presentation for sales manager interview

Home Blog Presentation Ideas How to Give A Compelling Interview Presentation: Tips, Examples and Topic Ideas

How to Give A Compelling Interview Presentation: Tips, Examples and Topic Ideas

Interview presentations have now become the new norm for most industries. They are popular for sales, marketing, technology, and academic positions. If you have been asked to deliver one for your job interview presentation, prepare to build a strong case for yourself as a candidate.

Giving a general presentation is already daunting. But selling yourself is always the hardest. Spectacular credentials and stellar expertise don’t count much if you cannot present them clearly, which you are expected to do during your interview presentation.

So, let’s prime you up for the challenge. This post is action-packed with job interview PowerPoint presentation examples and will teach you the best way to do a presentation without stressing too much!

Table of Contents

What is an Interview Presentation?

What should an interview presentation look like, how to prepare for a job interview presentation: the basics, define your structure, what slides to include, how to come up with 15-minute interview presentation ideas, how to conclude your interview presentation, how to prepare for an interview: the final tips, what to do at the first interaction with the company elevator pitch for interview, presentation design tips, how to overcome presentation anxiety, tips on maintaining positive body language throughout the presentation, your final act.

An interview presentation, also known as a job interview presentation or interview portfolio, is a formal and structured way for candidates to showcase their skills, qualifications, and suitability for a specific job position during an interview. It goes beyond the typical Q&A format of interviews, allowing candidates to demonstrate their expertise through a prepared presentation. Employers commonly request interview presentations in various industries, such as sales, marketing, technology, academia, and management roles. These presentations serve several important purposes: assessing communication skills, evaluating cultural fit, measuring expertise, analyzing problem-solving skills, and observing presentation skills. While the specific format and requirements of interview presentations vary widely, candidates typically receive guidelines from the employer regarding the topic, duration, and any specific criteria to be addressed. In essence, an interview presentation is an opportunity for candidates to make a compelling case for their candidacy, showcasing their qualifications, experience, and suitability for the job. It requires careful preparation, effective communication, and the ability to engage and persuade the interview panel. A successful interview presentation can significantly enhance a candidate’s chances of securing the desired position.

Think of your interview presentation as a sales pitch.

Your goal is to convince the human resources team that you are the best candidate. The kick here is that you will present to a warm audience – you already impressed them enough with your resume to be called in for an interview. We recommend generating a strategy and presentation based on a 30 60 90 Day Plan .

Employers request interview presentations for a few simple reasons:

• To assess your communication and public speaking skills.
• To understand whether you are the right cultural fit for the company.
• To develop a better sense of how well-versed you are in the domain .

So, your first job is ensuring your presentation fits the criteria. Review the company’s job description again and jot down all the candidate requirements. Take the time to read about their company values and mission. Be proactive and ask precisely what you should cover during your presentation.

Most interview presentations will differ in content and style, but here’s a quick example to give you more context:

[ Use This Template ]

Before you get elbow-deep in designing that PowerPoint for a job interview presentation, do some scouting and reach out to the HR team with a few questions.

You want your presentation to be on-point and technically accurate, so ask your contact the following:

• How long should an interview presentation be? Fifteen minutes is the golden standard, though some employers may ask to cut it down to just 10 minutes or extend it to 20-25.
• Who exactly will be present? A conversational presentation would undoubtedly be welcomed by your peers and a team leader but may appear too casual for the senior managers or board of directors.
• Does the HR team have a particular agenda in mind? Ask some leading questions to understand what kind of skills/experience they want you to demonstrate. If needed, use a proper agenda slide to include your content.
• What’s the IT setup? Should you bring your laptop? Do you need an adapter to connect to their projector? What kind of presentation software have they installed – PowerPoint, Keynote, Google Slides?

Everyone appreciates clarity.

In fact, 89% of professionals state their ability to communicate with clarity directly impacts their career and income.

Your presentation should flow, not rumble. Make sure that your story is easy to follow and your key message is easy to digest, remember, and pass on. If you want people to retain your main points, opt for the following structure:

Source: this infographic was created with  3 Steps Editable 3D Ladder Infographic

Here’s an interview presentation example styled in this fashion.

What is: The company’s presence in the Middle East is low. Only 15% of revenues come from the top markets.

Why this matters: The UAE fashion market alone is expected to grow at a CAGR of 21% during the next five years.

What could be: I have helped my previous employer open a flagship store in Dubai, have a lot of industry contacts, and am familiar with the local legislature. Your brand can expect a 17% revenue growth within one year of opening.

You can find even more ideas for designing your presentations in this post .

The choice of slides will largely depend on whether you are asked to talk about yourself or present on some task that you will be required to do as part of your job (e.g., create marketing campaigns).

Most interview presentation templates feature the following slides:

• Opening Slide
• Quick Bio/Personal Summary
• Career Path
• Education timeline
• Key Skills and Expertise
• Case studies/examples of the problems you have solved at your past jobs
• Your vision for your future role.
• What exactly can you bring in as the candidate (we will come back to this one later on!)

Can’t figure out where to start? Check out our AI PowerPoint generator to create an entire interview slide deck in a couple of clicks, or just download a job interview template . Swipe down to learn from the either of the following job interview presentation samples.

Typically, a talent acquisition team will suggest broad interview presentation topics for you. For example, if you are applying for a sales position, they may ask you to develop a sales presentation for some product (real or imaginary).

Some employers will request a short presentation about you or your hobbies to understand whether you are a good “fit” for the team and share the company’s values. Remember this: your audience will be assessing your aptitude for the role, no matter which topic you were given.

In fact, the interviewers at this point don’t care that much about your experience and skills. They want to know how you can apply those to solve the company’s pressing problems – meet sales targets, improve ROI from social media marketing or help them earn more revenue.

Your job is to make an educated guess… predict the most wrenching problem, and pitch your “magic pill” during your interview presentation.

I know what you are thinking – but how do I find the right opportunity/problem to tackle?

Businesses across different industries pretty much struggle with the same generic challenges related to either of the following:

Your topic should clearly address one of these areas and offer a potential roadmap for solving some specific problem within it.

Let’s say that you are applying for a sales role. Clearly, you will want to tackle the “customer audience” set of problems. To refine your idea, ask yourself the following questions:

• Can you think of a new customer segment the company should target? Who are they, what do they want, and how you can help the company reach them?
• Do you have a network or experience to identify and pitch new clients?
• Can you think of new collaboration opportunities the company could use to attract a whole new niche of customers?

So a sample job interview presentation about yourself should include a series of Problem & Solution Slides , showing exactly how you will address that issue if the company hires you.

Here’s another PowerPoint presentation about yourself for job interview example worth using – incorporate a case study slide, showing how you have successfully solved a similar problem for your past employer.

Wrap up your presentation by laying out the key steps the company needs to take. Give an estimate of how much time it will take to tackle the problem, and what changes/investments should be made.

Your conclusion should tell this: “Hire me and I will solve this problem for you in no time!”.

Source: StockSnap

Dial-Up Your Power

Take a deep breath and strike a “power pose” before you enter the room.

According to her research, power posers performed better during interviews and were more likely to get hired. Another study also proved this theory: unaware judges gave major preference to the power-primed applicants. So yes, pep talks do work!

The first 30 Seconds Count The Most

What you do and say in the first 30 seconds will make the most impact. Psychological  research  shows that listeners form opinions about your personality and intelligence in the first 30 seconds of the interview. So be sure to start with a compelling opening, framing exactly how you want to be perceived.

Try To Appear Similar to the Interviewer

Lauren Rivera, a professor from Kellogg School,  came to the conclusion that interviewers tend to hire “people like them” .

Even the top human resource management folks fall for this bias and tend to base their evaluations on how similar a candidate is to them, instead of trying to decide whether the person’s skill set is ideal for the position. So to be liked, you will have to act relatable.

Back up your statements with facts

To deliver a presentation with a bang, you can make use of pre-analyzed facts to support your hypothesis. Make sure to do your homework, study the company and its competitive landscape, and do the professional work you would have done as a member of the company crew. At some point in your interview presentation, you go “off the script”, and pull out a bunch of documents, supporting your statements.

For example, you can give away a quick plan indicating a number of things the employer could do today to save money, even if they don’t hire you. Make sure to be meticulous; your work will speak for you. But giving away this work will show the employer your commitment, skills, and focus.

And that’s exactly how to make your job interview presentation stand out. Most candidates just ramble about their skills and past career moves. You bring specificity and proof to the platter, showing exactly what makes you a great hire fair and square.

Within a selection process, there are many interactions (interviews and dynamics) that you must successfully complete in order to be the next selected candidate. One of your objectives in this first interaction should be to generate a great first impression in the company. For this, we recommend using the Elevator Pitch for Interview technique.

The Elevator Pitch for Interview will allow you to present yourself in a solid and professional way in less than 60 seconds, in order to generate an outstanding first impression.

What is an Elevator Pitch for an Interview?

The Elevator Pitch is a condensed speech about yourself that aims to generate engagement in no more than 60 seconds. Entrepreneurs widely use this type of speech to persuade investors and job seekers in job interviews. Your Elevator Pitch for the Interview will generate a great first impression to the employer and be better positioned than other candidates. If your goal is to make a convincing presentation in a job interview, your Elevator Pitch needs to be well crafted.

How to Make an Elevator Pitch for an Interview

There are many ways and tips to make an excellent Elevator Pitch for a job interview. This section provides you with essential advice to make your interview more convincing.

Identify your target

You need to know to whom you are presenting yourself. Is it a recruiter? or an executive?. Your Elevator Pitch will change depending on the receiver.

Comprehend the needs of the hiring company

Make an advanced study about the search requirements for the job position. Identify your strengths. Highlight them. Demonstrate your experience. Identify your weaknesses. Show that you have a profile that seeks constant improvement

Create a clear, concise, and truthful Elevator Pitch

This point is critical. Your Elevator Pitch must be clear, concise, genuine, and impactful. Go from less to more. Generate a real hook in your audience. Try not to go off-topic or talk too much, and be brief in everything you want to say.

Speak naturally and confidently

If you can speak fluently and naturally, you can show a confident profile. Show you know what you are talking about and what you want.

Elevator Pitch Example for Job Seekers

This section illustrates an Elevator Pitch Example targeted to Recruiters. It will help you put together your own.

“My name is [NAME]. After graduating with a degree in Business Administration, I have spent the last five years accumulating professional experience as a Project Assistant and Project Manager. I have successfully managed intangible products’ planning, strategy, and launch these past few years. I was excited to learn about this opportunity in Big Data – I’ve always been passionate about how technology and the use of information can greatly improve the way we live. I would love the opportunity to bring my project management and leadership skills to this position.”

Ways to avoid common mistakes in your Elevator Pitch

Keep in mind the following points to avoid making mistakes in your Elevator Pitch for an Interview.

Don’t hurry to make your Elevator Pitch

The Elevator Pitch lasts approximately 60 seconds. Do it on your own time and naturally, as long as you make it clear and concise.

Do not always use the same Elevator Pitch for all cases

One recommendation is not to repeat the same Elevator Pitch in all your interviews. Make changes. Try new options and ways of saying the information. Try different versions and check with your experience which generates more engagement and persuasion.

Make it easy to understand

Articulate your pitch as a story. Think that the person in front of you does not know you and is interested in learning more about your profile. Don’t make your Elevator Pitch challenging to appear more sophisticated. Simply generate a clear and easy-to-understand narrative, where all the data you tell is factual and verifiable.

Don’t forget to practice it

Practice is the key to success. Your Elevator Pitch for Interview will become more professional, convincing, and natural with practice.

How to End an Elevator Pitch?

An essential aspect of ending an Elevator Pitch for an Interview is demonstrating interest and passion for the position. You have already presented yourself and established that you have the necessary background for the job. Closing with phrases revealing passion and attitude will help reinforce your pitch.

We recommend you use expressions such as:

“I have always been interested and curious about the area in which the company operates, and it would be a great challenge for me to be able to perform in this position.”

“I have been interested in moving into your company for a while, and I love what your team is doing in IT.”

“I would like to advance my career with an employer with the same values. I know that thanks to my profile and experience, I can make excellent contributions to your company.”

Keep It Visual: Use visuals like images, graphs, and charts to convey your points effectively. Visuals can make complex information more accessible and engaging. Consistency Matters: Maintain a consistent design throughout your presentation. Use the same fonts, color schemes, and formatting to create a cohesive look. Practice Timing: Be mindful of the allotted time for your presentation. Practice to ensure you can comfortably cover your content within the time limit. Engage the Audience: Incorporate elements that engage the audience, such as questions, anecdotes, or real-world examples. Interaction keeps the interview panel interested. Use White Space: Avoid cluttered slides. Use white space to create a clean and uncluttered design that enhances readability.

Presenting during a job interview can be nerve-wracking. Here are some strategies to overcome presentation anxiety:

• Practice: Practice your presentation multiple times, ideally in front of a friend or mentor. The more you rehearse, the more confident you’ll become.
• Visualization: Visualize yourself by giving a successful presentation. Imagine yourself speaking confidently and engaging the audience.
• Breathing Techniques: Deep breathing can help calm nerves. Take slow, deep breaths before and during your presentation to reduce anxiety.
• Positive Self-Talk: Replace negative thoughts with positive affirmations. Remind yourself of your qualifications and the value you bring to the role.
• Focus on the Message: Concentrate on delivering your message rather than dwelling on your anxiety. Remember that the interviewers want to learn about your skills and experiences.
• Arrive Early: Arrive at the interview location early. This gives you time to get comfortable with the environment and set up any technical equipment you use.

Maintain Good Posture: Stand or sit up straight with your shoulders back. Good posture conveys confidence and attentiveness. Make Eye Contact: Establish and maintain eye contact with your audience to show confidence and engagement. Use Open Gestures: Employ open gestures, like open palms and expansive arm movements, to convey enthusiasm and openness. Smile and Show Enthusiasm: Genuine smiles and enthusiastic facial expressions demonstrate passion and eagerness. Control Nervous Habits: Be mindful of nervous habits like tapping or fidgeting, which can distract your audience and convey anxiety.

Stop fretting and start prepping for your interview presentation. You now have all the nitty-gritty presentation tips to ace that interview. If you are feeling overwhelmed with the design part, browse our extensive gallery of PowerPoint templates and cherry-pick specific elements ( diagrams , shapes , and data charts ) to give your interview presentation the top visual appeal.

Here you can see some 100% editable templates available on SlideModel that could be useful for preparing an interview presentation.

1. Versatile Self-Introduction PowerPoint Template

Use This Template

2. Professional Curriculum Vitae PowerPoint Template

This a sample of PowerPoint presentation template that you can use to present a curriculum and prepare for a job interview presentation. The PPT template is compatible with PowerPoint but also with Google Slides.

3. Modern 1-Page Resume Template for PowerPoint

4. Multi-Slide Resume PowerPoint Template

Like this article? Please share

HR, Human Resources, Interview, Job, Resume Filed under Presentation Ideas

Related Articles

Filed under Business • December 7th, 2023

The Communication Plan Template

Discover why communication plan templates are a key asset for strategic structuring of information in organizations. Learn how to build one here.

Filed under Business • September 8th, 2023

The Employee Value Proposition (EVP) | Key Components and Examples

Employee Value Proposition refers to how organizations are able to attract skilled employees in a competitive job market through the corporate culture, and benefits offered by them. In this article we explore what EVP is and how to formulate a strong EVP.

Filed under Business • September 7th, 2023

HR Strategic Planning 101: A Guide for Developing HR Strategies

Learn how your HR strategic plan can support your company in achieving its vision—an expert guide on aligning HR goals and strategies.

One Response to “How to Give A Compelling Interview Presentation: Tips, Examples and Topic Ideas”

Leave a reply.

Create moving, zooming presentations that grab attention and keep it.

Appear right alongside your content while presenting to your audience.

Make stunning interactive charts, reports, maps, infographics, and more.

You're about to create your best presentation ever

Sales Manager Interview Presentation Template

Sales Manager Interview

Transcript: Industries Customers Products/Services Corporate **** Jennifer Background Corporate Culture Kyle Moll Worked in hospitality since High School Studied Restaurant Management at Texas Tech 14 Years at the Radisson Hotel in Austin Director of Revenue, Sales Manager, Reservations, Reservations Supervisor Bachelor of Engineering Technology Major of Computer Technology University of South Florida Currently resides in Saint Petersburg, Florida Vice President of Sales at AxisPoint Health 1.5 years but in sales industry for 30 years Worked in hospitality since High School Studied Restaurant Management at Texas Tech 14 Years at the Radisson Hotel in Austin Director of Revenue, Sales Manager, Reservations, Reservations Supervisor Chance's Person Sales Manager Interview with Jennifer Spradling, Kyle Moll,

Sales Manager Presentation

Transcript: Social Media Centre's of Influence Universities Company presentation days Investment Clubs Target specific Qualifications Month to month themed competitions - Activity Based Competitions Every month has a different theme EG, Life, Medical Aid, Investments, Short-term and Corporate Winners for each month will be ones with the highest activity count and bonus points given to the adviser who encompasses the theme and sells within that range. Visual aspect of the competition. Putting up a whiteboard in order for the advisers to visualize what they are achieving Spontaneous Competitions Friday competitions, whomever secures 30 appointments first gets to go home Team Building Drill down and Isolate Once isolated: MOTIVATION Product or Technical Problem Practice, Practice, Practice Performance Review Apply Pressure Feeding off Successful colleagues Driving Sales Targets Outcomes based team building Understand not all people are in to physical team building sessions Blindfold competition Only one person is allowed to speak and direct the other in doing a specific task whilst blindfolded. This emphasizes good communication and trust Charity projects out of office activity and builds relationships within the team on a more personal level Egg Drop Game Emphasizes strategic thinking and prioritizing. Excellent for Advisers who need to strategise for their clients Managing Activities Honesty, Integrity, openness, TCF and Professionalism General The rules will be specific Activity count = 20 Activities is the goal, Minimum 15 activities to Qualify Prizes for monthly winners ranging from gift vouchers, hampers, trophies and certificates Overall prize = awards ceremony, monetary reward These competitions will enable me to identify where my teams strengths and weaknesses are as well as give my team the ability to identify an area where they feel most comfortable, whilst at the same time taking them out of their comfort zone to see who excels. Competitions Saturday - Sunday = Joint Calls when required Competitions THANK YOU DISCOVERY DFA Bi Weekly Activity Meetings Monday = Game Plan and Training Friday = Weekly review and team member session Monday - Friday = Joint calls, diary checks, office checks Team ABC - ALWAYS BE CLOSING Knowledge Building Recruitment Align Competition themes and training Different training sessions EG Unit Trusts or Retirement Annuities Industry or product experts to train Advisers Interactive Training Sessions Question and Answer Debates Role Plays Presentations - Every second Friday 2 advisers will present on a certain topic for 5 minutes. Practical ways of learning encouraged Provides good practice for presenting to clients Encourage Formalised Qualifications Provide industry news Dealing with Non-Performers Emotional or personal Problem Try to understand why Do not be confrontational Company Psychologist Time off Work Dealing with negativity Coaching and Mentoring Building and Maintaining Relationships Person specific Autonomy Recognition Encouragement Doing the right thing Implementation of a team target Award to the highest achieving adviser Team Target

Transcript: Megan Robinson Sales Manager -Revolucion De Cuba SWOT Analysis SWOT Analysis Strengths Hit P6 target last year - achieving £117,176 Conversion rate for bookings is consistently around 70% Friday and Saturday PBR is consistent Weaknesses In the past two periods haven't hit targets - P11 & P12 Sun-Thurs past four periods have not target Mystery Calls Opportunities Social Media Audits Sun to Thurs PBR Push for more corporate bookings Threats Not getting a plus 2k booking from the previous year In the last two periods the consistency of call handling doesn't necessarily relate to the financials Sales ideas Sales ideas to drive corporate PBR More networking events and cold calling Corporate showcase Departmental Incentives Aim to attend 4 networking events per period Cold calling and Networking 200 cold calls throughout the week - 100 of these to be businesses I've researched From the cold calls I'll aim to get 5 golden lunches every 2 weeks Invite the clients down for payday Fridays to boost people in the venue and to show what we offer 90 Day plan 90 day plan First four weeks Get to know the team - introduce myself. Find out about them Shadow a Saturday shift to see how Saturdays are run from an OPS background Find out about each area - minimum spends etc. Set challenges to gage where they are at and what they are comfortable with Set incentives - make them feel involved Assess where we are for coming months - looking into the future Sit down with management to set targets and standards Reintroduce myself to big contacts - invite them down to meet and introduce myself Review working week 8 weeks Ensuring every inquiry is responded to within 2 hours Ensure we are remaining ahead of Christmas Vs last year Review score card to see is there's any positive changes Social Media Calendar created to improve social media score Have a review with team - should see some positive results coming in 12 weeks Sales team meal out as a Thank you and to give them recognition for hard work Have an MCP with coordinators Heavily Christmas focused - should be at majority of target Meeting with Kitchen and management teams to let them know where we are at with P6 Ensure a solid OPS plan is in place to ensure P6 goes smoothly Any Questions? Any Questions?

