should identify concrete examples of successful leadership, conflict resolution, and adaptability. It is recommended to prepare at least 3 examples ahead of time. 
2. Market Research
   Candidates should have their two-minute pitch prepared ahead of time. This should tell the interviewer who you are, why you’re here and what value you bring.
3. Perfect your "elevator pitch"
   Before the interview conduct market research to understand the industry, research any recently deals the firm may have made, as well as having a strong understanding of what the firm values.

Important Takeaways

• Behavioral interviews reveal candidates' practical skills and real-world handling.
  
• Sales Managers need a balanced assessment of technical and behavioral skills.
  
• Core competencies include leadership, communication, problem-solving, adaptability, and results orientation.
  
• Watch out for vague answers, accountability avoidance, and unrealistic responses.
  
• Structure interviews like a funnel, start broad and gradually get more specific
  
• AI tools like Litespace streamline and enrich your interview process.
  
• Candidates must thoroughly prepare examples, understand the firm, and deeply research market dynamics.