How to Conduct an Interview for a Sales Position

Hiring a sales rep isn’t just about someone who “talks well.” You’re looking for a specific kind of mindset—resilient, self-motivated, coachable, and hungry to hit numbers. So the way you interview sales candidates has to go beyond surface-level charm.

If you’re wondering how to conduct an interview for a sales position that actually predicts success on the job—you’re in the right place.

Whether you’re a hiring manager, HR professional, or founder doing your own hiring, this guide walks you through the entire process step by step.

This post is part of our full hiring guide: How to Conduct an Interview: A Complete Guide for Employers and Interviewers. Let’s dive into the sales-specific version now.

Why Sales Interviews Require a Different Approach

Sales roles are unique. You’re hiring someone to:

• Handle rejection daily
  
• Hit ambitious (and visible) goals
  
• Influence people without authority
  
• Represent your brand on the front line
  

That means the interview needs to test real-world selling behaviors—not just confidence.

Step-by-Step: How to Conduct a Sales Interview

1. Start with Pre-Interview Prep

Before the call, prep like a pro:

Task	Why It Matters
Review resume for metrics	Sales is numbers-driven. Look for past quota attainment.
Align with team goals	Are you hiring a hunter or a farmer?
Review your ideal candidate profile	What mindset, habits, and skills drive success in your team?

2. Break the Ice with Purpose

Salespeople are usually great talkers. That’s not enough. You need to get past the charm.

Start by disarming them a bit:

• “Tell me about a deal you worked hard for but lost. What happened?”
  
• “Walk me through how you handle your slowest sales weeks.”
  

You’re not being mean. You’re digging for truth.

3. Ask Interview Questions That Mimic the Job

Use a mix of behavioral, situational, and performance-based questions.

Sample Sales Interview Questions:

Focus Area	Question
Prospecting	“Walk me through how you build your own pipeline.”
Handling Rejection	“Tell me about a time you lost a sale you thought was in the bag.”
Discovery	“How do you uncover a prospect’s real pain point?”
Closing	“What’s your go-to closing technique? Can you give an example?”
Sales Metrics	“What was your quota last quarter? How did you perform?”

Pro tip: Don’t just ask—dig into how they did it. Sales is process-driven.

4. Run a Live Selling Simulation (Optional, but Powerful)

Let them sell to you. Give them a basic scenario:

“Imagine I’m a potential customer for [your product/service]. You’ve got 3 minutes to qualify me and book a meeting.”

Watch for:

• Listening vs. pitching
  
• How they ask questions
  
• How they handle pushback
  

Even a short mock pitch can reveal their instincts.

5. Watch for Sales Red Flags

Red Flag	What It Might Indicate
Dodgy on numbers	May not have hit quota—or be exaggerating past results
Blames others for failed deals	Lacks accountability
Overly aggressive	May hurt long-term customer relationships
Too smooth, not specific	May rely on charm over skill

6. Evaluate Using a Sales Scorecard

A simple rubric keeps things objective. Here’s an example:

Competency	1–5 Score	Notes
Communication & Clarity
Resilience & Grit
Sales Process Knowledge
Coachability
Cultural Fit

You can customize this based on whether you’re hiring SDRs, AEs, or account managers.

Best Practices When Interviewing Salespeople

Tip	Why It Helps
Talk about comp structure early	Sets clear expectations and filters deal-breakers fast
Focus on storytelling	Sales is about narratives—how they talk says a lot
Test their listening skills	Are they actually hearing you, or just waiting to talk?
Involve your sales lead	If you’re in HR, bring in someone who knows the role
Give them a task	A short take-home assignment can filter serious candidates

Related Resources You’ll Find Helpful

• How to Conduct an Interview as a Hiring Manager
  
• How to Conduct an Interview as an HR Professional
  
• How to Conduct an Interview: A Complete Guide
  

Frequently Asked Questions (FAQ)

Q: How long should a sales interview be?
Usually 45–60 minutes. If you’re running multiple rounds, make one of them a mock sales pitch.

Q: Should you talk about compensation in the first interview?
Yes, but lightly. It’s good to align early to avoid wasting time on mismatches.

Q: How do you test for resilience?
Ask about repeated failure. “Tell me about a time when nothing was closing. How did you handle that week?”

Q: Should every sales role include a mock pitch?
It’s not required, but highly recommended—especially for closing roles.

Final Thoughts

Hiring the right salesperson can shift the trajectory of your entire quarter—or year. But you only get one real chance to spot the right mindset during the interview.

Now that you know how to conduct an interview for a sales position, you’re in a stronger position to see past the charm and uncover the real closers. Structure your questions, test their thinking, and always, always dig deeper.