Transcript: Lead By Example - do all these things Challenges:- The business is trying to fill 4 new SM roles from existing quota retiring heads – without the numbers dipping……………I feel a dual role will be essential in the short to medium term Actions:- Succession planning is vital to avoid a dip in PubSec number Challenges:- Accurate Reporting – SLX,WIP, Back Order Actions:- Relationship with Samuel key as ramp up in ability to report on team essential Challenges:- Cannot miss £133M (earned revenue / billed / recognised) – as per Neil’s all hands call. Current revenue is £93M with 2.5months to go. We need to find £40M from Pipeline, WIP and back order book - Pipe shows £77M potential weighted to £28.3M Actions:- Drive concentration on quick wins, utilising all avenues of purchasing/discounts/promotions (leaving nothing on the table), checking back order books regularly, proactive management of stock at UPS – leaving no stone unturned. This is a minimum so stretch mentality is essential - we have to over achieve SM 90 day plan How you will deal with personality issues in your new role and managing old peers 30-60 Days *Review AM / BDM successes/failures – where are we against goals? Action as neccessary *Continue dialog with Head of Sales for performace feedback *Drive performance and good practice. WIP/BackOrder/SLX *Ensure all plans for first 30 days are completed. *Report on progress for this 30 day period Developed key relationships within larger MOD customers which has led to us becoming involved in two significant opportunities and a commitment from them of significant orders over the next 2 years 2nd Best Performing AM on Revenue • £7.3m equates to 8% of company revenue Sales Manager - Public Sector 3rd Best performing AM on SOV • £7.7m also equates to 8% of the company overall SOV Neil Hunt - Public Sector Sales Manager Key 12 month Achievments How you will deal with Change Control iNet currently faces Your view on the role and key areas to improve Neil Hunt - Public Sector Sales Manager Proactively assisted with the development of the new quote tool • Involved in the training of the sales team • Quote tool Guru! First 30 Days *Meet and discuss with upper management to prioritise what is expected of me, within a specified time frame. *121 with direct report to examine pipeline of individual team members, at granular level, and sanatize. *Organise joint meetings/face to face discussions with successful SM’s to gain their insights (what works well, what to avoid,what they did in their 1st 30/60/90 days.) *Liaise closely with my team:- Discuss successes Discuss challenges (i.e. competitive threats etc.) Discuss expectations of me Discuss my processes to ensure we "start on the same page". Discuss his/her goals. Discuss my goals Identify target accounts and together, establish a game plan to exceed goals. Identify key decision makers and any support needed from LMT etc *Investigate training available to me (internal/external) to improve my effectiveness. Study management guides. *Submit report on progress; by territory, and entire region. Stay professional A clear definition of my roles and responsibilities, delivered by my manager, will be essential – people know where they stand and what is expected of me and them. Better for someone else to spell out any new authority rather than doing it myself. Tell them honestly that in your new role, it puts you in an awkward position, since you were peers. Ask them to help you by working through the transition together. Meet with them all individually to discuss their goals and interests – how can these help contribute to team results - motivate them. Take charge when neccessary. Realise it is not you they have issues with but the message. Understand why they have this feeling. Explain why the decisions have been made (see the bigger picture.) Drive a change in mindset so they realise these changes are both vital and in their interests. Give up being liked by everyone all the time – eventually this will be replaced by respect. Establish a support network of strong mentors and coaches - successful managers who I admire and respect. Strengthen my position and be seen as a manager. Improved relationships with colleagues outside the sales team • Miles Roebuck, Sarah Carolan, Glyn Kennett, IT Support Taken on the responsibility of temporary sales manager and worked closely with other departments within organisation to improve CSAT scores, SLX housekeeping. Helped developed and assisted new staff into their roles • Stephen Pitcher, Matt Redman 60-90 Days *Begin to develop a network amongst fellow SMs / senior management. Tap into their experience and opinions and implement ideas and information that would make us more productive. *Evaluate successes / failures with AM. What is working well, things to avoid. Are we using our time wisely and is it focused. *New financial year – review what went well, what was less successful – do the same/differently in 2012/13 *Review first 90 days

Transcript: Interview Sales Manager of the Grand Cayman Marriott Beach Resort International The Bue culinary School 2010 was a great year for us, and our results are much better in Revenue Per Available Room, Average Daily Rate and in occupancy than in the last year SMERF Ms. Maria Laura Skec E-commerce to reach World Wide Get to service new and existing accounts to ensure repeat business approximately 8.5% of the overall revenue Solicit group business for the hotel; those give us more revenues. Grand Cayman Island for your attention! That I get to travel Social Networking Our major revenue group - business people. Maximize the occupancy and the average daily rate of the hotel

Transcript: Sales Manager Interview Mohammed Al Hnish Sara Al-Ward Sales Manager FAHAD DAFAA Sales Manager Interview Findings Interview Findings CUSTOMERS Customers Who are your customers? Most important customers Managing customers Managing Salespeople How do you organize your sales team Targets for salespeople El Dora Team SIZE OF SALES TEAM for Arabic speaking customers for English speaking customers Recruitment & Motivation Who is considered a demotivated salesperson? How do you increase motivation? Recruitment What do you look for when hiring? Motivation What do you like most & least about managing salespeople? Conclusion "What I like to see is that we make our customers happy over here and knowing that as a manager I did my best to satisfy our customers needs and wants and there is nothing I do like about it" Any advice for those interested in a sales management career? "My advice is as a sales manager is that you have to enjoy what you are doing and you have to appreciate making the customer happy as well, knowing that you have done your best and that’s my sort of advice that keeps me positive at all times"

Transcript: ACTION PLAN First meetings with local agencies Meetings with each agency Showing a new image focused on a better customer service relationship with our clients. Displaying that both Vicente and myself are going to be more involved, attentive and helpful. New Sales Manager Introduce myself to the agencies Daphne Overview of the boat Itineraries Deck Plan Cabins Grand Queen Beatriz Overview of the boat Showing new images of the new cruise Deck Plan Cabin information Itineraries Information about when we offer last minutes Presenting our products Strengths: What we are doing right Which tools they use the most Weaknesses: Where we are failing Why our products are not been sold Which tools they think we need What are our competitors doing that we are not Answer questions Promise that we will start working with their feedback to improve Listening to our clients What our clients think of us Unbranded websites Last Minute availability Updated pictures and videos Show the tools that we have at the moment for our clients Showing all our tools to make working with us easier Using Google, Tripadvisor, Facebook and direct information from our clients, to look for new business opportunities and get more market presence. New partners, we can work with Identifying new business opportunities Assessment of the feedback given by all stakeholders (local agencies, employees, suppliers, investors) Implementing changes from stakeholders feedback What changes can be made Implementing new tools Notifying our stakeholders about implemented changes 2nd contact with our clients to identify according to them our main competitors and get figures on Peak vs competitors. Compare our company and assess our position in the market Benchmarking Compare websites of competitors Mystery shopper to analyze competitors How our products are presented vs competitors Content Marketing Audit our clients to confirm that they have the right information from us in their websites Provide high quality videos and pictures and make sure that they use it Help to write articles about our cruises to promote in agencies blogs 5th Step Content Marketing

Sales Manager-Presentation

Transcript: Sales Manager Education Bachelor's degree Field experience as a sales representative two to three years of telesales experience Portfolio of sales goals and quota's Work Activities setting sales goals analyze data develop training programs work indoors monitor customer preferences plan advertising campaigns, and represent prepare budgets, and approve spending State median: 98,560 National median: 101,640 Skills and Abilities by: Lucia Serrano Interesting Facts presentations spending time with clients develop new goals distribute products resolve customer complaints 92% of all customer interactions happen on the phone. Over 50% of sales managers are too busy to train ,and develop their sales teams. Wages Preparation fghfjjgf

Explore our templates for more presentation inspiration

Resume-Blue

Description: Rise way above the stacks and stacks of two-dimensional paper resumes on the hiring manager’s desk with a Prezi resume template. Simply personalize this Prezi presentation template to create your very own “Prezume” and impress them with your dynamism, originality, and cool.

World Map - Atlas

Description: For program proposals, grant requests, or any other nonprofit or education presentation, this beautiful world map-inspired creative Prezi template will engage and captivate your audience. All Prezi education templates and Prezi nonprofit templates are easy to customize.

Creativity-Paint

Description: For grant requests, funding pitches, program proposals, or any other kind of education or nonprofit presentation, this Prezi template is the way to generate interest and momentum. Like all Prezi education templates and Prezi nonprofit templates, it’s easily customizable.

Best Creative Resume Templates to Customize | Prezi

Description: Stand far above the stacks and stacks of flat, boring resumes on any hiring manager’s desk with a Prezi resume template. Just customize this Prezi presentation template to create your very own “Prezume” and impress them with your dynamism, coolness, and originality.

Now you can make any subject more engaging and memorable

• The Science
• Conversational Presenting
• For Business
• For Education
• Testimonials
• Presentation Gallery
• Video Gallery
• Design Gallery
• Our Customers
• Company Information
• Prezi Support
• Prezi Classic Support
• Hire an Expert
• Data Visualization
• Infographics

Feb. 28, 2024

Feb. 27, 2024

Feb. 20, 2024

• Latest posts

© 2024 Prezi Inc. Terms

8 Steps to Ace Your Sales Interview Presentation

You’ve gone through the first formal interview and nailed it. However, now you’ve just received a call from the hiring manager that they want you to complete a sales interview presentation before you receive a job offer. As if the interview wasn’t nerve-wracking enough, you’re now asked to push yourself even further to achieve your dream job.

However, it’s pretty standard for roles to require an interview presentation because it tests the skills of their potential employees, so they know they’re investing in their ideal candidate.

Plus, depending on the role you’re applying for, this skill might be absolutely essential. Especially since 70% of all jobs involve some form of public speaking. Employers want to make sure that you’re able to perform the same way you interview.

In this article, we’ll deep dive into what an interview presentation is, how you can prepare and deliver a killer presentation, and the steps to take after the presentation.

What Is a Sales Interview Presentation?

A sales interview presentation is an opportunity for you to show your skills through a live demonstration. Whether this is a sales pitch or product, employers want to see how competent and confident you are speaking in front of others while presenting the information.

The sales interview presentation is a salesperson’s chance to prove themselves and their selling skills since that’s what they’ll have to do within their job duties. 

Asking the right questions, providing the best answers, and delivering an engaging sales pitch can all lead to success in this crucial part of the sales process. So if you want to get that job offer, here are eight steps that will help you ace your next sales interview presentation out of the park!

1. Understand What’s Expected from The Presentation

When you’re told that you’ll need to present a sales interview presentation, you’ll want to take the time to ask the hiring manager for some more information. 

• What are the sales goals? 
• What type of product will you be presenting? 
• How long should your sales presentation last? 
• Will you be able to use a digital display, or is this an informal speaking presentation? 

Make sure that you understand the audience for the presentation. This way you know the expertise level and knowledge they will have about the topic you’re presenting on. From there, you’ll be able to put together a presentation that fits your potential companies needs.

2. Add Visual Aids to Your Presentation

Visual aids can genuinely make the sales interview presentation come to life! Employers want to see how well you can communicate. Using visuals will only enhance your presentation and the amount of engagement on your proposal. However, it’s essential to know your audience and what type of content will hold their attention. For example, you don’t want to show funny images to a serious crowd.

Use a PowerPoint or  Keynote  with images that complement your message, data tables highlighting numbers and statistics, or even a funny meme. Anything visual should go on slides during your sales pitch, so employers get an idea of who you are as a sales professional. The more interactive your presentation is, the better it’s going to drive home what you’re saying at any given moment in time.

3. Make A List Of Go-To Questions

Presentations usually end with questions, so make sure you’re prepared to answer any inquires on your content. If you’re not confident in your sales skills, now is the time to brush up on some sales questions that might come up.

Here are a few examples of sales-specific questions you may be asked after your presentation: 

• What’s the key benefit or feature? 
• How does this product compare with our competitors? 
• When will it be available for purchase? 
• If someone buys one today, how much more could they save by making a larger order over a more extended period?

Being prepared with extra information will show that you can handle objections and questions without a problem.

4. Dress The Part

Wearing appropriate attire is crucial if you plan on getting through this part of the sales process unscathed. Of course, business attire is the best option, but it’s always better to be overdressed than underdressed.

Dressing well will also help you feel more confident and professional, making a sales presentation even easier to deliver confidently. Plus, if you’re interviewing for a sales position, then this should come as second nature anyways!

5. Practice Your Presentation Out Loud To Yourself

Especially when it comes down to public speaking, practice really does make perfect. So practice your sales pitch out loud, either in front of a mirror or preferably someone else who can provide feedback on your delivery skills and pointers that you may have missed during preparation. If something doesn’t seem to flow, change the wording or content to make it more exciting for your audience!

Ensure all of these elements are covered when you’re practicing: introduction, product information (including features/benefits), closing questions, and a call to action. You’ll want to give it your all to show how you can become a valuable asset to your future company, and being prepared helps you to do just that!

6. Prepare Your Notes

When you’re presenting a sales interview presentation, it’s essential to have your notes in front of you as well so that the information is fresh and easy to remember. In addition, this will make for a more straightforward sales pitch because there are fewer worries about forgetting key points or getting lost during the presentation.

The easiest way to prepare your notes may include writing them at the bottom of your digital slides, keeping content on your slides as a reminder, or writing on notecards.

7. Stay On Topic

When you’re creating your presentation, you want to ensure that you’re staying on topic and that you’re keeping your presentation as brief as possible. In addition, ensure that you’ve covered all of the sales points and have reinforced your main point at the end.

It’s essential to be concise because it will help keep your audience’s attention. They won’t get bored by a lengthy sales pitch or presentation, but if too much information is given, there may not be enough time for them to soak in what you’re saying, leading to frustration on both ends.

Consider the 80/20 Rule

You’ll want to ensure that 80% of your slides are informative and insightful, while 20% of your slides are challenging and thought-provoking. This will ensure that your sales pitch is appealing to most people who are listening while still challenging them to think about what you’re saying.

It’s important not to give away too much information or oversell anything. You want employers asking for more instead of falling asleep or tuning out your presentation. 

Delivering Your Presentation 

On the day of, you’ll want to make sure to arrive early to the sales presentation. This will give you time to check in, set up your PowerPoint or Keynote, and use the restroom if necessary before it’s time for your sales interview.

The  first few minutes of a sales pitch are crucial – they’ll help set the tone for everything that follows, so make sure you’re prepared mentally and emotionally as well as physically before walking into your presentation.

Make eye contact, speak clearly, and don’t be afraid to use your sales skills- they’re what got you this far! Some other tips you should remember during the day of your presentation:

• Stand up straight and tall with your arms at your sides, not crossed
• Keep a firm handshake
• Smile often! This will put the interviewer in a good mood.
• Don’t forget to ask questions to keep your audience engaged with your content.

If It Doesn’t Go Well: Don’t Panic! 

No matter what happens during sales presentations, don’t panic. If something unexpected happens or mess up, don’t worry- sales are full of surprises! Instead, take a deep breath, restart where you left off, and continue with your presentation.

Making a mistake doesn’t mean that you won’t get the job. Instead, it’s more important how you move forward from messing up. Don’t be afraid to apologize if you need to. You can even ask for feedback on how you can do a better sales presentation in the future from your interviewer.

What To Do After the Presentation 

After the sales interview presentation, it’s essential to follow up. Follow-up may include thanking them for their time and asking if they have any additional questions before you leave. They may even schedule a second sales demo with someone else in the company who makes the final hiring decision.

This is also an opportunity to ask about the next steps so that you know how long this process will take at the other end (and whether there are any potential issues). Following up can show initiative on your part as well, which might make all of the difference when it comes down to getting hired!

Get Your Dream Job by Shining During Your Presentation

If it’s not already evident by now- public speaking is no easy task. Especially when it’s to impress your future boss and co-workers. But, thankfully, there are plenty of ways that sales professionals and sales managers alike can make their sales pitch more effective. 

A few key points include:

• Practicing out loud.
• Preparing notes beforehand.
• Staying focused and concise during presentations (though not too much).
• Being professional during all phases of the job interview process and following up after any sales presentation opportunity.

Get Your Dream Job Today with Sales Recruiters Dallas Inc

If you’ve been searching for the right sales job for a while, you might not know where to find the perfect match. From searching for the right companies to creating resumes and answering the right interview questions, it can be hard to ensure you get your dream job. Thankfully at  Sales Recruiters Dallas , we’ve got you covered!

A sales recruiter can be your best sales ally for landing your next dream job. We dedicate ourselves to sales, so we know what sales jobs are available and the process involved in securing that sales position. With our deep industry knowledge of sales, we can help you with your resume or cover letter.

If you’re looking for your next career move, contact us today at Sales Recruiters Dallas , or  browse through open jobs  to find the position of your dreams!

About 5 mins

Learning Objectives

Commitment to customer engagement, one step at a time: the interview process, let’s sum it up.

• Challenge +100 points

Shine in Your Sales Interviews

After completing this unit, you’ll be able to:

• Share core disciplines of sales success.
• Detail the five steps of our interview process.
• Understand the key principles we’ll be looking for during the interview process.

Modern companies want to deliver a connected customer experience across channels and departments, bringing together traditionally siloed organizations like marketing, commerce, sales, and service. When they’re integrated, organizations benefit from a full 360-degree view of their customers. At Salesforce, you are selling that organizational transformation.

The best candidates can effectively share that vision. So now, take the time to show us you’ve got the right stuff. Help us learn all about your own sales process, including how you:

• Handle a monthly quota
• Run discovery
• Manage relationships with multiple stakeholders
• Overcome objections
• Negotiate mutually beneficial outcomes

Remember to be the most authentic “you” possible; use real-life examples of how you’ve already been a Trailblazer, addressing client needs to help them become a more successful company.

Now that you’ve been given a pretty good idea of what we’re looking for, it’s time to discuss the interview. All journeys are best traveled with a trusted map, and we’re able to help you anticipate each step along the way.

Step 1: Hiring Manager Interview

A phone call with a specialized Salesforce hiring manager is first. The conversation is focused on understanding your experience and potential impact, competencies specific to the role you’re interviewing for, and a bit more about our culture and team. The goal? To see if we’re a good fit for each other. Here are some tips to help make your phone interviews all they can be.

• Pick the right spot. Sit at a comfortable desk or table, where distractions are minimal.
• Research. Research our products, customer stories, and see what resonates with you. (But don’t feel like you need to spend hours memorizing our products.)
• Bring your questions. Come at us with multilevel questions demonstrating a true interest in our organization and the role itself.
• Check out your interviewer on LinkedIn. Get familiar with your interviewer’s background and experience.
• Prepare to take notes. Not only does taking notes help recall discussion points post-interview, but it also prompts you to be inquisitive and attentive.
• Stay upbeat and positive. Are you smiling? It might be a phone interview, but smiling actually impacts your tone.
• Tailor your responses. Think about how to effectively describe your experiences to a sales leader, in a way that resonates.

Step 2: Panel Interview

Next, we often conduct a panel interview. This allows us to learn a bit more about how you think, and to brainstorm on business solution concepts.

Pro tip: Bring a copy of your resume for each person on the panel, so that they are able to reference or refresh an understanding of where you’ve been… and where we can go.

Step 3: Sales Presentation

Storytellers welcome! The next step of our interview process determines your knack for great communication, and assess your ability to competently share relevant information; think of it as a pitch for your future at Salesforce. Tell us why your unique experience, background, and skills have all combined to make you the perfect candidate for the Salesforce sales team. Remember to open strong and close even stronger. Don’t forget to make eye contact and to dress for the occasion.

We are looking for you to demonstrate a number of skills during the presentation exercise, like an ability to articulate business value.

Regardless of industry, sales volume, or location, we have a number of positions that might be just the right fit for you. We enable our employees to do some pretty amazing things, and we hope you’re ready to head into the interview process with an informed expectation of what we’re looking for and, more importantly, how you can wow us. Now, let’s get this show on the road—the world awaits!

• Webinar:  Get Your Grit On
• Trailhead:  Sales Cloud Essentials Basics
• Trailhead : Sales Territories and Forecasting
• Trailhead: Public Speaking Skills
• Blog :  7 Sales Skills That Can’t Be Taught
• Get personalized recommendations for your career goals
• Practice your skills with hands-on challenges and quizzes
• Track and share your progress with employers
• Connect to mentorship and career opportunities

Sales Presentation for Interview: The Dos and Don’ts

• July 31, 2022

When I was first starting out in sales, I remember being so nervous about giving a sales presentation for interview. I would practice over and over again, but as soon as I got in front of the room, all my carefully rehearsed words would fly out of my head.

If you’re feeling similar nerves about an upcoming sales presentation for interview, don’t worry – you’re not alone. With a little bit of preparation though, you can deliver a killer presentation that will impress your interviewer and land you the job.

Here are some dos and don’ts to keep in mind when preparing for your big day.

What is a Sales Presentation for Interview?

A sales pitch is a chance for you to demonstrate your selling skills.

A sales interview presentation is a great way to show employers your confidence and competence in speaking about a product or service. By preparing and delivering a well-organized presentation, you can demonstrate your ability to communicate effectively and engage with an audience.

A sales interview presentation is an opportunity for a salesperson to demonstrate their selling skills. This is important because selling is a key part of the job.

A sales interview presentation is a key part of the sales process. It allows you to ask the right questions, provide the best answers, and deliver an engaging sales pitch . By preparing for this important step, you can increase your chances of success.

