While it may seem like job interviews are about standard call and response procedures in which candidates are required to answer questions, this isn’t true. Most of the time interviewers are looking for candidates who are able to formulate their own questions and offer open-ended answers to questions of your own. Without this openness, interviews would be inefficient and vague, falling victim to mere “yes” or “no” responses. Indeed, reflexive commentary shows that a candidate is promising.
Consequently, you’ll need to have the right inquiries at hand; these could make or break your chances of finding the right hire. In this sense, it’s necessary to develop a sustained understanding of the company for which you’re recruiting and the kinds of sales they are making.
Positions that are sales-related in the legal sector are complicated in terms of the right kinds of questions to ask. Employers aren’t simply looking to hire another archetypal salesperson. On the contrary, they’re looking for people with experience in law and legislature.
Luckily, professional recruitment companies – such as SalesForce Search – can help you to suss out these elements; however, if you’re not looking to hire outside help, there are a few things you could easily memorize prior to your sales interview. With a few go-to inquiries, you’ll locate the best candidate very quickly, one who is:
- Knowledgeable about company policies
- An expert in law and the protocols of legal sales
- Reliable and reputable
- Why do you want to participate in sales in the legal sector? Why is it of interest to you?
Motivations are often derived from peoples’ skills – some individuals want to work in information technology simply because they have some kind of background in computation and programming. If you’re able to understand why your candidates are applying, you’ll surely find the right person for the job.
- What is your background in the legal sector? What about law fascinates you?
In the best-case scenario, you’ll be able to find a candidate who has a unique blend of legal and sales experience. Without a nicely balanced resume, it’s unlikely they’ll be able to adapt to the job in a timely manner.
- Do you have any relevant credentials?
Once again, without a mixture of credentials, candidates will not be worth your time. They need, at the very least, a basic understanding of the industry in order to make sales.
- What does a sale in the legal sector mean to you? How are you going to be applying your knowledge of sales to the legal sector?
If a candidate doesn’t have a strategy for selling in the legal sector, they will not succeed. Having a prospective employee demonstrate, on the spot, how a sale ought to proceed will be a very revealing test. While they may not know the protocols of the company off by heart during the interview process, the candidates who are able to best estimate the company’s wants and needs, with the law in mind, are often the best fits.
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Founder Dinis Guarda
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