You just can’t compare regular job interviews to sales job interviews. Because in sales, it’s way harder to get a measure on your skills from just one conversation.

So if you want to nail that interview, you’ve got to show up READY to demonstrate what you can do. Here’s how.

Why Sales Interviews Are Different

Why are sales interviews different?

What makes it so tough for…

Employers to find sales professionals who are actually worth hiring and…
Sales professionals to prove they’ve got the right stuff?

It all comes down to this—sales skills are damn tough to verify.

On the one hand, if you don’t have a verified background in the business, employers can’t look at your experience to see if you’re any good.

And if you’re a veteran, who knows if your CV is true to life? Sure, employers can call your old bosses. But most companies are scared of saying anything negative in referrals these days. They might even be legally barred from it.

3 Steps to Demonstrating Your Skills

Because you’re an unknown either way, you need to demonstrate your skills in the interview itself.

And there are three fool-proof ways to do that. Number one…

1. A 30/60/90 Day Plan

Three core benefits here:

It shows you’re serious and you’re capable of self-management.
It creates a clear focus for your first 90 days on the job, which should lead to greater productivity.
And it ensures your goals are properly aligned with the organization.

This plan doesn’t have to be super complicated. But it does have to be strategic. And it does have to show you’ve put lots of thought into what it’ll take for you to be successful.

For each section, you need to include 3 to 5 goals, each followed by two essential statements…

To complete this goal, I will – Then outline the steps you’ll need to take to achieve the goal. And two
I will have success if – Pointing out the metrics you’ll measure to determine if you’ve succeeded with that goal.

Don’t worry, this is all easier than it sounds. And if you want to learn more about how to create your 30/60/90 day plan, I’ve created a whole video on the topic that we’ve linked to at the end of this guide.

For now, let’s move on to the next way to nail your interview…

2. Handling Objections Like a Pro

If the hiring manager knows what they’re doing, they’ll put you under a little pressure over something to see how you handle it. Maybe they’ll ask about a gap in your work history.

The point here is to see how you respond to pushback. Because as any rep knows, there are always going to be buyer objections. What matters is how you solve those objections.

That’s where the Objection Handling Framework comes in…

1. Listen to the Issue

Step 1, listen to the issue. This one might be the most important. Because before you can solve any objection, you need to be sure you understand it.

So shut up and listen.

2. Repeat It Back

Step 2, repeat it back. This will show the hiring manager that you’ve truly heard what they said and aren’t just regurgitating some pre-planned answer.

3. Solve the Issue

Solve the issue. If it’s a work history gap, clearly explain the gap—maybe you were focusing on building your skills, earning a new degree, or looking for the RIGHT job. No matter what your answer is, be sure it hits the key points the hiring manager asked about.

4. Confirm It’s Solved

And finally, confirm it’s solved. Otherwise, your response was all for nothing.

Now, there’s a lot more to objection handling than we’ve covered here. So be sure to check out the full video on the subject that we’ve linked to at the end of this guide.

3. Killing It With Closing

Closing is one of the most important sales skills you can have. If you don’t know how to ask for the sale, you’ll never get it, simple as that.

So now it’s time to show the hiring manager you’ve got what it takes to close. How? By closing on the job.

Use the Closing Framework here…

1. “Does it make sense to…”

One, ask the magic question, “Does it make sense to connect on Monday if I’m a good fit?”

This question is great because it shows you’re interested, you’re assertive, and you know what it takes to close. But beyond that, it also identifies any issues holding the hiring manager back.

For example, if they say no, you can follow up with step #2…

2. “What do we need to move forward?”

“What do we need to move forward?” At this stage, you can clearly identify any roadblocks or outstanding questions that are holding you back from securing the job.

Need more clarification on work history gaps? No problem, let’s talk about it.

Still unclear about what my responsibilities were at my last employer? Let’s dive into it.

With this system, you’re showing you’re a closer. And you’re showing you’re ready to tackle any obstacles head-on. And that’s exactly what a hiring manager wants to see.

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