If you want to ace your next sales interview presentation, here are a few steps that will help you get the job offer!

Personality and Professional Image

A huge part of making a successful sales presentation is how you conduct yourself. Building rapport with your prospect, engaging them, and exuding confidence are all important.

When you’re dressing for an interview, it’s important to look professional and put together. Business formal or business casual attire is typically expected, and wearing a hat or lounge clothes can be deal-breakers.

When participating in a video call with potential employers, it is important to be aware of your surroundings and what will be visible on camera. If possible, situate yourself in a professional setting or have your background blurred to avoid any distractions.

Designing The Presentation

Build your own presentation. Don’t be one of the 25% of businesses that use outdated presentation templates.

When you’re creating your presentation, keep in mind that your audience will appreciate a shorter, more concise presentation. The average attention span has decreased from 12 minutes to just 5 minutes over the past decade, so it’s important to make your point quickly and effectively.

Business managers have limited time and may not have the attention span to sit through another presentation or report.

Citing facts is a great way to get someone’s attention, but you need to make sure they’re from a reliable source. While Wikipedia articles can be useful, they can often be edited, so it’s best to use another website.

Visuals are an effective way to convey your message as they are processed by the human brain 6,000 times faster, and are 6 times more memorable than words.

A helpful tip is to limit the information on each slide to three key points. This will make it easier for your audience to understand and remember the points you are trying to make. Introducing each point one at a time will also help with this.

Avoid using many slide decks as this can be a distraction.

After you have completed writing your presentation, it is time to practice. Get colleagues, friends, and family to listen to your presentation after you have memorized the script. This will help catch any errors you may have missed .

They might find mistakes that you missed.

After your practice sessions, ask your audience to quiz you. They should ask tough, probing questions.

This will help you be prepared for anything that is thrown your way during the presentation so that you can stay confident and on track.

Steve Jobs was a master at giving presentations. His audiences would often give him standing ovations at the end of his talks.

Although he was a master of presenting, Steve Jobs would still practice his script for an average of two full days before going on stage. It can be difficult to put that much effort into practicing, but if you can manage to practice for a few hours, you will see significant improvements in your performance.

Preparing for Your Mock Presentation

A great way to prepare for a mock interview is by sending a pre-interview email to the interviewer that confirms the time of the meeting, the topics of discussion, and the goals of the conversation.

Before you begin your presentation, it is essential that you have done your research. Familiarity with the company’s culture and the content of your presentation will help to ensure that you are choosing a relevant company and buyer persona.

Your presentation is what your interviewer is going to be watching. These are some pointers to keep in mind when making your presentation look clean and polished:

• 5-10 slides maximum
• Consistent company theme: logo, color palette, imagery
• Have a clear agenda
• Minimal wording

The most important step before a mock interview is to prepare. Know everything about your upcoming presentation and be able to answer any question that the interviewer throws at you.

After you feel that you’ve rehearsed enough, continue to rehearse. This will allow you to smoothly and naturally flow through your pitch.

Delivering a Great Sales Presentation for Interview

On the big day, make sure to arrive 15 minutes early. This should give you enough time to check in, set up your presentation, use the washroom, and do anything else before it’s time to meet with your interviewer.

The first minutes of a sales presentation are extremely important. Make sure you prepare both mentally and physically before walking in.

Remember to keep making direct eye contact, and speak in a clear, confident voice. Your sales skills are what have gotten you to this point, so use them to your advantage!

Stand up straight with your arms at your sides , give a firm handshake, smile often, and ask questions to keep your audience engaged .

Discovery Questions During Sales Presentation for Interview

Start your meeting with a few discovery questions that help to uncover a prospect’s needs.

Questions you can ask include:

• What problem are you trying to solve ?
• What are your goals?
• When do you need to achieve these goals?
• What is your budget?
• Who is involved in the decision ?
• Are you exploring other options?
• When are you planning to make this decision?
• How can I help make this easy?

Making Your Sales Presentation for Interview

During the pitch, make sure you demonstrate the knowledge you have of the products, the company, and the competitive environment. Be prepared with high-level information on what differentiates you from the competition.

When educating customers, it is important to be focused and succinct in your presentation in order to avoid lingering on one topic .

Use the answers you discovered during your research to incorporate into your presentation. Also, be prepared to address any objections to your proposal.

If you are unable to answer a question, do not try to fake it. Simply refer them to someone more knowledgeable or offer to send a reply in a follow-up email.

If It Doesn’t Go Well: Don’t Panic!

No matter how your sales pitch goes, never fear – there’s always something unpredictable in sales!

If it doesn’t go well, don’t panic! Take a deep breath and restart where you left off . You can do this!

Just because you made a mistake doesn’t mean you won’t close a sale. What’s important is how you recover from it.

You can always apologize if you need to and ask for feedback on how you can do a better sales presentation in the future .

Close The Meeting

End your presentation by summarizing your key points and discussing the next steps. Schedule a follow-up meeting to discuss them.

Don’t just leave without a plan for your next interaction with that prospect.

Post-Presentation Feedback

After your pitch, be prepared to receive feedback from your prospect. Be open to their suggestions, and thank them for their input.

If you’re asked for feedback from someone, be as honest as possible. Don’t overpraise yourself, but don’t undersell yourself either.

Send a thank-you email to the prospect that summarizes the conversation you had with them.

When conducting sales demos, you don’t need to have a deep understanding of the product or solutions. Instead, the focus should be on how you demonstrate, how you engage, and your commitment to the interview.

So, don’t worry about not having an in-depth knowledge of the product or service. Just be enthusiastic, and let your natural personality shine.

Conclusion: Sales Presentation for Interview

When it comes to giving a sales presentation for interview, there are some dos and don’ts that you should keep in mind. By following these tips, you can deliver a killer presentation that will impress your audience.

Share this:

• Click to share on Twitter (Opens in new window)
• Click to share on Facebook (Opens in new window)
• Click to share on LinkedIn (Opens in new window)
• Click to share on Reddit (Opens in new window)
• Click to email a link to a friend (Opens in new window)

More Posts:

B2B Network Social Business Bill of Rights

Too many B2B network marketers see social media as just another marketing channel, when in reality it is so much more. Social media has surpassed

Cloud Computing vs. SaaS | Mass Cloud Customization

Cloud Computing vs. SaaS Salesforce.com is a successful SaaS company that has taken the idea of mass cloud customization to new heights with their Force.com

What is Annum? The Answer Might Surprise You!

If you’re wondering “what is annum,” then you’ll be surprised to know what it means. This article explains it and how to use it in

SaaS Metrics: How Viral Growth Trumps SaaS Churn

SaaS Metrics: Everybody wants their startup to be successful. The goal of this post is not to complicate the theories behind viral growth, but instead,

Send Us A Message

Discover more from saas partners.

Subscribe now to keep reading and get access to the full archive.

Type your email…

Continue reading

• Customer Favourites

Sales Manager Job Interview

Powerpoint Templates

Icon Bundle

Kpi Dashboard

Professional

Business Plans

Swot Analysis

Gantt Chart

Business Proposal

Marketing Plan

Project Management

Business Case

Business Model

Cyber Security

Business PPT

Digital Marketing

Digital Transformation

Human Resources

Product Management

Artificial Intelligence

Company Profile

Acknowledgement PPT

PPT Presentation

Reports Brochures

One Page Pitch

Interview PPT

All Categories

• You're currently reading page 1

Stages // require(['jquery'], function ($) { $(document).ready(function () { //removes paginator if items are less than selected items per page var paginator = $("#limiter :selected").text(); var itemsPerPage = parseInt(paginator); var itemsCount = $(".products.list.items.product-items.sli_container").children().length; if (itemsCount ? ’Stages’ here means the number of divisions or graphic elements in the slide. For example, if you want a 4 piece puzzle slide, you can search for the word ‘puzzles’ and then select 4 ‘Stages’ here. We have categorized all our content according to the number of ‘Stages’ to make it easier for you to refine the results.

Category // require(['jquery'], function ($) { $(document).ready(function () { //removes paginator if items are less than selected items per page var paginator = $("#limiter :selected").text(); var itemsperpage = parseint(paginator); var itemscount = $(".products.list.items.product-items.sli_container").children().length; if (itemscount.

• Business Plan Word (50)
• Business Plans (6)
• Business Slides (536)
• Circular (30)
• Cluster (8)
• Complete Decks (21)

In this section

Second Interview Presentations

It is the norm to be asked to prepare a presentation at the second stage for a sales vacancy. Often a topic is already requested but more often than not the topic is ‘Why are you right for the job?’

I would go so far as to say that a good discipline is to prepare a second interview presentation along these lines, even if you haven’t been asked to prepare one. The effort in putting together a presentation that matches your quality, skills and experience against the job requirements will give you the edge on the day and will really make you think that you are making the right decision in joining this organisation.

It shouldn’t take any more than two hours to put together and will be there to turn to if the meeting really isn’t going in the direction that you had planned.

If you've gotten ahead of yourself and perhaps need advice on first interviews, you can have a look at all our advice on 'how to WOW at a first interview' .

GOLDEN RULE: However, an absolute DON’T is to use your presentation as a ‘safety blanket’ when you haven’t been asked to prepare one, i.e. Interviewer: ‘How do you expect to penetrate into the following markets....?’ You (tucking into your briefcase) ‘well I have a presentation here, that.....’ ONLY use the presentation during the meeting as a last resort.

What the presentation should be short (no more than ten minutes if you have to deliver it) and no more than ten sheets or slides). It should contain:

Why you want to work for the company – key facts, direction, etc.

Why you want this particular job – the opportunity, etc.

What benefits you can bring to the company – experience, strengths, values, etc.

Your training and development requirements to succeed

Why you are the right person for the role

You may also want to include how you would plan, your approach, how you would structure your working day/week/month/quarter.

How you would impose key performance indicators upon yourself to attain and exceed targets.

GOLDEN RULE 2: The employer knows their business better than you. Keep it general, don’t quote specific accounts that you could bring to the company, the account values, etc.

GOLDEN RULE 3: Always take at least three printed copies of your presentation to the meeting and hand them out at the end. The adage of remembering just 25% of what you’ve heard after 24 hours is true and most hiring decisions are made after a period of deliberation that is typically 24-48 hours. Your presentation document just might have the memory trigging tags to make the decision swing your way!

Obscure second interview questions

You may be asked to prepare a presentation with a title such as ‘The features and benefits of a ping pong ball’ or ‘Nature or Nurture, what is more important?’ or ‘You work for a paperclip manufacturer and you have to sell the features and benefits of a paperclip’ (all of the three detailed here are factual cases!)

Why do employers do this? It may appear churlish but it’s a demonstration of lateral thinking, willingness to go the extra mile, creative thinking, negotiation, commercial flair and above all salesmanship. It's also a test of commitment to the job - how much effort will you put in to 'land the deal', are you prepared to ‘jump through the hoops’! 

If you fancy a list of common interview questions, we've assembled a list of the most common interview questions here .

Obscure Presentation Example: The Paperclip Presentation

As an example I’m going to use ‘You work for a paperclip manufacturer and you have to sell the features and benefits of a paperclip’ (which incidentally, is the standard second interview presentation for a major household FMCG brand).

Many treat the presentation as a game and present it as a game and make it fun and light hearted - they invariably don't get offered the job. Others put together a jazzy presentation on paper clips, their variety of uses and pitch accordingly. Where they fail is that unless you understand the need you can't sell anything – the adage of ‘diagnosing the illness before prescribing the medicine!’

A perfect way of executing this exercise is as follows and please tune it accordingly to the ‘obscure presentation’ that you may have been asked to prepare!

First off. Enter the meeting. 'Thank you very much for inviting me here today to discuss your urgent paperclip requirements. I understand from our discussions last week that today you are looking to agree a preferred supplier of paperclips and I understand that Ben, you are the Group Purchasing Director and Fred you are the, Group Finance Director. I also understand that you are looking to make a decision on a supplier today – is that correct?’ (by doing this they cannot use the objection of - we're not the right person, we're not in a position to make a decision today, etc'.)

Start the presentation with an overview of ‘Paperclips 'R' Us’ (or whatever) - history, services - holding stock, 3 day delivery, ability to supply volume, quality of product, ability to bespoke to need, etc.

It's imperative that YOU ask THEM early on 'what is your budget' - then you might find that you can easily sell to them on price.

Collect a handful of different types of paper clips (shapes, styles, colours), etc.

Ask them to touch the product (you can’t beat a kinaesthetic sale!)

Paint a couple, put tippex on a couple, wrap some coloured tape around some – whatever – I know it sounds somewhat strange but going this extra mile will make the difference!

Then probe to understand their needs - prepare 15 or so questions around the type of paperclip that they require, the volume, added value services, etc.

Prepare a slide per type of paperclip so that you can go into the detail of their preferred clip and skip past the ones that aren't right for their need and explain why

If asked price answer something like - 'I know that price is important to both of us but can we park this just for a moment until I fully understand your needs. I am confident that I will be able to propose a price that is both attractive and works for both of us'

Then pitch the product - the features, examples, benefits of the paperclip that is the solution to their need (have a brainstorm with yourself about exactly what benefits there could be – the amount of paper it can hold, flexibility, uniqueness of the colour, etc. think of every imaginable feature and benefit!)

Then ‘semi close’ - Do you agree that this is the right paperclip for you? Are there any further features that they would like you me to detail? What do we have to do to make the deal today?

Prepare bartering chips other than price - stock holding, delivery time, volumes, payment terms, etc - if you negotiate down on price ensure you give nothing away and always get something in return. Remember, negotiation is where both parties leave happy and it’s a win-win - not where one is battered on price, that’s called discounting!

If you are getting nothing but positives then close it down

Get agreement to product, volume, additional required services, total cost, etc.

Go one step further and pre-prepare an order form - get it out of your briefcase and get them to sign it on the spot!

If they don't agree to this as a minimum get agreement to the next meeting and an agenda for what you will propose - i.e. you'll go back to your R&D department to bespoke accordingly, you'll look at cheaper raw materials to get the price down, etc.

Pre-prepare a price list so that when you get their signature on the dotted line you can detail how well you negotiated to secure the deal!

Remember never give anything away for nothing - everything is tradable and barter accordingly to secure a price and service that is right for both parties!

Go the ‘extra mile and a half’ by creating a logo for the paperclip business, an order form, business card, price list - it'll only take an hour or two but could really make the difference between you and the other interviewees.

Thank them for their time (and their business); close the meeting and job done!

As you can see we have now taken a somewhat trite and childish presentation title into a 'full on' business pitch. This approach will demonstrate how you will succeed in their organisation by questioning, understanding needs, pitching product, negotiating, closing, etc.

Good luck with putting together your second interview questions and we hope that you found this useful!

Second Interview Presentation Video

Navigate our Second Interview Advice

by clicking the following icons:

Second Interview Research

Wow At Second Interview

How To Close At Second Interview

• How to WOW at Second Interview
• Researching for Second Interviews
• Second Interviews - How to Negotiate Salary Package
• How to Close at Second Interview
• Great Tips for Second Interviews
• Second Interview Presentations Video
• How to Follow Up on an Interview
• How to Wow at Second Interview - Video and Transcript

Date published: 28th February 2024

Submit your CV

Take the first step towards your new role today

Search jobs

With hundreds of jobs available, now is the time to look for your perfect position

by Simon Bonner

Associate Director

About the author

Simon Bonner

With over 25 years in B2B sales and recruitment, Simon is an English Graduate from UEA and specialises in recruiting commercial and FMCG sales positions. Simon joined the sales recruitment industry in 1998 before progressing into field sales and returning to recruitment in 2015. As an Associate Director, Simon is well placed to understand the needs of clients and candidates' needs, having spent ten years selling electronic security and managing National Accounts within OEM manufacturers and distribution channels. An avid Luton Town football fan, Simon dotes on his two daughters and enjoys keeping fit, socialising, food and wine.

Please call us to discuss your next move

Milton Keynes

01908 061 400

01543 509400

01454 320400

0113 243 4400

Remote Sales Development Representative - Tech Industry

Up to £35000 per annum + Uncapped Comms

Business Development Executive - Remote

Service Team Manager

Up to £35000 per annum + Pension + Quarterly Bonus + Progression

Northamptonshire

Territory Sales Account Manager

£44000 - £45000 per annum + + Bonus + Car + Excellent Benefits

Trainee Account Manager

£25000 - £28000 per annum + Bonus, Pension, Benefits, Progression

Customer Service Executive - Software

£30000 - £31000 per annum

South West London

Sales Account Manager. Hybrid

Up to £28000 per annum + Bonus + Benefits

Weston-super-Mare

Account Manager

£45000 - £50000 per annum + Bonus + Excellent Benefits

Cambridgeshire

Buckinghamshire

From our blog

How Much Does Your Commute Cost?

How To Advance and Enhance Your Career When You Are Working Remotely

How to Introduce a Competency-Based Approach into Your Recruitment Process

How to Prepare a 90 Day Business Plan Presentation

How to Evaluate Sales Professionals

What to Wear to a Sales Interview in the Post-Covid Era

Our employers say...

Giles is highly professional and was a pleasure to work with. He achieves excellent results through his personable skills and tenacity. I have no hesitation in recommending Giles to anyone who considers employing his services.

Commercial Director, G4S Government & Outsourcing Solutions

Very professional service and will certainly be in contact for future recruitment.

Director, Blakedown Sport & Play Ltd

We were impressed not only by the quality of candidates you found for us but also the level of information, preparation and qualification you put into the process. You continually kept us informed of each person’s feelings about the process, which is very important but often overlooked. I am looking forward to working with your company again in the future.

Commercial Director, Incentive Facilities Management

George is a joy to work with, and I'd recommend him to anyone seeking that unicorn hire - he found me mine, and I'm delighted!

Director, Education Support

Since joining DSGi, Rob has been a supplier of permanent staff and has performed to an extremely high standard, successfully filling 98% of roles he has worked on. If anyone is looking for a good sales and marketing based consultancy with an informal yet professional approach, I would recommend Rob.

Senior Recruitment Consultant, DSG International

Thank you for your dedicated help during the recruitment process - we came to you after unsuccessfully searching elsewhere, and hired, not one, but two! Quick response times, and a really personal approach, without being pushy.

Managing Director, Accora Ltd

I have used Aaron Wallis to fill a number of our Sales Development Manager roles and I have found them to provide a very professional service. I will use their services again in future recruitment campaigns.

HR Business Partner, Greene King

Really good service. Just the right amount of contact and easy to deal with.

HR Manager, Zircon Software Ltd

Giles Phillips is a rare find in the minefield of sales recruitment; an honest and thoughtful recruiter who considers the needs of both the client AND the candidate to create perfect role matches. I look forward to working with him again in the future.

Marketing Director, City of London Police

In an industry where people over promise and under deliver, Rob and his teams have consistently provided a high-quality service. It is great to deal with someone that has an excellent understanding of UK industry, and a passion for sales.

Sales Manager, TR Fasteners

George is a rare find in the world of recruitment - communicative without being pushy or over-bearing. He listens and understands what the customer needs as gets to know the business to ensure he provides fully competent candidates who fit.

HR Manager, Big Dug

Rob is a true recruitment professional that goes the extra mile that I have never experienced from any other recruitment agency before. If you need sales people call Rob or someone in his team, as they really are experts in sales recruitment.

Sales Director, Inside Business

I really liked the YouTube presentations which made the service seem both simple and accessible. The company came to see me, and my management team, at short notice to present their service and I liked the support and advice that I received about maximising the results from the applicant.

Managing Director, Leisuresec plc

As always we were extremely impressed with Rob's understanding of the role and our specific needs.

Managing Director, Speck & Burke

I have always found Rob to be very knowledgeable about our industry sector, and it is refreshing to see after all of these years that Rob continues to quickly and accurately understand my requirements.

HR and General Manager, THK

Aaron Wallis has continuously provided us with suitable candidates that have been proactively sourced. Having used countless recruitment companies, Aaron Wallis are the only company that I can count on to deliver.

Managing Director, JARK Healthcare Recruitment

Generally good standard of candidates. Especially liked the personality profile. Overall good value for money and will certainly use you again.

Managing Director, Medicash

I found Aaron Wallis to be very professional and efficient, taking time to understand the role and the type of candidate we were looking for. The candidates they put forward met our criteria and were of a high standard. The service they provided was exemplary and I would have no hesitation in recommending them, and will certainly consider using them again in the future.

HR Assistant, Fischer Connectors Ltd

Rob’s knowledge of the recruitment industry and his thoughts and how to make it better for his clients have always been eye opening. I would recommend Rob to anybody who is looking for a professional, knowledgeable and flexible recruitment specialist.

CEO, Friday Ad Online Services

Understood the type of person we were looking for and good follow ups - not too frequent.

Managing Director, bigHead Bonding Fasteners Ltd

I can't fault Sam or AW! Sam was a pleasure to work with and provided great support from the start. Sam always provided me with timely updates when required and provided outstanding candidates!

Director, Waste Managed Ltd

Sophie did a great job at understanding our business and our needs, she is extremely professional and we hugely benefitted from her experience and expertise.

HR Manager, The Data Privacy Group Ltd

George came recommended by a colleague and has been a pleasure to work with. He was great at updating us on his progress and ensured a great experience for both client and candidate.

