In the first part of this two part series we looked at a non-traditional approach to interviewing for that ideal position. We are talking about sales jobs in particular, however the same concept applies to positions in most professional occupations.
In Part 1 of 2 we reviewed 4 necessary steps to take “before the interview” and the first 5 steps to take “during the interview”. Here in Part 2 of 2 we will conclude the steps (6 – 11) “during the interview” and the important steps to take “after the interview”.
2) The manager’s internal “smoke detector” batteries will be fresh. Make sure you are accurate with your responses.
3) Ask about compensation in detail (get enough information to make a “go/no go” decision on your part during this interview).
4) Explain how you would “go to work” Monday morning if you were hired. Who would you go see, who would you call—in effect, what would your BEHAVIOR plan be like out of the box? Under any circumstances, do not ask, “How do I get my leads?”
5) Towards the end of the interview, bring out your sales assessment profile and hand it to the manager, with this preface: “Here, (first name), in anticipation of our meeting, I took a sales skills profile which specifically measures an applicant’s ability to sell. I highlighted parts I thought would help you understand my selling strengths and weaknesses a little better. Why don’t you take a minute to scan this profile—it might tee-up even more questions you’d like to ask me…”
You want the manager to begin reading. If she/he doesn’t, suggest she turn to a specific page, and read a specific highlight, based on one of the questions she asked you earlier. If the manager jumps right in and begins reading, you might ask where the water fountain or the rest room is. This will give the manager the privacy to read and more important, “concentrate” on new questions to ask you. Believe me, if she is interested in hiring you, she will want the time to thoroughly read your profile.
6) When you re-enter the room, let the manager ask you questions.
7) YOUR “CLOSE”: As you sense the interview coming to a close, review the last piece of your opening with the manager. Here’s an example: “When we first sat down, (first name), I said at the end of the interview, I would be happy to give you a decision on whether I would accept the job or not, if, hypothetically, it were offered to me today. I’m ready to do that. I also said I would ask you, ‘would you offer the job to me today,’ if the hiring decision were solely up to you, and I understand it may not be.”
Get confirmation (an “OK” or a head nod is fine) and then immediately give the manager your answer (obviously “Yes,” since you both made it this far into the interview). Wait for the manager’s answer. If it’s not a “Yes,” help the manager say “No.”
If it is a “Yes,” ask, “What happens next?”
One way to test the manager’s level of interest is to ask, “I have several other interviews on the calendar. Based on this meeting with you, I don’t want to waste my time with them. I know I have to do what’s best for me, and I will, but let me ask you, (first name), off the record, should I call and cancel those interviews?” (wait for manager’s response).
AFTER THE INTERVIEW:
- Call your references and ask them to call you after the manager calls. You may want to share the manager’s “hot buttons” with your references.
- Follow up with the manager in accordance with his/her response to, “What happens next?” Most managers who are interested in an applicant will not let three days go by without a phone call.
When you interview in this fashion, you will not only take charge of the interview, but more importantly actually take charge of where your career is headed. Don Newhouse, recently promoted to branch manager for Systems Alliance, an information systems consulting company in Rockville, MD, has used this interviewing technique throughout his career to land opportune sales positions. Don says, “This up-front approach gets the hiring manager to tell you why he needs you, instead of the other way around. The interview is nothing more than a sales call; you are the product you are selling. As branch manager, I hire all my salespeople in this same manner. I first give them a chance to open up the interview this way, and if they don’t, I do.”
This systematic approach is not for wimps. However, if you follow these 17 steps closely, and you have the ability to sell, you will land the job. You will come across completely opposite the majority of salespeople who interview for sales positions.