How to pick from a pack of applicants.

• Author: Wiesner, Pat
• Position: On Management - Employment interviewing

NOTHING HAPPENS UNTIL SOMEBODY MAKES SOMETHING happen. You've heard that a million times. You know just like we do how important good people are.

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The characteristics we seek in salespeople are universal--be outgoing, ask a lot of questions, be a consultant, solve your customers' problems, have the courage to tackle Mr. Big, don't take no for an answer, etc. But in the relatively short time of an employment interview, how do you tell if this guy or gal is a good bet or not?

First I should admit that these ideas are mine alone. And they haven't always worked out. But over the years I've picked some really great people. I've also picked some not so good. But I'm sure that I've avoided some bad choices because of these ideas. You be the judge.

Some fundamental interviewing rules for you to consider:

FIND OUT IN WHAT WAYS HE/SHE IS DIFFERENT.

The more your prospect is like all the others you compete against, the more likely you will be to hire an average salesperson. Throw down a challenge to get the process started: "Everybody I've talked to about this job just seems the same. How will you be different from others doing this job?"

FIND OUT JUST HOW CURIOUS HE/SHE IS.

Curiosity is absolutely necessary in a salesperson or a manager. They must be endlessly interested in others, whether potential customers or employees or bosses, if they are to be among the best. So if your interviewee just sits there and answers questions in a very controlled, predictable way, my theory says they will never be a great employee. Usually you will get weary of this and you will ask, "So what are your questions?" and he/she will start asking you about company holidays and working hours. If the interviewee doesn't ask as many questions about you and the job and the company as you do about him/her, it's a bad sign.

FIND OUT HOW HE/SHE WOULD SOLVE PROBLEMS.

If you can't get into this kind of question, Mr. or Ms. Interviewee will be a flop, I think. Try with honest, brief descriptions of problems you have. ("We don't seem to have any luck with the automotive market. What would you do?", or "It's hard to keep morale up in the production department. Any ideas?") Listen and grade.

TEST FOR COURAGE.

The relationship between you and the interviewee during the interview is very much like he or she would have with your customers or...