HR Manager, Annapurna Recruitment Ltd

I could not suggest anything I would like you to do better. The service you provided materially exceeded my expectations. I would especially like to commend Simon Bonner; he is easily the best recruitment consultant I have ever dealt with. I particularly valued his advice and guidance throughout the recruitment process. 

UK Sales Manager, BTS Holdings Limited 

We appointed Aaron Wallis in February and the successful candidate, out of the six which Aaron Wallis introduced, was able to join Alphametrics before the end of April. The whole process took less than three months. I would recommend Aaron Wallis' services to others without hesitation.

Chief Financial Officer, Alphametrics

I just wanted to thank you for your help with our recruitment process which went very smoothly and has – we hope – found us just the person for the job!

Managing Director, Citrefine International Ltd

Thanks for all your help during the recruitment process. I have been extremely impressed with Aaron Wallis especially when compared to other agencies we have dealt with. I really felt you grasped the type of person we required and found strong candidates.

UK Sales Manager, Nexcom

More info on our sales recruitment service

Our candidates say...

Darren at Aaron Wallis was really encouraging and helpful. He was very responsive and regularly made phone calls to explain the job opportunities available, and guided me through the application process.

A. Brown, Candidate

Managed to get me placed within a week! Really friendly and easy to deal with. Always available for a call and my biggest challenge was I was in work at the time I was looking for my next opportunity (which is stressful) but Sam made that easy.

P. Fitzsimons, Candidate

Good swift process with Aaron Wallis, informative regarding the role and the process was moved at a good pace with healthy interaction. Would recommend them to anyone pursuing a change.

S. Bartlett, Candidate

Professional and responsive from start to finish. I would highly recommend. Special thanks to Sophie J for her help and support throughout.

N. Leney, Candidate

Aaron Wallis (and in particular Rob Scott) have been fantastic throughout the recruitment process, and even a few months down the line, still continues to care. Rob clearly cares about each individual and has a wealth of knowledge and expertise, which shows in the work he does. Each candidate is not just a number, and the support received from Aaron Wallis has helped me get a career which I truly enjoy.

M. White, Candidate 

Sophie contacted me about a role explained the details clearly and made sure I was ready for the interview. She kept in touch every step of the way till I started the job. Thank you Sophie for a great experience.

S. Powell, Candidate

I had a very good experience with Aaron Wallis. The company itself is offering great content for all things related to the hiring process. I definitely recommend.

J. Ostermeier, Candidate

Sophie has been fantastic and always so attentive, highly recommend.

T. Ashbourne, Candidate

Fantastic service, helped me find my ideal job quickly and smoothly. Would highly recommend them.

C. Caine, Candidate

Aaron Wallis Sales Recruitment are a very friendly and professional recruitment organisation who listen to your needs, work with you and act on your behalf which sets them apart from many of their competitors who in my experience are willing to throw anything at you. We discussed my history, my preferences and my wishes - one opportunity was introduced. It was perfect. I start at the end of June.

R. Buckley, Candidate

Wanted to say a huge thank you to Simon Bonner who has just helped me secure my new role. He was one of the most professional recruiters I have ever worked with he was supportive really quick at replying and really put me at ease.

J. Marcinkiewicz, Candidate

When talking with Simon you felt relaxed cared to help you find a position that suited your needs

D. Pinder, Candidate

I would highly recommend Aaron Wallis Recruitment, Darren was extremely helpful and provided me with plenty of advice and support throughout the whole process.

D. Bretherton, Candidate

The staff at Aaron Wallis were fantastic. Throughout the process, they maintained excellent communication and I always knew where I stood.

M. Owusu, Candidate

Sam was by far the most professional and helpful of any individual I've ever dealt with through a recruitment agency. He was supportive and thorough throughout the process. He definitely goes the extra mile for you. A pleasure to deal with. I would highly recommend him. An asset to Aaron Wallis

M. Wyer, Candidate

George above and beyond to make sure I had everything I need to secure my new role. Outstanding Professional.

A. Kirkland, Candidate

The most professional recruitment agency I've ever worked with. Robert Scott was extremely proactive and send me a detailed briefing before each interview, ensuring I was well prepared.

D. Bermant, Candidate

Friendly, proactive, communicative. Overall a really positive experience.

R. Houston, Candidate

I had a great experience. Helped me every step of the way to get my new job. Sophie was very polite, kind and helpful!

J. Parnham, Candidate

Very polite and friendly and was very helpful finding me my next new role.

K. Craggs, Candidate

I had the absolute pleasure of working with George Humphries on finding a placement best suitable for me.

A. Van Der Mescht, Candidate

A great recruitment company to work with. Excellent experience with Aaron Wallis through the entire recruitment process. The team was really professional and extremely helpful. Darren was a pleasure to work with. He was friendly, supportive and gave me great advice. Thank you very much!

A. Bauchet, Candidate

The detail put into the preparation for interviews and the detail of the job description was first class. Rob and Simon in particular are amongst the best I've ever dealt with.

K. Peacock, Candidate

Aaron Wallis is an outstanding recruitment agency specialising in high calibre sales positions. I was working directly with Darren Dewrance who went above and beyond my expectations in sourcing me my perfect role. I was kept in regular communication with Darren and he worked extremely hard to secure my dream job. Highly recommended and Thanks Darren for all your expertise and hard work.

R. Sealy, Candidate

Excellent experience. Knowledgeable staff and really went the extra mile. Found my ideal position and I couldn't be happier. Special shout out to Sam and George: who made the process smooth and easy for me. Highly recommend.

K. Pearce, Candidate

Wanted to say a huge thank you to Simon Bonner who has just helped me secure my new role. He was one of the most professional recruiters I have ever worked with.

George is a fantastic recruitment agent and provides a great service. It was a pleasure I thoroughly recommend George to anyone.

C. Beaugie, Candidate

Perfect from start to finish. Simon deserves a shout out. Best recruiter there is. If you need a job, this guy will get you one. He's like the super man of recruiters. Top man, can't recommend him enough.

M. Crisp, Candidate

Less than two weeks after joining Aaron Wallis I was offered my new job. I got a £10,000 rise in my basic salary, car allowance, a laptop and many other perks, which will help to further my career. I definitely would not have found my dream job without the help of Aaron Wallis.

C. Hoy, Candidate

Sophie helped me secure a new role I have been searching for. She took her time to explain clear and concisely all I needed to succeed at the interview stage. Thanks again Sophie!

O. Oladejo, Candidate

Rob was really helpful when I was putting together a presentation for the second stage interview. Overall their communication was great and kept me updated of any progress

J. McGrattan, Candidate

The Recruitment agent I used, Simon, was extremely helpful and really went the extra mile to ensure all of my questions were answered, and that I felt as comfortable and prepared as possible. Very professional company and would definitely recommend to others. Thank you Aaron Wallis!

A. Callaby, Candidate

For anyone looking for work, I can't recommend Aaron Wallis highly enough.

C. Rockliffe, Candidate

Simon was knowledgeable on his clients history, background and what their requirements were and he worked around time zones, holidays and a pandemic to get the right result.

J. Tooze, Candidate

Very good advice and support was given during the course of the interviewing process. Potential job seekers would be well advised to use this company whilst looking for their new career.

R. Speakman, Candidate

I would highly recommend thank you to Darren for helping me secure my new job role! Excellent service all round!

G. Thompson, Candidate

I have to say using Aaron Wallis Recruitment has been nothing but an absolute pleasure. I've used many agencies over the years as the client and the candidate and its not always been a pleasurable experience!

L. Knowles, Candidate

The service provided by Aaron Wallis has been just great. I was constantly informed about what was going on with the process interview and the agent has always been supportive and kind to me.

L. Colagrossi, Candidate

I have to say coming across and having dealings with Aaron Wallis proved to be very successful. Being highly experienced did not seem to count for much during my job search bit a conversation with Robert Scott gave me a real confidence boost and enabled to get a position at the age of 63. Great service!!!

D. Burgess, Candidate

Fantastic customer service, communication was brilliant, happy polite people to talk to, made everything a lot easier and smoother. Thank you for all your help getting me back in the work force, Keep up the good work :-)

K. Everitt, Candidate

I can honestly say that the time and expertise you gave me was way beyond any other recruitment consultant I dealt with. You are a rarity in your industry.

S. Akers, Candidate

Excellent service, very professional and friendly, would and have, recommended Aaron Wallis.

E. Heley, Candidate

George Humphries was a complete professional at every point, from our first phone conversation to his “good luck tomorrow” text on Sunday before I started in my new role.

E. Fry, Candidate

35 Sales Manager Job Interview Questions

Published: March 09, 2023

Most sales managers begin their careers as individual sales representatives, but a sales manager’s job differs dramatically from that of a rep.

When hiring, it’s essential to have the right sales manager interview questions to help identify candidates who are ready to take on new responsibilities and begin managing a team.

Hiring a sales manager can be challenging, but we’re here to help. Read on for a list of sales manager interview questions to help you discover reps who shine with managerial potential.

Table of Contents

General Sales Manager Interview Questions

• Questions About Sales Experience

In-Depth and Behavioral Interview Questions for Sales Managers

• Tell me about yourself.
• What do you think are the necessary skills and qualifications for success here?
• Why do you want to be a sales manager?
• Why do you want to work in sales?
• How would the top performer on your sales team describe you?
• How important is money to you?
• How comfortable are you with data analysis?
• What do you think it takes to be a good leader?
• What does a good manager need to do within this organization?
• How do you approach setting goals?
• How would you explain what [company name] does to a person unfamiliar with what we do?
• What qualities make you a good manager?
• How comfortable are you with technology?
• What do you like and dislike about the sales process? How comfortable are you with upholding it?

Free Sales Interview Kit

Find, interview, and hire exceptional salespeople who will exceed quota every month.

• Sales Interview Questions
• Job Description Templates
• Candidate Scorecards

You're all set!

Click this link to access this resource at any time.

1. Tell me about yourself.

This is a vanilla question. But the answer can be illuminating. Dan Tyre , a 30-year sales veteran and HubSpot director of sales, says, "If they spend the whole 25 minutes talking about their experience or complaining about past teams, that tells you everything you need to know."

Pro tip: Look for concise, positive answers that touch on their experience and what led them to apply for this position.

Example Answer

"I am a results-driven sales professional with over 10 years of experience in the industry. Throughout my career, I have consistently exceeded my sales targets and was recognized by my team for my ability to build strong relationships with customers.

Outside work, I enjoy staying active and volunteering at a local animal shelter in my free time."

2. What do you think are the necessary skills and qualifications for success here?

This straightforward question should reveal your candidate's understanding of the skills and mindset required to handle the job.

Pro tip: You want to ensure their answer aligns with your organization's culture and goals, but generally, a sales manager will need excellent communication skills, leadership prowess, and a penchant for data analysis.

"I believe that the necessary skills and qualifications for success in this role include strong leadership skills, excellent communication, interpersonal abilities, the ability to analyze and interpret data, and the ability to adapt to changing market conditions.

In addition, it is important to deeply understand the company's products or services and the industry in which it operates."

3. Why do you want to be a sales manager?

Every candidate should expect to field this type of question in an interview. You should look for an honest answer that shows the interviewee has done their homework on your organization and shows genuine interest in the position and your company.

Pro tip: This is a great time for candidates to bring up a real-life example showing their leadership prowess and their desire to become a sales manager.

“I’m excited about your company's product, and the company culture is also a huge draw. In my previous position, I found the most fulfillment in working within a sales team and understanding team members' personalities, strengths, and weaknesses to create a cohesive unit.

Accordingly, I’d love to apply my leadership experience at your organization to help empower sales teams.”

4. Why do you want to work in sales?

What is it about sales that motivates and excites the candidate?

You should look for candidates who provide an example or real-life story about where their interest in sales began. Did they start as a first-time rep and create a long track record of success? Or was there a pivotal moment when they discovered their passion for sales?

Best for: Discovering your candidate's motivation. Look for answers that go deeper than just “I enjoy working in sales.”

"I want to work in sales because I enjoy the challenge of identifying and meeting the needs of customers, and I thrive in a fast-paced, goal-oriented environment.

My first job in high school was as a sales rep at a pool supply store, and I’ve been passionate about learning and growing in my career and honing my sales skills ever since."

5. How would the top performer on your sales team describe you?

If your candidate immediately responds that they are the top performer, then you may be looking at someone with hubristic tendencies.

This question will reveal a candidate's skills within a team context. For a sales manager, you want to look for someone who shows valuable interpersonal and team-building skills.

“Sarah was the top sales rep at my old organization. She described me as a dependable team player who was always available to help other reps. Whenever she was dealing with a difficult lead, she always came to me for encouragement or another perspective.”

6. How important is money to you?

Money is important to everyone, but sales managers need to be motivated by more than just dollar signs, especially because they could be taking a pay cut compared to individual reps who can earn more on commission.

Look for a potential sales manager motivated by lifting her team and steering them to success.

Best for: Uncovering candidates who are passionate about team building and fulfillment.

“Money is significant to me, of course. However, what motivates me about this position is the idea of forging a high-performing sales team with effective communication, coaching, and data-driven strategy.”

7. How comfortable are you with data analysis?

Reps generally only care about one number: their quota. However, when a rep is promoted to management, they must produce forecasts and reports that analyze various metrics across their team.

Pro tip: Sales managers don’t need to be data analysis pros, but they should be comfortable with metrics and how they pertain to their team's health. Steer clear of candidates who react with disgust to the topic of data.

“I am comfortable with data analysis and very aware of how crucial data analysis is to managing a sales team. In my previous role, I took it upon myself to build a custom dashboard to measure our team's metrics, which resulted in improved strategy and increased sales.”

Sales Interview Kit

Fill out the form to access 5 sales hiring resources., 8. what do you think it takes to be a good leader.

The job title might be "sales manager," but that doesn't mean leadership skills fall by the wayside. On the contrary, sales managers need to be able to lead through example and drive others to action.

Great leaders treat their teams respectfully and inspire them to work hard and achieve goals.

Pro tip: Look for answers that show your candidate understands that a great leader needs honest, open communication skills and the ability to connect with their team.

“I believe a great leader is someone who brings out the best in their team through communication, respect, and playing to the strengths and weaknesses of team members to create something greater than the sum of its parts”

9. What does a good manager need to do within this organization?

The goal of this question is twofold. First, you want to determine their management style and goals for their employees. They should touch on metrics for success, staff development, and executive communication.

You also want to understand how much research they’ve done about your company and the sales organization.

For example, suppose they make sweeping statements about attracting more enterprise business when your website clearly states your mission is to help SMBs grow. In that case, it’s probably a sign this candidate hasn’t done their homework.

“A good manager needs to inspire their team and achieve performance metrics first and foremost. They should also be transparent with executives and ensure that their team's data is clear and concise for executive reporting.

I know this organization focuses on selling to SMBs, so a manager here should drive her team to solve for SMB customers and provide solutions to help them grow.”

10. How do you approach setting goals?

Setting goals is a big part of a sales manager's role, but setting goals is more than just stating what needs to be done. This question will illuminate how a potential sales manager will delegate tasks and make goals clear and achievable for their team.

Pro tip: We love SMART goals here at HubSpot (Specific, Measurable, Attainable, Relevant, Timely). If your candidate doesn’t know that acronym, you can let it slide, but their answer should demonstrate a repeatable process for setting realistic and achievable goals.

“When setting goals, I find it best to break it up into parts. First, I’ll narrow down the metric that correlates to our goal and make sure what I’m asking for is attainable based on my team's previous output.

I also communicate to the team why our goal is important, so everyone is on the same page, and delegate tasks based on my team member’s strengths and weaknesses.”

11. How would you explain what [company name] does to a person unfamiliar with what we do?

Can this candidate distill complex ideas into simple, easy-to-understand messages? That's what this question will find out.

Pro tip: Look for candidates with concise and clear answers. This question leaves an opening for potential sales managers to gush about all the details of what your company does, but brevity and clarity are of the essence here.

“[Company name] provides a software solution that helps small businesses manage their inventory and keep track of sales, allowing them to save time and focus energy on growing their business.”

12. What qualities make you a good manager?

The qualities that make a good manager are endless: knowledge, experience, leadership skill, communication skill, time management, and many others.

Of course, it’s rare to find a candidate who embodies every trait you might find in an article on leadership, but their answer should make it clear that they have the confidence and skills to lead a team.

Pro tip: Many different management styles can be effective in different contexts. You should understand the type of management that would be best seated at the helm of your team and search for that with this sales manager interview question.

“My greatest asset is my ability to conceive of a vision for my team and lead us toward achieving it with confidence and determination. I am also an effective communicator and can level with team members based on their personalities and preferred communication styles.”

13. How comfortable are you with technology?

Sales managers also act as CRM sheriffs, ensuring all reps use the system properly. CRM aside, sales managers are also involved in vetting, selecting, and deploying new sales tools.

While sales manager candidates don't need to be computer whizzes, some technological savvy is necessary.

Pro tip: Look for candidates who can prove their technology prowess with specific examples.

“I’m very comfortable with technology. In my last role, I was responsible for managing our CRM and ensuring all the data was clean with no duplicates. ”

14. What do you like and dislike about the sales process? How comfortable are you with upholding it?

Every rep has an opinion about the sales process, and some ignore it entirely. It's the manager's responsibility to uphold the sales process in the name of organizational consistency and forecasting accuracy.

Ensure the candidate is comfortable with taking on the role of sales process police and ask about their strategies for making reps adhere to the regimen.

What to look for: A sales manager must regularly translate executive directives and news to their sales staff in straightforward, digestible ways. Ensure they can do this concisely and without a condescending tone before moving forward.

“In my previous role, I liked how we took a consultative approach toward working leads. However, I wasn’t always a fan of cold calling. Regardless, I always upheld the process as I understand how important it is for consistency and meeting metrics.”

Now that we’ve reviewed some general sales manager interview questions, let’s review some questions about sales experience. Most sales managers start as reps, and it is essential to understand their experience and how it will translate into their role as sales managers.

Questions about Sales Experience

• Give me an example of a time you had to implement an unpopular or difficult change for your team.
• Describe an example of a high-stress situation and how you overcame it
• Tell me about your greatest success in sales, how did you achieve it?
• Describe the most awkward or challenging sales call you have ever had. Why was it so difficult? How did you manage it?
• Tell me about a time you set a goal for yourself and achieved it. What did you do to ensure you reached your goal?
• Describe a time when you had to use analytical skills to solve a problem
• Tell me about a time conflict arose among a team you managed. How did you handle the situation?
• Can you describe a time you were working under a lot of pressure to meet a quota or a tight deadline? How did you navigate this?
• What part of sales challenged you the most, and how did you overcome it?
• Can you describe a past incentive that motivated you?
• What made you successful as a sales rep? How will your processes inform how you manage your team?

15. Give me an example of a time you had to implement an unpopular or difficult change for your team.

Sales managers are often tasked with serving as change agents for their teams. Effective sales managers must lead a team through change management, whether implementing a new system or process or facilitating an organizational change.

In their response, listen for mentions of how they communicate changes to a team and ask how they would handle pushback to a change they were tasked with implementing.

Hiring a sales manager is a big step for any company. Don't rush the process. Be clear about the role and attributes of the right hire. Don’t settle until that person walks in the door and blows you away.

Pro tip: This question might not make sense if you are interviewing a potential first-time manager coming up from an individual rep role.

“At my last company, we were forced to downsize our workforce by 10% due to pandemic-related hardships. This was very unpopular amongst my team, as some individuals needed to be let go.

Regardless, I sat down with each team member and explained the situation, allowing them time and space to reflect and give pushback. Of course, those who had to be let go were not pleased, but I handled the situation with as much respect and empathy as possible.”

16. Describe an example of a high-stress situation and how you overcame it.

Everyone will encounter a stressful scenario at work from time to time, but what’s important is how you react to it. Therefore, you want to look for sales manager candidates who don’t crack under pressure and maintain productivity through difficult experiences.

“While working as a sales rep in my last role, I accidentally gave a customer a 90% discount on their purchase instead of 10%. I had to explain my mistake to my manager and then return to the customer to let them know they weren’t getting as big a discount as they thought.

This was a stressful situation as I had let down my team and the customer, but I remained calm and used my communication skills to calm the customer and reset expectations.”

What we like about this answer: The candidate admitted when they were wrong. Everyone makes mistakes, and if your candidate demonstrates that they can own their mistakes and handle consequences maturely, then you may have yourself a winner.

17. Tell me about your greatest success in sales, how did you achieve it?

This question is a layup for candidates to show off their great qualities and accomplishments, but you want to look for someone confident about their accolades but not boastful.

Pro tip: an excellent answer is more than just a jaw-dropping number. Look for answers that describe the candidate's process to achieve that white whale of a sale.

“My greatest success was landing the Microsoft account at my last job. This was, of course, a large sale, but I’m most proud of the determination and skill that went into landing the client.

To win them over, I used a consultative approach when discussing the benefits of our product and how it could meet their goals, and I never gave up even when I met resistance from decision-makers at the company.”

18. Describe the most awkward or challenging sales call you have ever had. Why was it so difficult? How did you manage it?

No matter how seasoned a sales pro someone is, we have all had those calls or conversations that have thrown us for a loop. Successful sales managers know how to navigate tricky situations and land on their feet and can coach their reps on how to do the same.

Listen for responses that indicate the candidate’s ability to think quickly on their feet while representing their company well.

