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Reference checks are an important way to validate the traits and performance abilities of a sales candidate. With over <\/span>50% of resumes containing false information<\/span><\/a> and many candidates <\/span>bending the truth in interviews<\/span><\/a>, conducting background checks is a critical step in the sales hiring process. <\/span><\/p>\n So, what questions can hiring managers ask and what strategies can be implemented to maximize the likelihood of acquiring truthful and accurate information from references? <\/span><\/p>\n First, incorporate these three best practices into you reference check strategy:<\/span><\/p>\n With any good reference strategy, arguably the most important factor is asking the right questions. Therefore, we compiled the top 10 sales reference check questions you need to ask when hiring a sales leader, what you need to look for in their answers, and a sales reference questions template for you to print out and use in your hiring process:<\/span><\/p>\n Tips: Use this question to establish the relationship between the reference and the candidate. Ask follow up questions to determine if the candidate reported to this person directly, if they were the candidate\u2019s manager, and if they had direct responsibility for hiring the candidate. In addition, use this question to determine an overview of the candidate\u2019s work habits and how they interact with clients.<\/p>\n Tips: Cross-reference the candidate\u2019s reasoning for leaving the job in question. From time to time, there are some candidates who are inclined to <\/span>bend the truth about the reason for leaving a former employer<\/span><\/a>. But, the cross-reference strategy allows you to discover the truth.<\/span><\/p>\n Tips: Look to see that the candidate can apply metrics to their management tasks. Can they relate back to how their management tasks contributed to the ultimate sales goals? Ask for examples. <\/span><\/p>\n Tips: Probe for specifics in terms of hiring, firing and coaching. For instance, you may want to ask follow up questions, including: <\/span><\/p>\n Tips: Look to see if the candidate\u2019s programs and strategies were able to take the company\u2019s revenue from X to Y and achieve growth goals. Ask for specific examples.<\/span><\/p>\n Tips: First get the ranking, then ask for an example. Look for competitiveness in terms of competing against other competitors or internal sales competitions. Did they succeed in these competitions? <\/span><\/p>\n Tips: Ask for a specific example of a time they went above and beyond for a client or the company. Look to see if the candidate puts the team before themselves, puts the company before the team, and puts the customer before the company. \u00a0<\/span><\/p>\n Tips: Look for examples of how the candidate commanded trust, respect, and loyalty. <\/span><\/p>\n Tips: You want to hear a definite yes. Managers indicating that they would rehire the candidate right away if they could is a clear sign that the candidate is a top performing sales leader.<\/span><\/p>\n Tips: No one is perfect \u2013 there is always room for improvement. Should the candidate be hired, use the suggestions for management purposes.<\/span><\/p>\n \u00a0<\/p>\n Seeking reference questions for a sales representative role? Click here.<\/a><\/span><\/p>\n \u00a0<\/p>\n \u00a0<\/p>\n relpost-thumb-wrapper <\/p>\n\n
1. Please describe your reporting relationship with the candidate? If none, in which capacity did you observe the candidate\u2019s work?<\/h3>\n
2. Why did he or she leave the assignment or company for which you are giving a reference?<\/strong><\/h3>\n
3. Are you able to describe the candidate\u2019s management style?<\/strong><\/h3>\n
4. How did they approach hiring\/firing\/coaching?<\/h3>\n
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5. What kind of programs did they put in place to drive sales results?<\/h3>\n
6. Out of 10, where would the candidate rank in terms of competitiveness? Can you provide some examples of competitiveness at work or elsewhere?<\/span><\/h3>\n
7. Can you recall a time where he or she made a sacrifice for their work?<\/strong><\/h3>\n
8. How was his or her relationship with peers on the leadership team? <\/strong><\/h3>\n
9. Would you work with the candidate again or rehire?<\/strong><\/h3>\n
10. Is there anything else about the candidate that you could tell me to help me understand his or her strong points and possible areas for improvement both as an employee and a sales manager?<\/strong><\/h3>\n
Get these questions and more! Download our sales reference check questions template below by filling out the form.<\/strong><\/h2>\n
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