Stepping into a behavioral sales interview well-prepared is the key to uncovering genuine talent and ensuring a fair, consistent process. In this unit, you’ll learn how to set yourself up for success by using a pre-interview checklist, managing your time effectively, and aligning with fellow interviewers. These steps will help you move beyond gut instinct and create a structured, objective experience for every candidate.

A pre-interview checklist is your roadmap to a focused and efficient interview. Start by thoroughly reviewing the job description, paying close attention to the core sales competencies required such as resilience, persuasion, and ownership. Next, select two or three behavioral questions for each competency. For example, if you want to assess ownership, you might prepare: "Tell me about a time you took responsibility for a stalled deal. What did you do?" Make sure your questions are tailored to the specific challenges of the role, like managing long sales cycles or building new client relationships.

Don’t overlook logistics: confirm the interview time and location (or video link), have the candidate’s résumé ready, and ensure any required materials are at hand. This preparation not only helps you stay organized but also ensures every candidate receives a fair and thorough evaluation.

Structuring your interview time wisely is essential. Begin with a brief rapport-building moment for just a couple of minutes to set the candidate at ease and outline the interview format. For instance, you might say: "Thanks for joining today. I’ll start with a few questions about your experience, then move into some scenario-based questions."

After a short introduction to the company and role, devote the majority of your time (about 20–25 minutes) to behavioral questions and follow-ups. Wrap up by inviting the candidate’s questions and clearly explaining next steps, such as: "We’ll finish interviews this week and aim to update you by next Friday."

Here is a sample interview time management example:

When multiple interviewers are involved, alignment is crucial. Decide in advance who will cover which competencies, and share your planned questions to avoid overlap. Agree on evaluation criteria and note-taking methods so everyone is looking for the same types of evidence.

A quick pre-interview sync, whether by email or a short meeting, can transform a scattered process into a seamless, professional experience for both interviewers and candidates.

Here’s a quick dialogue that demonstrates how two interviewers can align before a sales interview:

• Chris: Hey Jake, have you had a chance to look at the job description for tomorrow’s interview?
• Jake: I have. I noticed resilience and ownership are key, so I’ve drafted questions for those. What about you?
• Chris: Great, I’ll focus on persuasion and adaptability. Let’s make sure we don’t both ask about handling objections.
• Jake: Good call. I’ll send you my questions so we can double-check for overlap. Should we use the same rating scale as last time?
• Chris: Absolutely. That way, our feedback will be consistent and easier to compare.

In this exchange, Chris and Jake demonstrate best practices by dividing competencies, sharing questions, and agreeing on evaluation methods. Notice how they proactively prevent overlap and ensure a consistent candidate experience.

With these preparation strategies, you’ll be ready to conduct interviews that are focused, fair, and effective at revealing true sales potential. In the upcoming role-play session, you’ll have the chance to practice these skills and see how strong preparation leads to better hiring outcomes.