“As a junior rep at my last company, I had to deal with an angry potential customer who was screaming and making threats at me following a bad experience with our product during a trial. I kept calm and made sure to empathize with all their concerns.

After ensuring them that I understood the frustration, I turned it around and made the sale by walking them through the steps of using our product and acting as a consultant and not just a salesperson.”

What we like about this answer: It shows a candidate's ability to manage a difficult situation. Of course, not every challenging call can result in a sale, but empathy and respect are essential in situations like this.

19. Tell me about a time you set a goal for yourself and achieved it. What did you do to ensure you reached your goal?

You want your new sales manager to demonstrate the ability to set a goal and follow through with it. Therefore, when seeking a candidate to fill a sales manager role, you’ll want someone who has successfully set and reached goals.

Pro tip: As you listen to their response, note their approach to reaching their goal. This will give you a feel for how they will lead their team to achieve their goals.

“As a junior rep, I made it a goal for myself to increase my NPS (net promoter score). To achieve this goal, I enrolled in empathy and communication courses at my organization and focused on getting to know my leads and understanding their pain points. After I made that change, my NPS increased by 20%.”

What we like about this answer: The candidate in this answer clearly states their goal, the actions they took to achieve it, and the metric that proves their success. A great sales manager should embody these traits and apply them on the scale of a whole team.

20. Describe a time when you had to use analytical skills to solve a problem.

A great sales manager should be able to gather data, develop a process, and use that information to think through and discover a solution.

“In my last role, sales were down from the previous quarter, and I was tasked with finding out why. I analyzed rep activity data in our CRM and discovered that reps were not following up with leads frequently enough.

As a result, we implemented a new policy to increase follow-ups and saw a 10% increase in sales in the next quarter.”

What we like about this answer: The candidates clearly state a problem, the analysis they performed, and the positive impact of their solution.

21. Tell me about a time conflict that arose among a team you managed. How did you handle the situation?

Although not ideal, conflict among team members happens. When it does, managers are often tasked with helping diffuse the situation. This question is designed to help you understand the candidate’s conflict resolution style.

Though the nuts and bolts of conflict resolution can vary depending on the situation, ideally, you want a candidate who is willing to hear both sides of a problem and can facilitate a fair solution.

“A sales representative at my previous organization was struggling to meet his quota, which was causing conflict within the team as we measured not only individual quota but total team revenue.

Instead of reprimanding him immediately, we sat down to discuss why his performance was suffering. After listening closely, I discovered he was experiencing some burnout, so we scheduled him for in-house counseling and time off, and the next month he doubled his quota.”

22. Can you describe a time you were working under a lot of pressure to meet a quota or a tight deadline? How did you navigate this?

A great sales manager needs to keep a cool head on her shoulders when facing high-pressure situations and tight deadlines. A composed manager will help keep the entire crew on track when the seas get rocky.

Pro tip: Look for candidates who understand the importance of staying calm, managing time, and going the extra mile when necessary.

“As a junior representative, I was significantly under quota as the end of the month approached. Instead of panicking or giving up, I sat down with my manager and created a game plan for how many deals I needed to close and how I would approach the challenge.

I stayed late a few nights that week to meet my goal, but staying calm, managing my time, and seeking assistance when needed were necessary for success in this high-pressure scenario.”

23. What part of sales challenged you the most, and how did you overcome it?

Sales is a challenging field that requires persistence, determination, and skill. A sales manager should understand the challenges her reps face and be able to offer assistance and motivation from a place of experience.

Pro tip: Look for candidates who could overcome challenges with repeatable processes that they can pass down to the sales team.

“I found the most challenging part of sales to be dealing with rejection from prospects. At first, it was very discouraging when potential leads would tell me no or ignore my messages. Still, I overcame this with persistence, and eventually, it became easier.

I created a schedule for consistently following up with leads and experimented with following up at different times and with different people in the same organization. Eventually, I experienced fewer rejections, and when I did hear ‘no,’ it didn’t affect my motivation or self-worth at all. ”

24. Can you describe a past incentive that motivated you?

Money is an obvious incentive for everyone, but when it comes to motivating a team, a good sales manager knows that there’s more to it than just dollar signs.

“As a rep, I was, of course, motivated by earning extra money from commissions. However, beyond that, my manager at the time motivated me with her respectful and supportive attitude toward the team and me.

Working under my manager, I felt like a crucial team member and wanted to return the respect I was given by working hard and exceeding my quota. ”

25. What made you successful as a sales rep? How will your processes inform how you manage your team?

Just as successful sales managers understand that every rep is motivated by something different, they also know that every rep has unique strengths they use to achieve their goals. Therefore, the "right" way for one salesperson will not likely suit the entire team.

Be wary of candidates who hint that they plan to force their methods on their direct reports.

Pro tip: Look for candidates who want to identify and develop the specific talents of each team member.

“While some of my teammates were gifted in communication and rapport with prospects, my secret to success was my persistence and determination. I never slacked off when it came to following up with leads, even when the rejection became difficult, and in the end, it paid off.”

Now, let's review some in-depth and behavioral questions to understand better how the candidate may perform on the job.

• Pretend I'm a sales rep who has missed quota three months in a row. What would you say?
• Can you describe a time your team was working under a lot of pressure to meet a quota or a tight deadline? How did you keep morale up?
• What training method is most effective for new reps?
• What do you think makes for a successful rep coaching session?
• What do you think motivates reps the most?
• What do you think you should look for in sales rep new hires?
• How would you handle managing former colleagues?
• How would you recognize your team’s performance?
• How will you manage different personalities on your team?
• Do You Have Any Questions for Us?

26. Pretend I'm a sales rep who has missed quota three months in a row and I'm here for a one-on-one. What would you say during the meeting?

Sales managers have to have uncomfortable conversations with their direct reports. But, especially if the candidate is a rep on the team that they might be promoted to lead, sales directors must ensure they can maneuver challenging situations and deliver bad news in a positive manner.

Pro tip: A candidate who's overly harsh on their hypothetical stumbling rep is just as bad as one who's too soft. Look for an innate coaching sensibility and a motivational flair.

“Hey [rep name], I noticed you have missed quota three months in a row now, and I’d like to talk with you to figure out how we can improve your performance. I’d also like to shadow your next few calls so we can work on how to improve your communication style and outreach messaging.

I know the economy is down, which has been slowing progress for all our reps, but I know you can improve your numbers if we can work together to figure out how to optimize your workflow.”

27. Can you describe a time your team was working under a lot of pressure to meet a quota or a tight deadline? How did you keep morale up?

Experiencing burnout while working in sales is very common. Between shooting for ambitious quotas and working under tight deadlines, sales teams are often under a lot of pressure to perform.

This question is designed to understand how the candidate would support their team during a stressful or demanding time. While, ultimately, their job is to ensure the company meets its sales goals, the well-being of employees should be a top priority.

Look for: A candidate who advocates for their reps and ensures they have what they need to succeed when the pressure is on.

“Last year, our whole team was behind on quotas due to economic stagnation and some fierce competition. Instead of motivating the team with fear, I supported them through this tough patch. I made sure to foster a strong team mentality through weekly group meetings, and I always stayed late with my reps, so they knew I was in the trenches with them.

Even when the executive team got anxious about our performance nearing the end of the month, I advocated for my team and assured them they were putting in maximum effort. Ultimately, we pulled through and met quota during one of the most difficult months on record.”

28. What training method is most effective for new reps?

It would be nice if a sales manager could do ride-alongs and listen in on every call a new rep makes, but this model is impractical at scale.

Ensure the candidate acknowledges the importance of a repeatable training process that doesn't center around an informal passing down of knowledge.

“I think a hybrid, personalized approach toward new rep training is most effective. I advocated for shadowing and mock call scenarios so new reps feel comfortable in the field and a mentor/mentee system so reps can learn from more experienced teammates.

I also like to know my reps' strengths and weaknesses, so we can personalize their training and push them toward a sales style they can excel with.”

29. What do you think makes for a successful rep coaching session?

The candidate doesn't have to give a sample agenda of what their one-on-ones would look like. However, their conception of a coaching session must include actual coaching — not just a dry discussion of the numbers.

Pro tip : Listen for responses that include mentions of career development, goals, skill building, and problem-solving in addition to data review.

“A successful rep coaching session requires both the coach and the coachee to be engaged. If we can walk away from the session with clear goals to work toward and a process for achieving them, then that is a success in my book.”

30. What do you think motivates reps the most?

This is a trick question, but it's an important one. The best sales managers know that motivation is personal. While money might drive one rep to go the extra mile, another might be inspired by a development opportunity or creative contest.

The candidate who can navigate the trick and get the correct answer — in this case, "it depends on the rep" — possesses the motivational ability to lead a sales team to success.

“Each rep’s motivation is different, and part of a sales manager’s role is understanding his team and how to lead each member, and therefore the whole team, to success. Of course, money is motivating for everyone.

Beyond that, some reps are motivated by the positive reinforcement they receive from management and teammates when they succeed, while others are driven by competition to beat out other reps.”

31. What do you think you should look for in sales rep new hires?

A sales manager will be involved in interviewing new reps and likely will be the final decision maker on who gets hired.

Pro tip: Look for someone who understands that the right attitude and mentality are essential in new hires.

“New hires are a blank slate, so the most important thing is that they are teachable and eager to learn in their new role. I look for new reps who are quick on their feet, curious, calm under pressure, and have shown a track record for persistence, even if it is outside of sales.”

32. How would you handle managing former colleagues?

If you plan to promote an existing sales rep to a sales manager, that person will manage their former peers.

This can be an awkward situation for a new sales manager if they don’t handle their relationships tactfully, so look for a candidate who understands the maturity required to step into the role and manage former colleagues.

“I would make sure to establish clear boundaries and open communication from the very beginning. I would start by holding regular team meetings and one-on-ones to explain expectations and gradually modify the nature of past friendships.

I would never show favoritism and work hard to earn respect with results.”

33. How would you recognize your team’s performance?

Sales managers motivate their team’s success and recognize high-level performance. Of course, monetary and travel bonuses are always welcome. Still, a sales manager should understand the power of recognizing success and telling the story of hero reps.

Pro tip: Pizza parties on the last Friday of the month won’t quite cut it here.

“Every month that we exceed our quota, I would take my team out for a big celebration dinner, and top performers would be eligible for bonuses.

Beyond that, I think it’s important to tell the story of successful reps by sharing their success with the rest of the team and speaking in meetings and new hire training on their path to top performance.”

34. How will you manage different personalities on your team?

A sales manager must be able to engage with various personality types on their team by asking questions and getting to know their reps as individuals to support them best.

Pro tip: look for candidates who display a flexible communication style and can respect all personalities and differences.

“The key to managing different personalities is to know each rep. I will prioritize one-on-ones to understand everyones’ personalities and tailor my communication style to the individual I am working with. ”

35. Do you have any questions for us?

We had to save the best for last. Opening the floor for the candidate to ask questions can sometimes be more illuminating than their answers.

Based on the types of questions a candidate asks, you can determine their curiosity, priorities, and what makes them tick.

Pro tip: Look for candidates who have done their homework on your organization and are eager to make a positive impact based on their questioning.

Example Answers

“What has been your team’s greatest challenge in the past year?”

“How would you describe the culture at this company and the sales team?”

“What distinguishes a good performer from a top performer in this organization?”

Preparing for Your Interview

Whether you’re the candidate or the person asking the questions, take time to prepare before the interview. Reviewing the list above is a great place to start.

From there, jot down some notes to prepare for your answers. Choose an appropriate outfit. Get a good night’s sleep, and be sure to bring your A game.

Don't forget to share this post!

Related articles.

25 Executive Interview Questions to Help Find the Right Fit

20 Executive Assistant Interview Questions

62 Sales Interview Questions to Ask Sales Rep Candidates

20 Essential Sales Analyst Job Interview Questions

40 Account Executive Interview Questions to Prepare For

15 Account Manager Interview Questions

Why Coachability Is Key to Sales Success

6 Common Competency-Based Interview Questions & How to Nail Them

The Best (& Most Unique) Response to "Sell Me This Pen"

How to Answer 'Why Do You Want to Work in Sales?'

Powerful and easy-to-use sales software that drives productivity, enables customer connection, and supports growing sales orgs

7 Amazing Sales Presentation Examples (And How to Make Them Your Own)

7 Types of Slides to Include In Your Sales Presentation

Inside the mind of your prospect: change is hard, before-after-bridge: the only formula you need to create a persuasive sales presentation, facebook — how smiles and simplicity make you more memorable, contently — how to build a strong bridge, brick by brick, yesware — how to go above and beyond with your benefits, uber — how to cater your content for readers quick to scan, dealtap — how to use leading questions to your advantage, zuora — how to win over your prospects by feeding them dots, linkedin sales navigator — how to create excitement with color, how to make a sales pitch in 4 straightforward steps, 7 embarrassing pitfalls to avoid in your presentation, over to you.

A brilliant sales presentation has a number of things going for it.

Being product-centered isn’t one of them. Or simply focusing on your sales pitch won’t do the trick.

So what can you do to make your offer compelling?

From different types of slides to persuasive techniques and visuals, we’ve got you covered.

Below, we look at data-backed strategies, examples, and easy steps to build your own sales presentations in minutes.

• Title slide: Company name, topic, tagline
• The “Before” picture: No more than three slides with relevant statistics and graphics.
• The “After” picture: How life looks with your product. Use happy faces.
• Company introduction: Who you are and what you do (as it applies to them).
• The “Bridge” slide: Short outcome statements with icons in circles.
• Social proof slides: Customer logos with the mission statement on one slide. Pull quote on another.
• “We’re here for you” slide: Include a call-to-action and contact information.

Many sales presentations fall flat because they ignore this universal psychological bias: People overvalue the benefits of what they have over what they’re missing.

Harvard Business School professor John T. Gourville calls this the “ 9x Effect .” Left unchecked, it can be disastrous for your business.

According to Gourville, “It’s not enough for a new product simply to be better. Unless the gains far outweigh the losses, customers will not adopt it.”

The good news: You can influence how prospects perceive these gains and losses. One of the best ways to prove value is to contrast life before and after your product.

Luckily, there’s a three-step formula for that.

• Before → Here’s your world…
• After → Imagine what it would be like if…
• Bridge → Here’s how to get there.

Start with a vivid description of the pain, present an enviable world where that problem doesn’t exist, then explain how to get there using your tool.

It’s super simple, and it works for cold emails , drip campaigns , and sales discovery decks. Basically anywhere you need to get people excited about what you have to say.

In fact, a lot of companies are already using this formula to great success. The methods used in the sales presentation examples below will help you do the same.

We’re all drawn to happiness. A study at Harvard tells us that emotion is contagious .

You’ll notice that the “Before” (pre-Digital Age) pictures in Facebook’s slides all display neutral faces. But the cover slide that introduces Facebook and the “After” slides have smiling faces on them.

This is important. The placement of those graphics is an intentional persuasion technique.

Studies by psychologists show that we register smiles faster than any other expression. All it takes is 500 milliseconds (1/20th of a second). And when participants in a study were asked to recall expressions, they consistently remembered happy faces over neutral ones.

What to do about it : Add a happy stock photo to your intro and “After” slides, and keep people in “Before” slides to neutral expressions.

Here are some further techniques used during the sales presentation:

Tactic #1: Use Simple Graphics

Use simple graphics to convey meaning without text.

Example: Slide 2 is a picture of a consumer’s hand holding an iPhone — something we can all relate to.

Why It Works: Pictures are more effective than words — it’s called  Picture Superiority . In presentations, pictures help you create connections with your audience. Instead of spoon-feeding them everything word for word, you let them interpret. This builds trust.

Tactic #2: Use Icons

Use icons to show statistics you’re comparing instead of listing them out.

Example: Slide 18 uses people icons to emphasize how small 38 out of 100 people is compared to 89 out of 100.

Why It Works:  We process visuals 60,000 times faster than text.

Tactic #3: Include Statistics

Include statistics that tie real success to the benefits you mention.

Example: “71% lift driving visits to retailer title pages” (Slide 26).

Why It Works:  Precise details prove that you are telling the truth.

Just like how you can’t drive from Marin County to San Francisco without the Golden Gate, you can’t connect a “Before” to an “After” without a bridge.

Add the mission statement of your company — something Contently does from Slide 1 of their deck. Having a logo-filled Customers slide isn’t unusual for sales presentations, but Contently goes one step further by showing you exactly what they do for these companies.

They then drive home the Before-After-Bridge Formula further with case studies:

Before : Customer’s needs when they came on

After: What your company accomplished for them

Bridge : How they got there (specific actions and outcomes)

Here are some other tactics we pulled from the sales presentation:

Tactic #1: Use Graphics/Diagrams

Use graphics, Venn diagrams, and/or equations to drive home your “Before” picture.

Why It Works:  According to a Cornell study , graphs and equations have persuasive power. They “signal a scientific basis for claims, which grants them greater credibility.”

Tactic #2: Keep Slides That Have Bullets to a Minimum

Keep slides that have bullets to a minimum. No more than one in every five slides.

Why It Works:  According to an experiment by the International Journal of Business Communication , “Subjects exposed to a graphic representation paid significantly more attention to , agreed more with, and better recalled the strategy than did subjects who saw a (textually identical) bulleted list.”

Tactic #3: Use Visual Examples

Follow up your descriptions with visual examples.

Example: After stating “15000+ vetted, ready to work journalists searchable by location, topical experience, and social media influence” on Slide 8, Contently shows what this looks like firsthand on slides 9 and 10.

Why It Works:  The same reason why prospects clamor for demos and car buyers ask for test drives. You’re never truly convinced until you see something for yourself.

Which is more effective for you?

This statement — “On average, Yesware customers save ten hours per week” — or this image:

The graphic shows you what that 10 hours looks like for prospects vs. customers. It also calls out a pain that the product removes: data entry.

Visuals are more effective every time. They fuel retention of a presentation from 10% to 65% .

But it’s not as easy as just including a graphic. You need to keep the design clean.

Can you feel it?

Clutter provokes anxiety and stress because it bombards our minds with excessive visual stimuli, causing our senses to work overtime on stimuli that aren’t important.

Here’s a tip from Yesware’s Graphic Designer, Ginelle DeAntonis:

“Customer logos won’t all necessarily have the same dimensions, but keep them the same size visually so that they all have the same importance. You should also disperse colors throughout, so that you don’t for example end up with a bunch of blue logos next to each other. Organize them in a way that’s easy for the eye, because in the end it’s a lot of information at once.”

Here are more tactics to inspire sales presentation ideas:

Tactic #1: Personalize Your Final Slide

Personalize your final slide with your contact information and a headline that drives emotion.

Example: Our Mid-Market Team Lead Kyle includes his phone number and email address with “We’re Here For You”

Why It Works: These small details show your audience that:

• This is about giving them the end picture, not making a sale
• The end of the presentation doesn’t mean the end of the conversation
• Questions are welcomed

Tactic #2: Pair Outcome Statements With Icons in Circles

Example: Slide 4 does this with seven different “After” outcomes.

Why It Works:  We already know why pictures work, but circles have power , too. They imply completeness, infiniteness, and harmony.

Tactic #3: Include Specific Success Metrics

Don’t just list who you work with; include specific success metrics that hit home what you’ve done for them.

Example: 35% New Business Growth for Boomtrain; 30% Higher Reply Rates for Dyn.

Why It Works:  Social proof drives action. It’s why we wait in lines at restaurants and put ourselves on waitlists for sold-out items.

People can only focus for eight seconds at a time. (Sadly, goldfish have one second on us.)

This means you need to cut to the chase fast.

Uber’s headlines in Slides 2-9 tailor the “After” picture to specific pain points. As a result, there’s no need to explicitly state a “Before.”

Slides 11-13 then continue touching on “Before” problems tangentially with customer quotes:

So instead of self-touting benefits, the brand steps aside to let consumers hear from their peers — something that sways 92% of consumers .

Leading questions may be banned from the courtroom, but they aren’t in the boardroom.

DealTap’s slides ask viewers to choose between two scenarios over and over. Each has an obvious winner:

Ever heard of the Focusing Effect?

It’s part of what makes us tick as humans and what makes this design move effective. We focus on one thing and then ignore the rest. Here, DealTap puts the magnifying glass on paperwork vs. automated transactions.

Easy choice.

Sure, DealTap’s platform might have complexities that rival paperwork, but we don’t think about that. We’re looking at the pile of work one the left and the simpler, single interface on the right.

Here are some other tactics to use in your own sales presentation:

Tactic #1: Tell a Story

Tell a story that flows from one slide to the next.

Example: Here’s the story DealTap tells from slides 4 to 8: “Transactions are complicated” → “Expectations on all sides” → “Too many disconnected tools” → “Slow and error prone process” → “However, there’s an opportunity.

Why It Works:   Storytelling in sales with a clear beginning and end (or in this case, a “Before” and “After”) trigger a trust hormone called Oxytocin.

Tactic #2: This vs. That

If it’s hard to separate out one “Before” and “After” vision with your product or service because you offer many dissimilar benefits, consider a “This vs. That” theme for each.

Why It Works:  It breaks up your points into simple decisions and sets you up to win emotional reactions from your audience with stock photos.

Remember how satisfying it was to play connect the dots? Forming a bigger picture out of disconnected circles.

