Sales Management Interview Questions

Introduction: In this assignment I will be giving information the following point talk about each sales staff must do or be like when working for these different scenarios. Also I have included the sales technique out of four of them: Cold-calling, Face to face, Telemarketing and drop in visits. Also I have included their own personal interpersonal skills of what it takes to be a sales staff to be working for those scenarios, I have also included examples and relevant pictures.

Job Requirements Matrix – Sales Associates ………………………………………………………………………………………….. 6 Figure 2 - Sales Talent Performance Matrix ………………………………… ………………………………………………………… 6 Sales Associate KSAOs ………………………………………… ………………………………………………………………………………... 7 Table - Education

3.     What major problems might you encounter with your new sales force structure as it relates to both external factors (customers) and internal factors (employee reactions)?

Firstly when being sales staff there is a lot of responsibility that you have to take in account. For example sales staff should have some understanding about the product. This includes features, benefits, and the cost of the specific product that the customer wants to purchase. For example if a sales staff were to sell a computer his/her knowledge should be:

All successful sales staff have company cars, laptop computers and visibly high incomes. They tend to dress very smartly and walk around company premises in a self-confident, sometimes arrogant manner. They operate very much as individuals and rarely resort to the formal chain of command when a problem arises.

This paper will discuss in some detail about what goes into a good salesperson and how to get clients. It will also discuss six total rewards program. Define the behaviors of the sales force that are targeted with the compensation plan. Next, look into how a value proposition is accomplished for current and future employees at car lot. Specify how fascinated future salespeople may be in the near future.

The interview process is the gateway to basically fill a position from a company. The function of an interview is to assess candidate’s skills to pertinent questions that are necessary to fill in the needs of an organization. Fact of the matter is, structuring an effective and efficient interview process is not really basic, for it entails ethical, legal and moral considerations with each question asked. Since we would cover up ten questions in this elective, the two criteria’s that I am going to include as a ranking score would be a confidence rating scale in which to scale the level of confidence the way each candidate answers the question and a question satisfaction rating scale in which for each person that conducts the interview will also rank the level of satisfaction on each question that had been answered by the interviewee (Pulakos, 1997). Both scales would be scaled from 1 to 5 in which 1 would be the lowest attainable score and 5 would be the highest. This then would make up a perfect score of 100 points as confidence would make up a total perfect score of 50 points for ten the questions and also the same with satisfaction. In the end of each question there would be a space provide to write any important notes on why or why not they are the best candidate for the position.

My interview was conducted over the phone with Mr. Jonathan Ménard, a sales project manager for Machinex Industries, located in Plessisville, Québec. Through the interview process, we spoke over the phone once for half an hour and exchanged emails over the course of a few days. He was very kind with his time and diligently answered all the questions I had, sometimes taking a few days to ponder over a question in order to provide me with an insightful answer.

I decided to interview our Costa Rican tour guide Victor. Some of the undergraduate students and I got an opportunity to talk to Victor about some of his travels and his life. The following interview questions focus on Victor’s life, his family, and his beliefs.

I structured this paper by giving you the insight about all the question I asked and the responses I received, ending it off with the list of facts I learned and knowledge I gained throughout the interview.

TOC \o "1-3" \h \z \u 1.1How personnel selling support the production mix PAGEREF _Toc384810843 \h 21.2Buyer behavior in different situations PAGEREF _Toc384810844 \h 31.3Role of selling team within marketing strategy PAGEREF _Toc384810845 \h 33.1 Sales strategy developed in line with corporate objectives PAGEREF _Toc384810846 \h 43.2 importance of recruitment and selection procedure PAGEREF _Toc384810847 \h 53.3 Role of motivation, remuneration and training in sales management. PAGEREF _Toc384810848 \h 53.4 How sales management organizes sales activity and control sales output PAGEREF _Toc384810849 \h 63.5 using of database in effective sales management PAGEREF _Toc384810850 \h 704 Sales Plans PAGEREF _Toc384810851 \h

1. Based on the brief conversation between Jerry Kline, Grace Gallo, and Paul Swenson, what kind of sales manager do you think each of them is? What do you think is the level of performance of the sales force each person heads? How do you think each of them will benefit from the sales force each person heads? How do you think each of them will benefit from the sales mananagement training seminar?

I was able to relate my sales experience (gained on the job versus formal training) to Chapter 13’s discussion and explanation of salespeople’s roles and how they create value. Below I explore this week’s discussion topics.

This term paper exercise is designed to have you study the specific sales practices of a company

Grandma- The internet for sure, all the technology in medicine, that’s it, I can’t think of too much more.