That’s what you need to make your audience do.

Zuora tells a story by:

• Laying out the reality (the “Before” part of the Before-After-Bridge formula).
• Asking you a question that you want to answer (the “After”)
• Giving you hints to help you connect the dots
• Showing you the common thread (the “Bridge”)

You can achieve this by founding your sales presentation on your audience’s intuitions. Set them up with the closely-set “dots,” then let them make the connection.

Here are more tactical sales presentation ideas to steal for your own use:

Tactic #1: Use Logos and Testimonials

Use logos and  testimonial pull-quotes for your highest-profile customers to strengthen your sales presentation.

Example: Slides 21 to 23 include customer quotes from Schneider Electric, Financial Times, and Box.

Why It Works: It’s called  social proof . Prospects value other people’s opinions and trust reputable sources more than you.

Tactic #2: Include White Space

Pad your images with white space.

Example: Slide 17 includes two simple graphics on a white background to drive home an important concept.

Why It Works:  White space creates separation, balance, and attracts the audience’s eyes to the main focus: your image.

Tactic #3: Incorporate Hard Data

Incorporate hard data with a memorable background to make your data stand out.

Example: Slide 5 includes statistics with a backdrop that stands out. The number and exciting title (‘A Global Phenomenon’) are the main focuses of the slide.

Why It Works:  Vivid backdrops are proven to be memorable and help your audience take away important numbers or data.

Psychology tells us that seeing colors can set our mood .

The color red is proven to increase the pulse and heart rate. Beyond that, it’s associated with being active, aggressive, and outspoken. LinkedIn Sales Navigator uses red on slides to draw attention to main points:

You can use hues in your own slides to guide your audience’s emotions. Green gives peace; grey adds a sense of calm; blue breeds trust. See more here .

Tip: You can grab free photos from Creative Commons and then set them to black & white and add a colored filter on top using a (also free) tool like Canva . Here’s the sizing for your image:

Caveat: Check with your marketing team first to see if you have a specific color palette or brand guidelines to follow.

Here are some other takeaways from LinkedIn’s sales presentation:

Tactic #1: Include a CTA on Final Slide

Include one clear call-to-action on your final slide.

Example: Slide 9 has a “Learn More” CTA button.

Why It Works:  According to the Paradox of Choice , the more options you give, the less likely they are to act.

Step One : Ask marketing for your company’s style guide (color, logo, and font style).

Step Two: Answer these questions to outline the “Before → After → Bridge” formula for your sales pitch :

• What are your ICP’s pain points?
• What end picture resonates with them?
• How does your company come into play?

Step Three: Ask account management/marketing which customers you can mention in your slides (plus where to access any case studies for pull quotes).

Step Four:  Download photos from Creative Commons . Remember: Graphics > Text. Use Canva to edit on your own — free and fast.

What are the sales presentation strategies that work best for your industry and customers? Tweet us:  @Yesware .

Get sales tips and strategies delivered straight to your inbox.

Yesware will help you generate more sales right from your inbox. Try our Outlook add-on or Gmail Chrome extension for free, forever!

Hit your number every month

Works on Outlook or Gmail (+ many more integrations)

Related Articles

10 Best Persuasive Techniques for Sales and Marketing [2022]

Melissa Williams

SPIN Selling: All-In-One Guide for 2022

High-Ticket Sales: How to Sell High-Ticket Products and Services

Casey O'Connor

Sales, deal management, and communication tips for your inbox

We're on a mission to help you build lasting business relationships.

75 Kneeland Street, Floor 15 Boston, MA 02111

[email protected]

30 Sales Manager Interview Questions and Answers

Common Sales Manager interview questions, how to answer them, and example answers from a certified career coach.

If you’ve been invited to interview for a sales manager position, congratulations! This means that your experience and skills have caught the eye of a potential employer, but now it’s time to showcase not only your expertise but also your ability to inspire others and deliver results.

To help you ace that interview and make a lasting impression on your prospective employer, we’ve compiled a list of common sales manager interview questions, along with some guidance on how best to approach them. From understanding your leadership style to demonstrating your problem-solving abilities, these questions will challenge you to think critically about your experiences and reveal what makes you an exceptional candidate for this pivotal role.

1. What is your approach to setting sales targets for your team?

Sales managers are responsible for driving their team’s performance, and setting sales targets is a critical part of that process. Interviewers want to know that you have a strategic, realistic, and motivational approach to target-setting, which will encourage your team to achieve their goals and contribute to the company’s overall success. They want to see that you can balance ambitious targets with achievable expectations, to keep your team motivated and engaged.

Example: “When setting sales targets for my team, I take a data-driven approach that considers both the company’s overall objectives and individual capabilities of each team member. First, I analyze historical sales performance, market trends, and our organization’s growth goals to establish a realistic baseline target for the entire team.

Once I have an overarching goal in mind, I assess each team member’s strengths, areas for improvement, and past performance to set personalized targets. This involves having one-on-one conversations with each team member to understand their aspirations and challenges, ensuring they feel motivated and supported in achieving their goals. Additionally, I monitor progress regularly and provide feedback or adjust targets as needed to maintain a balance between challenging and achievable expectations. This tailored approach not only drives results but also fosters a sense of ownership and commitment among team members.”

2. How do you ensure that your sales team stays motivated and engaged?

Motivation and engagement are key factors in driving a successful sales team. By asking this question, interviewers want to know your strategies for keeping your team inspired and focused on achieving their goals. Your approach to motivation, team-building, and setting expectations will give them insight into your management style and ability to lead a high-performing sales team.

Example: “To keep my sales team motivated and engaged, I focus on creating a supportive environment that fosters personal growth and recognizes achievements. First, I set clear expectations and goals for each team member, ensuring they understand their individual targets and how they contribute to the overall success of the company. This helps them stay focused and driven.

I also believe in providing regular feedback and coaching sessions to help team members identify areas for improvement and develop their skills. This not only enhances their performance but also demonstrates my commitment to their professional development. Additionally, I celebrate successes by recognizing top performers and sharing their accomplishments with the entire team. This creates a sense of healthy competition and encourages everyone to strive for excellence.”

3. Describe a time when you had to deal with an underperforming salesperson. What steps did you take to address the issue?

Navigating the complexities of team dynamics while maintaining performance standards is a key aspect of a sales manager’s role. When faced with an underperforming salesperson, your ability to identify the issue, provide support, and implement a plan for improvement is vital. Interviewers ask this question to gauge your leadership style, problem-solving skills, and ability to foster a positive and productive work environment.

Example: “I once had a salesperson on my team who was consistently missing their targets. To address the issue, I first scheduled a one-on-one meeting with them to discuss their performance and understand any challenges they were facing. During our conversation, it became apparent that they were struggling with time management and prioritizing tasks.

To help them improve, we worked together to create a structured daily schedule, focusing on high-priority activities such as prospecting and client follow-ups. Additionally, I provided them with resources on effective time management techniques and encouraged them to attend a training session on the topic. Over the next few weeks, I closely monitored their progress and held regular check-ins to provide guidance and support.

As a result of these interventions, the salesperson’s performance significantly improved, and they started meeting their targets consistently. This experience taught me the importance of addressing underperformance promptly and providing tailored support to help team members overcome their specific challenges.”

4. Can you provide an example of a successful sales strategy you have implemented in the past?

Hiring managers want to know that you have a track record of success and can bring innovative ideas to the table. Sales is a results-driven field, and demonstrating your ability to develop and execute effective strategies will show that you can drive growth and meet or exceed targets. Additionally, this question helps to reveal your understanding of the sales process and the challenges you may face, as well as your ability to adapt and innovate in a competitive market.

Example: “Certainly, one successful sales strategy I implemented in my previous role involved targeting a specific niche market that had been overlooked by our competitors. We identified small to medium-sized businesses within the healthcare industry as potential clients for our software solutions.

To effectively reach this market segment, we tailored our marketing materials and sales pitches to address their unique pain points and demonstrate how our product could streamline their operations. Additionally, we offered personalized demos and consultations to showcase the value of our solution in addressing their specific needs.

This targeted approach resulted in a significant increase in new client acquisitions within that niche market, contributing to an overall growth in revenue for the company. The success of this strategy also helped strengthen our brand reputation within the healthcare sector, opening up opportunities for further expansion and partnerships.”

5. What role does customer relationship management (CRM) software play in your sales process?

Sales managers are expected to be proficient in leveraging CRM software to streamline and optimize their sales process. The interviewer wants to gauge your understanding and experience using CRM tools to manage leads, track customer interactions, and analyze sales performance. They’re looking for someone who can effectively utilize these systems to enhance customer relationships, monitor team performance, and ultimately drive sales growth.

Example: “CRM software plays a vital role in my sales process, as it helps streamline and organize the entire customer lifecycle. It allows me to track leads, manage contacts, and monitor interactions with potential and existing clients. This information is essential for understanding customers’ needs, preferences, and pain points, which enables our sales team to tailor their approach and offer personalized solutions.

Furthermore, CRM software provides valuable insights into sales performance through analytics and reporting features. These tools help identify trends, measure progress towards targets, and pinpoint areas that require improvement. As a Sales Manager, I use this data to make informed decisions on resource allocation, sales strategies, and staff training, ultimately driving better results and ensuring we meet overall business goals.”

6. How do you handle conflicts within your sales team?

Sales teams can be competitive, and conflicts may arise between team members as they strive to meet targets and outperform one another. Hiring managers want to know if you have the leadership skills, emotional intelligence, and problem-solving abilities to address these issues effectively, maintain a positive work environment, and keep your team motivated and focused on their goals. Your approach to conflict resolution can greatly impact the team’s overall performance and cohesion.

Example: “When conflicts arise within my sales team, I believe it’s essential to address them promptly and fairly. My first step is to gather information from all parties involved in the conflict to gain a comprehensive understanding of the situation. This involves listening actively and empathetically to each person’s perspective without making any judgments.

Once I have a clear picture of the issue, I facilitate an open discussion between the conflicting parties, encouraging them to express their concerns and feelings openly while maintaining a respectful tone. During this conversation, I guide the team members towards finding common ground and identifying potential solutions that can resolve the conflict amicably. If necessary, I may also provide coaching or training on effective communication and collaboration techniques to prevent similar issues from arising in the future.

My primary goal as a Sales Manager is to foster a positive work environment where team members feel supported and motivated to perform at their best. Resolving conflicts effectively contributes to achieving this goal and ultimately leads to better teamwork and increased sales performance.”

7. What methods do you use to track and analyze sales data?

Sales managers need to be data-driven and analytical to make informed decisions that boost the team’s performance. By asking about your methods for tracking and analyzing sales data, interviewers want to gauge your ability to identify trends, measure progress, and recognize areas of improvement. This will help them understand how you can effectively lead a sales team and drive results for the company.

Example: “As a sales manager, I rely on a combination of CRM software and data visualization tools to track and analyze sales data effectively. The CRM system allows me to monitor the progress of individual team members, manage leads, and keep track of customer interactions. This helps me identify areas where our sales process can be improved and ensures that we are consistently meeting our targets.

For analyzing sales data, I use data visualization tools like Tableau or Power BI to create comprehensive dashboards that display key performance indicators (KPIs) such as revenue growth, average deal size, and conversion rates. These visualizations enable me to quickly spot trends, patterns, and potential issues, allowing me to make informed decisions about sales strategies and resource allocation. Regularly reviewing this data with my team also fosters transparency and encourages them to take ownership of their performance.”

8. How do you stay up-to-date on industry trends and competitor activities?

Staying informed about the market landscape is essential for a sales manager, as it directly impacts the company’s sales strategy and performance. By asking this question, interviewers want to ensure that you have a proactive approach to staying current on industry trends, competitor movements, and potential opportunities. This demonstrates your commitment to continuous learning and adaptability, which are key traits for a successful sales manager.

Example: “To stay up-to-date on industry trends and competitor activities, I make it a habit to regularly read relevant trade publications, subscribe to newsletters, and follow key influencers in the industry on social media. This helps me gain insights into emerging trends, new products or services, and any significant changes within the market.

Furthermore, I attend industry conferences and networking events whenever possible, as they provide valuable opportunities to learn from experts, engage with peers, and gather firsthand information about competitors’ strategies. Additionally, I encourage my sales team to share their observations from client interactions and market feedback, which can offer valuable insights into our competition and help us adapt our own strategies accordingly.”

9. What are some key performance indicators (KPIs) you monitor to evaluate your team’s success?

Measuring success is an essential part of a sales manager’s role. By asking about key performance indicators (KPIs), interviewers want to gauge your understanding of how to evaluate your team’s performance and ensure that they are on track to meet or exceed targets. Knowing which KPIs you monitor can also provide insight into your strategic approach and ability to identify areas for improvement within your team.

Example: “As a Sales Manager, I monitor several key performance indicators (KPIs) to evaluate my team’s success and ensure we are on track to meet our targets. The first KPI is the total revenue generated by the team, which gives me an overall picture of how well we’re performing against our sales goals.

Another important KPI is the average deal size, as it helps me understand if we’re focusing on high-value opportunities or spreading ourselves too thin across smaller deals. Additionally, I keep track of the conversion rate, which measures the percentage of leads that turn into actual customers. This metric allows me to assess the effectiveness of our sales process and identify areas for improvement.

I also pay close attention to the sales cycle length, as shorter cycles typically indicate a more efficient sales process. Lastly, I monitor individual performance metrics such as quota attainment and activity levels to ensure each team member is contributing effectively and consistently working towards their personal targets. These KPIs provide valuable insights into our team’s strengths and weaknesses, allowing me to make informed decisions about coaching, training, and resource allocation.”

10. Describe your experience with developing and managing sales budgets.

Budgeting plays a crucial role in the success of any sales team. By asking this question, hiring managers want to gauge your ability to create realistic sales budgets, allocate resources effectively, and monitor performance against those budgets. They’re also keen to understand how you can adapt and adjust budgets in response to changes in the market or company goals. Your experience in this area will help demonstrate your strategic thinking and financial acumen, both essential traits of a successful sales manager.

Example: “As a sales manager, I have extensive experience in developing and managing sales budgets. In my previous role, I was responsible for creating annual sales budgets based on historical data, market trends, and company growth projections. This involved analyzing past performance, identifying areas of improvement, and setting realistic targets for the sales team.

To manage the budget effectively, I implemented regular monitoring and reporting processes to track progress against our goals. This included monthly reviews with the sales team to discuss their individual performance, address any challenges they faced, and provide guidance on how to achieve their targets. Additionally, I worked closely with other departments, such as finance and marketing, to ensure alignment between our sales objectives and overall business strategy. Through this collaborative approach, we were able to consistently meet or exceed our sales targets while staying within the allocated budget.”

11. How do you balance short-term sales goals with long-term business growth?

Achieving a balance between short-term sales goals and long-term business growth is essential for a sales manager’s success. Interviewers ask this question to gauge your strategic thinking skills, ability to prioritize, and understanding of the bigger picture. They want to ensure that you can not only drive immediate results but also contribute to the company’s long-term success by fostering a sustainable sales culture, nurturing client relationships, and adapting to market changes.

Example: “Balancing short-term sales goals with long-term business growth requires a strategic approach that considers both immediate targets and the company’s future vision. As a Sales Manager, I prioritize setting realistic short-term objectives for my team while ensuring they align with our overall growth plan.

To achieve this balance, I focus on fostering strong relationships with key clients and identifying opportunities for upselling or cross-selling within existing accounts. This not only helps us meet our immediate revenue targets but also strengthens customer loyalty and retention in the long run. Additionally, I invest time in training and developing my sales team to improve their skills and adaptability, which contributes to the organization’s sustained success.

Moreover, I closely monitor market trends and competitor activities to identify potential threats and opportunities. This allows me to adjust our sales strategies accordingly, ensuring we remain competitive and well-positioned for long-term growth. In summary, by maintaining a holistic view of our sales efforts and continuously adapting our tactics, I can effectively balance short-term goals with the company’s long-term objectives.”

12. What strategies do you employ to maintain strong relationships with key clients?

Building and maintaining strong relationships with key clients is the cornerstone of a successful sales strategy. By asking this question, interviewers want to determine your aptitude for fostering lasting partnerships, ensuring clients feel valued, and navigating potentially difficult situations. They are also keen on understanding your approach to client satisfaction, which ultimately influences repeat business and promotes the company’s growth.

Example: “To maintain strong relationships with key clients, I employ a proactive and personalized approach. First, I make sure to have regular check-ins with them, whether through phone calls, emails, or face-to-face meetings. These touchpoints allow me to stay updated on their needs, address any concerns, and identify opportunities for growth.

Another strategy is personalization; I take the time to understand each client’s unique preferences, goals, and challenges. This enables me to tailor our offerings and communication style to better align with their expectations. Additionally, I ensure that my team is well-informed about these insights so they can provide consistent and customized support to our key clients. This level of attention helps build trust and fosters long-lasting partnerships.”

13. Can you provide an example of a time when you successfully negotiated a high-stakes deal?

Sales managers are often tasked with navigating complex, high-stakes negotiations that can make or break a company’s performance. By asking this question, interviewers want to gauge your ability to think strategically, handle pressure, and close deals that have a significant impact on the company’s bottom line. Sharing a specific example demonstrates your experience and showcases your skills in negotiation, problem-solving, and relationship-building.

Example: “Certainly, I recall a situation where our company was competing for a major contract with a large client. The deal had the potential to significantly increase our revenue and market share. However, the client was hesitant due to concerns about pricing and implementation timelines.

To address their concerns, I first conducted thorough research on the client’s industry and specific needs, which allowed me to present a tailored solution that demonstrated our understanding of their business challenges. Next, I engaged in several rounds of negotiations with the client, focusing on building trust and showcasing the value our product would bring to their organization.

During the final negotiation stage, we were able to reach a mutually beneficial agreement by offering flexible payment terms and committing to an accelerated implementation timeline. This not only secured the high-stakes deal but also led to a long-term partnership with the client, resulting in significant growth for both parties.”

14. How do you ensure that your sales team has the necessary product knowledge to effectively sell your offerings?

As a sales manager, it is essential to have a team that is well-informed about the products they’re selling in order to successfully close deals and meet targets. The interviewer wants to know your strategies for equipping your team with the knowledge they need to confidently and accurately represent your offerings to potential customers. This question also highlights your ability to lead, train, and motivate your team to achieve success.

Example: “To ensure my sales team has the necessary product knowledge, I implement a comprehensive training program that combines both theoretical and practical learning. Initially, I provide them with detailed product information, including features, benefits, and potential use cases. This helps build a strong foundation for understanding our offerings.

To reinforce this knowledge, I organize hands-on training sessions where team members can interact with the products and experience their functionality firsthand. Additionally, I encourage collaboration between the sales team and other departments, such as product development or customer support, to gain insights from different perspectives.

Regularly updating the team on new product developments and conducting refresher courses are also essential in maintaining their expertise. Ultimately, by fostering an environment of continuous learning and open communication, I empower my sales team to effectively sell our offerings and contribute to the overall success of the business.”

15. What role does social media play in your sales strategy?

Modern sales techniques have evolved to include digital channels, and social media is a powerful tool for reaching potential customers, nurturing relationships, and promoting your products or services. Interviewers want to know if you can leverage social media to boost your sales strategy, stay current with market trends, and engage with your target audience in creative ways that drive results.

Example: “Social media plays a significant role in my sales strategy, as it allows us to reach and engage with potential customers more effectively. We leverage social media platforms to showcase our products or services, share customer success stories, and provide valuable content that resonates with our target audience.

Furthermore, we use social listening tools to monitor conversations around our brand and industry, which helps us identify trends, address customer concerns, and uncover new sales opportunities. Social media also enables us to gather feedback on our offerings and make data-driven decisions to improve our sales approach. In summary, integrating social media into our sales strategy has proven invaluable for building brand awareness, nurturing leads, and driving revenue growth.”

16. How do you identify potential new markets or opportunities for expansion?

Uncovering new markets and opportunities is a vital skill for a sales manager, as it directly impacts the company’s growth and revenue. Hiring managers ask this question to assess your ability to think strategically, analyze market trends, and recognize potential areas for expansion. Your response will show your aptitude in conducting research, evaluating competitors, and understanding customer needs, all of which contribute to the success of the sales team and the organization as a whole.

Example: “As a sales manager, I believe that staying informed and proactive is key to identifying potential new markets or opportunities for expansion. One approach I use is conducting regular market research and analyzing industry trends to spot emerging demands or shifts in consumer behavior. This helps me identify untapped markets or areas where our products or services could fill a gap.

Another strategy involves closely monitoring the performance of our existing customers and their feedback. Engaging with them through surveys, interviews, or informal conversations can provide valuable insights into their needs and preferences, which may reveal new opportunities for growth. Additionally, keeping an eye on competitors’ activities and strategies can help us stay ahead of the curve and capitalize on any openings they might have missed. Combining these methods allows me to make data-driven decisions when exploring new markets or expanding our reach.”

17. What techniques do you use to coach and develop your sales team members?

Hiring managers want to know that, as a Sales Manager, you understand the importance of nurturing and developing your team members to improve their performance and enhance their skills. They are curious about the methods you employ to help your sales team grow, and how your approach contributes to the overall success of the company. It’s essential for a Sales Manager to be an effective mentor and leader, and your answer will demonstrate your ability to fulfill this aspect of the role.

Example: “One technique I use to coach and develop my sales team members is the “observe, practice, and feedback” method. First, I observe their performance during sales calls or meetings, taking note of areas where they excel and those that need improvement. Then, we discuss these observations together, identifying specific skills or techniques they can work on.

Afterward, I provide them with opportunities to practice these new skills in a safe environment, such as role-playing exercises or simulations. This allows them to gain confidence and refine their approach before applying it in real-life situations. Finally, I offer constructive feedback after each practice session, highlighting their progress and suggesting further adjustments if needed.

Another technique I employ is setting clear expectations and goals for each team member. We collaboratively establish individual targets based on their strengths and areas for growth, ensuring that they are both challenging and achievable. Regular check-ins help track their progress towards these goals, allowing us to celebrate successes and address any obstacles along the way. This goal-oriented approach keeps team members motivated and focused on continuous improvement.”

18. Describe a situation where you had to adapt your sales approach due to changing market conditions.

Adaptability is a key component of a successful sales manager’s skill set. Markets and industries are constantly evolving, and the ability to pivot your sales strategy accordingly can make or break your team’s performance. By asking this question, interviewers aim to gauge your experience in handling change, your problem-solving capabilities, and your ability to lead your team in challenging situations.

Example: “I recall a situation where our company introduced a new product line, and we initially targeted small businesses as our primary customer base. However, after a few months of sales efforts, we noticed that the market conditions were shifting, with larger enterprises showing more interest in our offerings due to their scalability and cost-effectiveness.

To adapt to this change, I quickly re-evaluated our sales strategy and shifted our focus towards targeting larger organizations. This involved adjusting our marketing materials to emphasize the benefits relevant to enterprise clients and providing additional training for my sales team on how to approach and communicate with these larger prospects effectively. We also collaborated closely with our product development team to ensure that any specific requirements from enterprise clients could be addressed promptly.

As a result of our swift adaptation, we successfully penetrated the enterprise market and significantly increased our overall sales performance. This experience taught me the importance of staying agile and responsive to changing market conditions and continuously refining our sales approach to align with evolving customer needs.”

19. How do you manage your sales pipeline and forecast future revenue?

Forecasting revenue and managing a sales pipeline are crucial skills for any sales manager. These abilities directly impact the company’s bottom line and help in making strategic decisions. By asking this question, interviewers aim to gauge your ability to effectively track, prioritize, and analyze sales opportunities, as well as to understand your forecasting methodologies. They want to ensure you have the necessary skills to drive your team’s success and contribute to the company’s growth.

Example: “As a sales manager, I believe in maintaining an organized and transparent sales pipeline to effectively forecast future revenue. To achieve this, I use CRM software that allows me to track each lead’s progress through the various stages of the sales process. This helps me identify bottlenecks and prioritize high-potential opportunities.

To forecast future revenue, I analyze historical data and current trends within our industry, as well as individual performance metrics for my team members. I also consider factors such as seasonal fluctuations, market conditions, and any upcoming product launches or promotions. Combining these insights with the information from our sales pipeline, I can create accurate revenue projections that help inform strategic decision-making and resource allocation.”

20. What qualities do you look for when hiring new salespeople?

A sales manager’s ability to identify and hire top talent is essential for building a successful sales team. By asking this question, interviewers want to know if you understand the key qualities that make a great salesperson and if you have the discernment to recognize those qualities in potential hires. Your answer will help them gauge your leadership abilities and your potential to develop a high-performing sales team.

Example: “When hiring new salespeople, I prioritize a combination of soft skills and relevant experience. First and foremost, I look for strong communication abilities, as effective salespeople must be able to clearly convey the value of our products or services to potential clients. This includes active listening skills, which are essential for understanding customers’ needs and addressing their concerns.

Another important quality is resilience. Sales can be challenging, with rejection being an inevitable part of the job. Therefore, I seek candidates who demonstrate persistence and a positive attitude in the face of setbacks. Additionally, I value self-motivation and goal-oriented mindsets, as these traits drive individuals to consistently strive for success and exceed targets.

While prior sales experience is beneficial, it’s not always a strict requirement. If a candidate possesses the aforementioned qualities and shows a genuine interest in learning about our industry and products, I believe they have the potential to excel in a sales role within our organization.”

21. How do you determine pricing strategies for your products or services?

Pricing is a key factor in a company’s success, and as a sales manager, you play a critical role in determining the right pricing strategies. Interviewers want to know how you approach this important decision-making process, taking into account factors like market trends, competition, production costs, and customer value perception. Your ability to strike a balance between profitability and customer satisfaction will be essential in driving sales and business growth.

Example: “Determining pricing strategies involves a thorough analysis of various factors, including market conditions, competition, and the value proposition of our products or services. First, I conduct extensive research on competitors’ offerings to understand their pricing models and identify any gaps in the market that we can capitalize on.

Then, I collaborate with cross-functional teams such as product development, marketing, and finance to gain insights into production costs, target audience, and desired profit margins. This information helps me establish an initial price range for our products or services. To refine this further, I consider customer feedback and historical sales data to gauge how different pricing levels have impacted demand and profitability in the past.

Once all these factors are taken into account, I develop a pricing strategy that balances competitiveness, profitability, and perceived value to customers. Regularly reviewing and adjusting the strategy based on market changes and company goals ensures that our pricing remains effective and supports overall business objectives.”

22. Can you describe a time when you had to overcome a major obstacle to close a sale?

Overcoming obstacles is a key skill in the world of sales, as it demonstrates perseverance, adaptability, and creative problem-solving. By asking about a specific instance where you faced a challenge and successfully closed a sale, interviewers are looking to gauge your resilience, resourcefulness, and ability to think on your feet—qualities that are essential for a successful sales manager.

Example: “I recall a situation where I was working with a potential client who had been using one of our competitors for years. They were hesitant to switch providers due to the long-standing relationship and familiarity with their current system. To overcome this obstacle, I first took the time to thoroughly understand their concerns and pain points with their existing provider.

After gaining insight into their needs, I tailored my presentation to demonstrate how our product could address those specific issues while also offering additional benefits that would improve their overall operations. I provided case studies and testimonials from other clients who had successfully made the transition, emphasizing the seamless integration process and ongoing support we offer.

The key to closing the sale was building trust and showing empathy towards their concerns. Ultimately, they decided to move forward with us because they felt confident in our ability to deliver on our promises and provide them with a superior solution. This experience taught me the importance of truly understanding a client’s needs and addressing their concerns head-on to build trust and close deals.”

23. What role does cross-functional collaboration play in your sales process?

Collaboration across various departments is essential for a seamless sales process and overall business success. As a sales manager, your ability to work effectively with other teams, such as marketing, product development, and customer service, can significantly impact the company’s bottom line. Interviewers ask this question to gauge your understanding of cross-functional collaboration’s importance and how you incorporate it into your sales strategies to drive growth and achieve organizational goals.

Example: “Cross-functional collaboration plays a significant role in my sales process, as it helps create a more comprehensive and effective strategy for meeting customer needs. Working closely with other departments such as marketing, product development, and customer service allows us to share valuable insights and align our efforts towards common goals.

For instance, collaborating with the marketing team enables us to develop targeted campaigns that generate high-quality leads for the sales team. Similarly, working with product development ensures we have a deep understanding of our offerings, allowing us to better address customer pain points and tailor solutions accordingly. Additionally, partnering with customer service helps us gather feedback on client experiences, which can be used to improve our sales approach and enhance overall satisfaction. This cross-functional teamwork ultimately contributes to increased revenue, stronger customer relationships, and long-term business success.”

24. How do you handle a situation where a client is unhappy with your product or service?

As a sales manager, you’re expected to not only sell products but also maintain strong relationships with clients. Addressing a situation where a client is unhappy allows interviewers to gauge your problem-solving, communication, and customer relationship management skills. They want to know if you can handle challenging situations professionally and effectively while ensuring client satisfaction and preserving the company’s reputation.

Example: “When faced with an unhappy client, my first priority is to actively listen and empathize with their concerns. I make sure they feel heard and understood before attempting to address the issue. This helps build trust and rapport, which are essential for resolving conflicts effectively.

Once I have a clear understanding of the problem, I work collaboratively with the client to find a solution that meets their needs and aligns with our company’s policies. This may involve offering alternative products or services, providing additional support, or escalating the issue to higher management if necessary. Throughout this process, I maintain open communication with the client, keeping them informed about any progress made and ensuring their satisfaction with the resolution. Ultimately, my goal is to turn a negative experience into a positive one, reinforcing the client’s confidence in our company and fostering long-term loyalty.”

25. What strategies do you use to upsell or cross-sell to existing customers?

Sales managers are expected to maximize revenue and profitability for their company. By asking this question, interviewers want to gauge your ability to recognize opportunities for upselling or cross-selling, as well as your approach in leveraging existing customer relationships. This demonstrates your creativity and strategic thinking in sales, and how you can contribute to the company’s growth and success.

Example: “One effective strategy I use for upselling and cross-selling to existing customers is leveraging their purchase history and preferences. This allows me to identify complementary products or services that would genuinely benefit the customer, making my recommendations more personalized and relevant. Additionally, I ensure that our sales team is well-trained on product knowledge so they can confidently explain the advantages of the additional offerings.

Another approach I employ is creating a sense of urgency by offering limited-time promotions or exclusive deals tailored to the customer’s needs. This encourages them to take advantage of the offer while it lasts. Furthermore, I emphasize the value proposition of the upsell or cross-sell, highlighting how it will enhance their experience with our product or service, ultimately leading to increased satisfaction and loyalty.”

26. How do you ensure that your sales team adheres to ethical sales practices?

Ethics play a vital role in building long-lasting relationships with customers and maintaining a positive company reputation. By asking this question, interviewers want to know that you prioritize ethical behavior within your sales team and have strategies in place to monitor and enforce these practices. They’re looking for a sales manager who understands the importance of balancing sales targets with maintaining a high level of integrity and professionalism.

Example: “To ensure that my sales team adheres to ethical sales practices, I start by setting clear expectations and providing comprehensive training on our company’s values, policies, and industry regulations. This includes discussing the importance of honesty, transparency, and respect when dealing with clients, as well as emphasizing the consequences of unethical behavior.

I also establish a culture of open communication within the team, encouraging them to share any concerns or challenges they face in their daily interactions with customers. Regular check-ins and performance reviews provide opportunities for me to address any potential issues and reinforce the significance of ethical conduct. Additionally, I lead by example, demonstrating integrity in all my actions and decisions, which sets a strong precedent for the entire team to follow.”

27. Describe a time when you had to make a difficult decision for the benefit of your sales team.

Sales managers are often faced with tough choices that can have a significant impact on the success of their team. Interviewers want to know if you can make strategic decisions, even when they’re not easy, and how you consider the long-term effects of those decisions. Your ability to navigate difficult situations and make sound choices demonstrates your leadership skills and your ability to prioritize the team’s success over short-term gains or personal preferences.

Example: “There was a time when our sales team was struggling to meet targets, and I noticed that the issue stemmed from an outdated approach to prospecting. Our team was still relying heavily on cold calling, which wasn’t generating enough leads or conversions. After analyzing the situation and researching alternative methods, I decided to implement a shift towards social selling and inbound marketing strategies.

This decision required significant changes in the way our team operated, including investing in training sessions and new tools for tracking online engagement. Some team members were initially resistant to this change, as they had been successful with cold calling in the past. However, I communicated the long-term benefits of adopting these new strategies and provided support throughout the transition process.

Within a few months, we saw a noticeable improvement in lead generation and conversion rates. The difficult decision to change our prospecting approach ultimately led to increased success for the entire sales team and helped us exceed our targets.”

28. Can you provide an example of a creative solution you implemented to overcome a sales challenge?

Asking this question allows interviewers to assess your problem-solving skills and creativity in a sales context. Sales managers often face obstacles, such as market saturation, strong competition, or budget constraints. Demonstrating your ability to think outside the box and devise innovative strategies to overcome these challenges can set you apart from other candidates and prove your value as a potential sales leader.

Example: “Certainly, in my previous role as a sales manager for a software company, we faced a challenge where our sales team was struggling to close deals with potential clients who were hesitant about the initial investment required for our product. To address this issue, I devised a creative solution that involved offering a tiered pricing model.

I collaborated with the finance and product teams to develop a plan that allowed customers to start with a basic version of our software at a lower cost, while still providing them access to essential features. As their business grew and they saw the value in our product, they could then upgrade to more advanced tiers with additional functionalities. This approach not only made it easier for our sales team to convince prospects but also helped build long-term relationships with clients who appreciated the flexibility and scalability of our offerings.

This strategy led to an increase in new customer acquisitions and contributed significantly to our overall revenue growth, demonstrating how creativity can play a vital role in overcoming sales challenges.”

29. How do you manage your own professional development and growth as a sales manager?

Continuous self-improvement is critical in the fast-paced world of sales. Interviewers want to know that you’re proactive in staying ahead of industry trends, developing new skills, and refining your existing abilities. Demonstrating a commitment to personal and professional growth shows that you’re adaptable, resilient, and ready to lead a successful sales team in an ever-changing market.

Example: “As a sales manager, I believe that continuous learning and self-improvement are essential for staying ahead in the competitive landscape. To manage my professional development, I set specific goals for myself and create an action plan to achieve them. This includes attending industry conferences, participating in workshops, and enrolling in relevant online courses to expand my knowledge and stay updated on the latest trends and best practices.

Furthermore, I actively seek feedback from my team members, peers, and superiors to identify areas where I can improve. I also dedicate time to reading books, articles, and following thought leaders in the sales domain to gain insights into new strategies and techniques. Additionally, I engage in networking events to connect with other professionals in the field, which allows me to learn from their experiences and exchange ideas. These combined efforts help me grow as a sales manager and ensure that I am well-equipped to lead my team effectively.”

30. What are some key lessons you have learned throughout your career in sales management?

Asking this question allows interviewers to gain insight into your experience, understanding of sales dynamics, and how well you adapt to various situations. Your response sheds light on your ability to lead a sales team effectively, learn from past experiences, and implement strategies that contribute to the success of the organization. Additionally, it demonstrates your willingness to grow and evolve in the ever-changing sales landscape.

Example: “One key lesson I’ve learned in sales management is the importance of coaching and developing team members. Investing time in understanding their strengths, weaknesses, and motivations allows me to tailor my approach for each individual, ultimately leading to improved performance and job satisfaction. Regular feedback sessions and setting clear expectations have proven invaluable in fostering a growth mindset within the team.

Another essential lesson is the significance of adaptability and resilience in the ever-changing sales landscape. Market conditions, customer preferences, and competition can shift rapidly, so it’s vital to stay informed and be prepared to adjust strategies accordingly. Encouraging the team to embrace change and continuously learn from both successes and failures has been instrumental in maintaining a high-performing sales organization.”

30 Nurse Manager Interview Questions and Answers

30 accountant interview questions and answers, you may also be interested in..., 30 logistics engineer interview questions and answers, 30 gardener interview questions and answers, 20 4th grade teacher interview questions and answers, 30 material handler interview questions and answers.

Got any suggestions?

We want to hear from you! Send us a message and help improve Slidesgo

Top searches

Trending searches

solar eclipse

25 templates

11 templates

palm sunday

5 templates

26 templates

8 templates

Slideshow for Sales Interview

Slideshow for sales interview presentation, premium google slides theme and powerpoint template.

You can get different uses out of this creative template! This slideshow with golden touches and black and white images will allow you to orient the presentation to what you need in relation to the world of sales. You can use this design to prepare for an interview with a new salesman of your product or you can be the one who has to do the interview and the slides will allow you to collect the most relevant information for your interviewers to know about your education or experience. Can you think of more uses? Download the template and show everyone what you are capable of editing!

Features of this template

• 100% editable and easy to modify
• 35 different slides to impress your audience
• Contains easy-to-edit graphics such as graphs, maps, tables, timelines and mockups
• Includes 500+ icons and Flaticon’s extension for customizing your slides
• Designed to be used in Google Slides and Microsoft PowerPoint
• 16:9 widescreen format suitable for all types of screens
• Includes information about fonts, colors, and credits of the resources used

What are the benefits of having a Premium account?

What Premium plans do you have?

What can I do to have unlimited downloads?

Don’t want to attribute Slidesgo?

Gain access to over 21800 templates & presentations with premium from 1.67€/month.

Are you already Premium? Log in

Related posts on our blog

How to Add, Duplicate, Move, Delete or Hide Slides in Google Slides

How to Change Layouts in PowerPoint

How to Change the Slide Size in Google Slides

Related presentations.

Premium template

Unlock this template and gain unlimited access

25 Senior Sales Manager Interview Questions and Answers

Learn what skills and qualities interviewers are looking for from a senior sales manager, what questions you can expect, and how you should go about answering them.

A successful sales manager is always on the lookout for new business opportunities. They need to be able to identify potential clients, assess their needs, and propose a solution that meets those needs. Sales managers also need to be able to coach their team to success, and motivate them to reach their targets.

If you’re looking to become a sales manager, you’ll need to be able to answer questions about your experience, your understanding of the sales process, and your ability to lead a team. You’ll also need to be able to articulate your understanding of what a sales manager does and how you would be an asset to the team.

To help you out, we’ve put together a list of some of the most common sales manager interview questions. We’ve also included some sample answers to help you prepare for your interview.

• Are you comfortable giving presentations to large groups of people?
• What are some of the most effective strategies you use to close a sale?
• How would you handle a situation where one of your salespeople was not meeting their quotas?
• What is your experience with using sales software?
• Provide an example of a time when you had to negotiate a better deal for your company.
• If you could choose one skill to improve for your role as a senior sales manager, what would it be?
• What would you do if one of your salespeople came to you with an idea for a new product or service?
• How well do you handle stress and pressure?
• Do you have any experience managing a budget?
• When hiring new salespeople, what qualities do you look for?
• We want to improve our customer service ratings. What ideas do you have for doing so?
• Describe your personal leadership style.
• What makes you stand out from other candidates for this job?
• Which industries do you have the most experience in?
• What do you think is the most important factor in maintaining a successful sales team?
• How often do you recommend that your salespeople meet with clients?
• There is a new competitor in the marketplace with a similar product to yours. How do you handle it?
• What strategies do you use to motivate your salespeople?
• How have you used data and analytics to improve sales performance in the past?
• Describe a situation where you had to make a difficult decision involving one of your salespeople.
• What methods do you use to stay up-to-date with industry trends?
• How well do you handle criticism from clients or customers?
• Do you have experience creating sales training programs for new hires?
• What techniques do you find work best when networking with potential customers?
• Are there any particular challenges that you think this role would present?

1. Are you comfortable giving presentations to large groups of people?

This question can help the interviewer determine if you have experience presenting to large groups of people. This is an important skill for senior sales managers because they may need to present their company’s products or services to a group of clients, shareholders or other stakeholders. In your answer, explain that you are willing to do so when necessary and provide examples of past experiences doing so.

Example: “Absolutely. I have extensive experience giving presentations to large groups of people in a variety of settings. During my time as Senior Sales Manager, I was responsible for delivering quarterly sales reports to the executive team and board members. I also frequently gave presentations at industry conferences and events. In each instance, I was able to effectively communicate complex concepts to a wide audience while keeping their attention and interest throughout the presentation. My ability to engage with an audience has been consistently praised by colleagues and supervisors alike.

I am confident that this same skill set will be beneficial in my new role as Senior Sales Manager. I understand how important it is to make sure key messages are communicated clearly and concisely when presenting to a large group, and I look forward to continuing to hone these skills in my new position.”

2. What are some of the most effective strategies you use to close a sale?

This question can help the interviewer understand your sales process and how you apply strategies to close a sale. Use examples from previous experience that highlight your ability to lead, communicate effectively and achieve goals.

Example: “I have developed a number of strategies that I use to close sales. First, I like to establish trust with the customer by being honest and transparent about my product or service. This helps build credibility and allows me to better understand their needs.

Next, I focus on creating value for the customer. By understanding their goals and objectives, I can tailor my solution to meet their specific requirements. This ensures they are getting the best possible deal and increases the likelihood of them making a purchase.

Lastly, I always follow up after the initial sale. Keeping in touch with customers helps to ensure satisfaction and encourages repeat business. It also gives me an opportunity to offer additional products or services that may be beneficial to them.”

3. How would you handle a situation where one of your salespeople was not meeting their quotas?

This question can help the interviewer understand how you handle challenges and support your team. Your answer should include a specific example of how you helped one of your salespeople meet their quotas, which can show the interviewer that you have experience with this situation.

Example: “If one of my salespeople was not meeting their quotas, I would first take the time to understand why. I believe in taking a collaborative approach when it comes to problem-solving and working with my team. I would sit down with the individual and review their performance metrics to identify any areas for improvement.

I would then work with them to develop an action plan that outlines specific steps they can take to improve their performance. This could include setting more achievable goals, providing additional training or resources, or adjusting their sales strategy. Finally, I would ensure that we have regular check-ins to track progress and provide support as needed.”

4. What is your experience with using sales software?

This question can help the interviewer understand your experience with using software that helps you manage sales processes. Use examples from previous jobs to explain how you used this software and what benefits it provided for your team.

Example: “I have extensive experience with using sales software. I have been working in the sales industry for over 10 years and have used a variety of different types of sales software during that time. In my current role, I use Salesforce to manage customer accounts, track leads, and analyze data. I am also familiar with other popular sales software such as HubSpot, Zoho CRM, and Microsoft Dynamics 365.

In addition to having hands-on experience with these tools, I have also led training sessions for new employees on how to use them. I understand the importance of staying up to date with the latest technology and trends in order to maximize efficiency and productivity. I believe my knowledge and expertise in this area would be an asset to your team.”

5. Provide an example of a time when you had to negotiate a better deal for your company.

The interviewer may ask this question to learn more about your negotiation skills. Use past experiences where you successfully negotiated a better deal for your company and highlight the results of your negotiations.

Example: “I recently had to negotiate a better deal for my company when we were looking to purchase new software. We had identified the perfect solution, but it was out of our budget. After doing some research and speaking with the vendor, I was able to get them to agree to a discounted price that was within our budget.

I used my knowledge of the market and the product to explain why their initial offer wasn’t feasible for us. I also highlighted the long-term benefits of having us as a customer and how this could benefit both parties in the future. In the end, they agreed to reduce the cost by 20%, which allowed us to make the purchase without going over budget.”

6. If you could choose one skill to improve for your role as a senior sales manager, what would it be?

This question is an opportunity to show the interviewer that you are self-aware and willing to improve your skills. Choose a skill that you feel you need improvement in, but also one that will help you succeed as a senior sales manager.

Example: “If I could choose one skill to improve for my role as a senior sales manager, it would be my ability to lead and motivate teams. As a leader in the sales industry, I understand that having an effective team is essential to success. Therefore, I strive to create an environment of trust and collaboration where everyone can contribute their best ideas and work together towards achieving our goals.

I have been working on developing my leadership skills by attending workshops and seminars, reading books, and taking courses related to team building and management. I also make sure to stay up-to-date with the latest trends in sales so that I can better support my team. Finally, I am constantly looking for ways to foster a positive culture within the workplace and encourage open communication between all levels of the organization.”

7. What would you do if one of your salespeople came to you with an idea for a new product or service?

This question can help the interviewer understand how you handle new ideas and whether you encourage your team to share their thoughts. Your answer should show that you value input from others, especially those who are closest to customers.

Example: “If one of my salespeople came to me with an idea for a new product or service, I would first thank them for their enthusiasm and creativity. Then, I would ask questions about the concept in order to gain more insight into the potential value it could bring to the company. After that, I would work with the team to develop a plan to test and evaluate the idea. This would involve researching the market, understanding customer needs, and developing a strategy to launch the product or service. Finally, I would track progress and provide feedback throughout the process so that we can make adjustments as needed. Ultimately, my goal is to help the team succeed by providing guidance and support when necessary.”

8. How well do you handle stress and pressure?

As a senior sales manager, you may be responsible for managing your team’s performance and ensuring they meet their goals. Employers ask this question to make sure you can handle the pressure of being in charge. In your answer, share how you manage stress and demonstrate that you have what it takes to succeed in this role.

Example: “I have a great deal of experience managing high-pressure sales environments. I understand the importance of staying calm and focused under pressure, while still being able to make quick decisions. I’m also very organized and efficient in my work, which helps me to stay on top of deadlines and prioritize tasks effectively.

In addition, I’m an excellent communicator and team player. I’m confident in my ability to collaborate with colleagues and clients alike, even when there are tight timelines or challenging objectives. My interpersonal skills help me to build strong relationships with customers and ensure that everyone is working towards the same goal.”

9. Do you have any experience managing a budget?

The interviewer may ask this question to learn more about your experience with financial management. As a senior sales manager, you will likely be responsible for managing the budget of your team and ensuring that they are spending their time and resources in ways that help them achieve their goals. In your answer, try to explain how you manage budgets effectively and what steps you take to ensure that your team is doing the same.

Example: “Yes, I have extensive experience managing a budget. In my current role as Senior Sales Manager, I am responsible for overseeing the sales team’s budget and ensuring that it is managed efficiently and effectively. I have developed an in-depth understanding of how to maximize resources while still achieving our goals. My approach to budgeting includes analyzing past performance, forecasting future trends, and creating strategies to increase revenue while controlling costs. I also regularly review financial reports to ensure accuracy and compliance with company policies. Finally, I have strong communication skills which allow me to collaborate with other departments on budget matters and provide guidance when needed.”

10. When hiring new salespeople, what qualities do you look for?

Hiring new salespeople is an important part of a senior sales manager’s job. Employers ask this question to learn more about your hiring process and how you select the best candidates for their company. In your answer, explain what qualities you look for in potential employees and why these are important. You can also share any tips or advice that you have for selecting the right people for the job.

Example: “When hiring new salespeople, I look for individuals who are passionate about their work and have a strong desire to succeed. They should be driven by results and have the ability to think strategically and creatively when it comes to selling.

I also look for candidates with excellent communication skills, both verbal and written. This includes being able to effectively communicate with customers and colleagues in order to build relationships and close deals. Furthermore, they must be organized and detail-oriented so that they can manage multiple tasks at once while still maintaining accuracy.

Lastly, I look for those who possess a positive attitude and are willing to learn. Sales is an ever-evolving field, so having someone on board who is open to learning new techniques and strategies will help ensure success.”

11. We want to improve our customer service ratings. What ideas do you have for doing so?

Customer service is an important part of any business, and senior sales managers are responsible for ensuring their teams provide excellent customer service. Employers ask this question to see if you have experience improving customer satisfaction ratings. In your answer, share a few ideas that you think would help improve the company’s current rating.

Example: “I have a few ideas that I believe could help improve customer service ratings. First, I think it is important to ensure that all employees are trained in proper customer service techniques and protocols. This includes teaching them how to effectively communicate with customers, handle difficult situations, and address any complaints or concerns they may have.

In addition, I would also suggest implementing a feedback system so that customers can provide their opinions and suggestions about the services they receive. This will allow us to identify areas where we can make improvements and better meet our customers’ needs. Finally, I believe that providing incentives for good customer service should be considered as well. This could include offering discounts or rewards for customers who give positive reviews or referrals.”

12. Describe your personal leadership style.

As a senior sales manager, you’ll need to lead your team. Employers ask this question to learn more about your leadership style and how it might fit with their company culture. To answer this question, think about the different approaches you’ve used in the past. Choose one that best describes your approach and explain why.

Example: “My personal leadership style is focused on collaboration, communication, and trust. I believe that the best results come from working together as a team to achieve common goals. I strive to create an environment of open dialogue where everyone feels comfortable sharing their ideas and opinions. I also prioritize building relationships with my team members so that we can work together effectively and efficiently. Finally, I place a high value on trust in order to foster a positive and productive workplace. By creating an atmosphere of mutual respect, I am able to motivate my team to reach their highest potential.”

13. What makes you stand out from other candidates for this job?

Employers ask this question to learn more about your qualifications and how you can contribute to their company. Before your interview, make a list of the skills and experiences that qualify you for this role. Focus on what makes you unique from other candidates and highlight any transferable skills or knowledge you have that will help you succeed in this position.

Example: “I believe my experience and qualifications make me stand out from other candidates for this job. I have over 10 years of sales management experience, with a proven track record of success in developing and executing strategies to increase revenue and market share. My expertise includes leading teams, managing budgets, and creating innovative solutions to complex problems.

In addition, I am an excellent communicator and negotiator, which has enabled me to build strong relationships with customers and vendors alike. I also possess the ability to think strategically and analyze data to identify trends and opportunities. Finally, I am highly organized and detail-oriented, allowing me to stay on top of tasks and ensure that deadlines are met.”

14. Which industries do you have the most experience in?

This question can help the interviewer understand your experience level and how it relates to their company. It’s important to show that you have relevant experience for this position, but also that you’re open to learning about new industries.

Example: “I have extensive experience in the technology, software, and telecommunications industries. I’ve held senior sales roles for over 10 years at a variety of companies, so I understand the nuances of each industry.

In my current role as Senior Sales Manager, I am responsible for managing a team of sales professionals who specialize in selling products to customers in these three industries. My team has achieved significant success in terms of revenue growth and customer satisfaction. We have also developed strong relationships with key stakeholders across all three industries.

Additionally, I have been able to leverage my knowledge of these industries to develop innovative strategies that have enabled us to increase our market share and expand into new markets. This has allowed us to remain competitive in an ever-changing landscape.”

15. What do you think is the most important factor in maintaining a successful sales team?

This question can help the interviewer determine your leadership style and how you motivate a team. Your answer should show that you value teamwork, collaboration and communication.

Example: “I believe the most important factor in maintaining a successful sales team is having strong leadership. As Senior Sales Manager, I understand that it’s my job to provide guidance and direction to the team. This includes setting clear goals and expectations, providing regular feedback, and creating an environment of trust and collaboration.

I also think it’s important for me to stay up-to-date on industry trends and best practices so that I can ensure our team is using the most effective strategies and techniques. Finally, I believe in empowering my team members by giving them autonomy and ownership over their work. By doing this, they will feel more motivated and engaged with their tasks, which will ultimately lead to better results.”

16. How often do you recommend that your salespeople meet with clients?

This question can help the interviewer understand how you manage your team and schedule their work. Your answer should show that you know when to give your salespeople time off and when they need to be in front of clients.

Example: “I believe that the frequency of client meetings should be tailored to each individual salesperson and their specific clients. Generally, I recommend that my salespeople meet with clients at least once a month. This allows them to build relationships and stay up-to-date on any changes or needs the client may have.

However, if there is an urgent need for a meeting, such as a new product launch or a change in strategy, then I will encourage my team to meet more often. I also make sure that they are prepared for these meetings by providing them with all the necessary resources and information beforehand.”

17. There is a new competitor in the marketplace with a similar product to yours. How do you handle it?

This question can help the interviewer understand how you handle challenges in your industry. Use examples from previous experience to show that you have a plan for handling new competition and other obstacles.

Example: “When a new competitor enters the marketplace, I take it as an opportunity to evaluate my own product and sales strategy. My first step is to research the competition’s offering and understand how their product differs from mine. Once I have that information, I can develop a plan for how to differentiate our product in order to remain competitive.

I also use this as an opportunity to review our current sales process and see if there are any areas where we could improve or adjust our approach. This includes evaluating our pricing structure, marketing strategies, customer service, and more. By taking a comprehensive look at our sales process, I’m able to identify any potential weaknesses and make changes accordingly.

Additionally, I focus on building relationships with customers so they feel confident in choosing our product over the competition’s. I work hard to ensure our clients receive top-notch customer service and understand why our product is the best choice. Finally, I stay up to date on industry trends and news so I can anticipate changes in the market and be prepared to respond quickly.”

18. What strategies do you use to motivate your salespeople?

Motivation is an important skill for a senior sales manager. Employers ask this question to learn more about your leadership style and how you motivate others. In your answer, explain what motivates you and what strategies you use to help your team members stay motivated.

Example: “I believe that motivation is key to success in sales, and I have developed a few strategies that I use to motivate my team. First, I emphasize the importance of goal setting and provide guidance on how to set realistic goals for each individual. This helps them focus their efforts and understand what they need to do to reach their targets. Second, I reward performance with incentives such as bonuses or recognition. This encourages them to continue striving for excellence and provides an extra boost when needed. Finally, I foster a positive work environment by recognizing successes and celebrating achievements. This creates a sense of camaraderie and makes it easier for everyone to stay motivated.”

19. How have you used data and analytics to improve sales performance in the past?

The interviewer may ask this question to learn more about your analytical skills and how you use data to make decisions. Use examples from previous roles where you used data to analyze sales performance, customer preferences or other factors that helped improve the company’s bottom line.

Example: “I have a great track record of using data and analytics to improve sales performance. In my current role, I analyze customer trends and preferences to identify potential opportunities for growth. For example, I recently identified an untapped market segment that had the potential to significantly increase our revenue. After further research, I was able to create a targeted marketing campaign that resulted in increased sales.

In addition, I use data-driven insights to inform my team’s strategies. By analyzing past sales figures, I can determine which products are selling well and which ones need more attention. This helps us focus our efforts on the most profitable areas and maximize our resources. Finally, I also leverage data to develop new pricing models and promotional offers that help drive higher conversions.”

20. Describe a situation where you had to make a difficult decision involving one of your salespeople.

This question can help the interviewer understand how you make decisions and how you handle conflict. Use examples from your experience to show that you’re decisive, but also consider others’ opinions when making a choice.

Example: “I recently had to make a difficult decision involving one of my salespeople. The individual was an experienced and successful salesman, but he had been consistently missing his quotas for the past three months. After reviewing his performance with him, I determined that his lack of motivation was the root cause of his poor performance.

After consulting with other members of the team, we decided that it would be best to let him go. It was a difficult decision because this person had been part of our team for many years, but ultimately I felt it was necessary in order to maintain a high level of productivity within the team.

I made sure to handle the situation professionally and respectfully by providing the individual with a generous severance package and offering assistance in finding another job. This allowed us to part ways on good terms and ensured that the rest of the team remained motivated and productive.”

21. What methods do you use to stay up-to-date with industry trends?

Employers want to know that you are committed to your career and continuously learning. They may ask this question to see if you have a plan for staying up-to-date with industry trends, which can help you be more effective in your role as a senior sales manager. In your answer, share how you stay current on the latest news and information about your industry. You can also mention any resources or tools you use to learn more about your field.

Example: “I stay up-to-date with industry trends by staying connected to my professional network. I have a wide range of contacts in the sales and marketing space, so I’m always aware of new developments and strategies that are being used in the industry. I also attend conferences and seminars regularly to learn from other professionals and gain insights into current trends. Finally, I read relevant publications and follow influencers on social media to ensure I’m always informed about the latest news and advancements in the field. By doing all these things, I am able to keep my knowledge and skills sharp and remain competitive in the market.”

22. How well do you handle criticism from clients or customers?

As a senior sales manager, you may need to give feedback to your team members about their performance. Employers ask this question to make sure you can provide constructive criticism without hurting someone’s feelings or making them feel inadequate. In your answer, explain that you understand the importance of giving feedback in a way that is helpful and not hurtful. Share an example of how you would deliver negative feedback while still encouraging the person to do better.

Example: “I understand that criticism from clients or customers is an inevitable part of the job. I take it as a learning opportunity and strive to use it to improve my performance in the future. I always remain professional, listen carefully to their feedback, and try to find ways to address any issues they may have. I also make sure to thank them for taking the time to provide me with constructive criticism.

I believe that having a positive attitude towards criticism helps build trust between myself and the customer. This allows us to work together more effectively to come up with solutions that are beneficial to both parties. I am confident that my ability to handle criticism professionally will be an asset to your team.”

23. Do you have experience creating sales training programs for new hires?

This question can help the interviewer understand how you might train your team members and develop their skills. Use examples from previous experience to show that you know how to create a training program for new hires, including what types of programs you’ve created in the past and how they helped your team succeed.

Example: “Yes, I have extensive experience creating sales training programs for new hires. In my current role as Senior Sales Manager, I was responsible for developing and implementing a comprehensive sales training program that was tailored to the needs of each individual hire. The program included modules on product knowledge, customer service techniques, communication skills, and more. It also incorporated hands-on activities and real-world scenarios to ensure that trainees could apply their learning in practical situations.

I believe that this type of training is essential for any successful sales team, and I am confident that I can bring this same level of expertise to your organization. With my experience in designing and delivering effective sales training programs, I am sure that I can help you create an environment where new hires are well-prepared and motivated to succeed.”

24. What techniques do you find work best when networking with potential customers?

The interviewer may ask you a question like this to learn more about your networking skills and how you use them in the workplace. Use examples from your experience that show how you can connect with customers, build relationships and make sales.

Example: “When networking with potential customers, I find that building relationships is key. Establishing trust and credibility is essential to developing a successful relationship. To do this, I focus on providing value by offering helpful advice or resources. This helps to demonstrate my expertise in the field and build rapport with potential customers.

I also make sure to be proactive in reaching out to potential customers, whether through email campaigns, social media outreach, or attending industry events. By staying up-to-date on trends and developments within the industry, I can provide valuable insights to potential customers and show them why they should choose me as their sales manager. Finally, I always strive to maintain an open dialogue with potential customers so that I can better understand their needs and tailor my approach accordingly.”

25. Are there any particular challenges that you think this role would present?

This question can help the interviewer get a better idea of how you would handle challenges in this role. Use your answer to highlight any skills or experiences that will help you overcome these potential challenges.

Example: “Yes, there are certainly challenges that this role would present. As a Senior Sales Manager, I understand the importance of staying ahead of industry trends and developing innovative strategies to increase sales. This requires an in-depth understanding of customer needs and preferences as well as an ability to think outside the box when it comes to marketing campaigns.

I also recognize that managing a team of sales professionals can be challenging. It is important to ensure that everyone is on the same page and working towards the same goals. To do this, I believe in fostering an environment of collaboration and open communication between all members of the team. I am confident that my experience leading successful teams will help me excel in this role.”

25 IT Delivery Manager Interview Questions and Answers

25 product consultant interview questions and answers, you may also be interested in..., 20 cradlepoint interview questions and answers, 20 naive bayes classifier interview questions and answers, 25 lead medical assistant interview questions and answers, 20 groupm interview questions and answers.

• International edition
• Australia edition
• Europe edition

Jared Kushner says Gaza’s ‘waterfront property could be very valuable’

Donald Trump’s son-in-law also says Israel should bulldoze an area of the Negev desert and move Palestinians there

• Middle East crisis – live updates

Jared Kushner has praised the “very valuable” potential of Gaza’s “waterfront property” and suggested Israel should remove civilians while it “cleans up” the strip.

The former property dealer, married to Donald Trump’s daughter Ivanka, made the comments in an interview at Harvard University on 15 February. The interview was posted on the YouTube channel of the Middle East Initiative, a program of Harvard’s Kennedy School of Government, earlier this month.

Kushner was a senior foreign policy adviser under Trump’s presidency and was tasked with preparing a peace plan for the Middle East . Critics of the plan, which involved Israel striking normalisation deals with Gulf states, said it bypassed questions about the future for Palestinians.

His remarks at Harvard gave a hint of the kind of Middle East policy that could be pursued in the event that Trump returns to the White House, including a search for a normalisation deal between Saudi Arabia and Israel .

“Gaza’s waterfront property could be very valuable … if people would focus on building up livelihoods,” Kushner told his interviewer, the faculty chair of the Middle East Initiative, Prof Tarek Masoud. Kushner also lamented “all the money” that had gone into the territory’s tunnel network and munitions instead of education and innovation.

“It’s a little bit of an unfortunate situation there, but from Israel’s perspective I would do my best to move the people out and then clean it up,” Kushner said. “But I don’t think that Israel has stated that they don’t want the people to move back there afterwards.”

Masoud replied that there was “a lot to talk about there”.

Kushner also said he thinks Israel should move civilians from Gaza to the Negev desert in southern Israel.

He said that if he were in charge of Israel his number one priority would be getting civilians out of the southern city of Rafah, and that “with diplomacy” it could be possible to get them into Egypt.

“But in addition to that, I would just bulldoze something in the Negev, I would try to move people in there,” he said. “I think that’s a better option, so you can go in and finish the job.”

He reiterated the point a little later, saying: “I do think right now opening up the Negev, creating a secure area there, moving the civilians out, and then going in and finishing the job would be the right move.”

The suggestion drew a startled response from Masoud. “Is that something that they’re talking about in Israel?” Masoud asked. “I mean, that’s the first I’ve really heard of somebody, aside from President Sisi [Egypt’s leader], suggesting that Gazans trying to flee the fighting could take refuge in the Negev. Are people in Israel seriously talking about that possibility?”

“I don’t know,” Kushner replied, shrugging his shoulders.

“That would be something you’d try to work on?” Masoud asked.

“I’m sitting in Miami Beach right now,” Kushner said. “And I’m looking at the situation and I’m thinking: what would I do if I was there?”

Asked by Masoud about fears on the part of Arabs in the region that the Israeli prime minister, Benjamin Netanyahu, would not allow Palestinians who flee Gaza to return, Kushner paused and then said: “Maybe.”

He went on to say: “I am not sure there is much left of Gaza at this point. If you think about even the construct, Gaza was not really a historical precedent [sic]. It was the result of a war. You had tribes in different places and then Gaza became a thing. Egypt used to run it and then over time different governments came in.”

Responding to a question about whether the Palestinians should have their own state, Kushner described the proposal as “a super bad idea” that “would essentially be rewarding an act of terror”.

• Jared Kushner
• Israel-Gaza war
• Palestinian territories
• Middle East and north Africa
• Donald Trump

More on this story

US calls for immediate Gaza ceasefire and hostage deal in draft UN resolution

The Gaza famine is human-made. And the US is complicit in this catastrophe

Joe Biden issues executive order against Israeli settlers in West Bank

World Bank report finds imminent risk of catastrophic famine in Gaza Strip

Washington faces UN showdown over fresh resolution for Gaza ceasefire

‘Man-made famine’ charge against Israel is backed by mounting body of evidence

House votes to censure Rashida Tlaib over her criticism of Israel

There is no moral argument that justifies the sale of weapons to Israel

Biden’s hope for alternatives fade as Israel appears to signal Gaza invasion

Blinken urges Israel to avoid civilian deaths and wants safe zones in Gaza

Most viewed.