Tests on knowledge of household appliances for sellers. What are the interview questions for a sales consultant job? How to pass it correctly and how to conduct it? Mark the correct expressions

For the successful development of any business, a good specialist is very important.

And the store is no exception. The volume of sales in retail largely depends on the competent presentation of goods. Therefore, the choice of the seller should be approached very carefully.

Essential Qualities of a Good Salesperson, are:

- Appearance. Do not forget that the seller is the face of the store. Buyers are more willing to communicate with well-groomed people. If a salesperson doesn't pay much attention to their clothing and appearance, then they likely won't care what their department looks like.

- Communication skills. A good seller should be able to find an individual approach to each client. He must be polite, open and sincere. Looseness and talkativeness are not welcome. It is likely that such an employee will spend most of the time talking with other sellers.

- Punctuality. A very important quality. Punctuality can be judged by how the applicant arrived for the interview on time.

- The ability to identify the needs of the buyer and the ability to convince.

- Grammatically correct speech.

- Competence in the field of goods. Is knowledge of the product range mandatory?

- Experience in sales.

As for the age and gender of the seller, here one should proceed from what type of goods the store specializes in. For example, a young girl of good appearance will fit into the department of underwear or cosmetics, a younger seller will go to the department of youth goods, and pensioners will come to the country stores.

After you have decided on the requirements for the seller, you can start looking for a suitable candidate.

Resources for Finding Job Candidates

The Internet is one of the most popular and convenient methods today. There are a huge number of sites that post vacancies. Here you can either do the search yourself, or post an ad.

Search through employees is a very relevant way. No one better recommends a new employee than the sellers themselves from among their acquaintances. The main thing is that family relations then do not interfere with work. Relatives are not the best option, as it is difficult to combine family and business relationships.
Another option is labor exchanges. The advantage is that a large list of candidates will be offered, the disadvantage is that it is difficult to find a worthy one.

Newspaper ads are the traditional and easiest way. You just need to buy a newspaper and you can start calling candidates for ads. A telephone conversation, of course, will not give complete information, so it is better not to rush with a final answer, but to meet in person. Direct communication will show how well a person is oriented in the field of sales.

An ad in a store is a very effective way. A potential seller can be found among the customers, or the customers themselves, who like your store, can recommend someone they know.

Recruitment agency - this option is suitable for those who do not have time to look for sellers themselves. The agency will do all the work for you, you just need to provide a list of basic requirements. In a relatively short time, the agency will select the appropriate candidates. However, this service is paid, but you don’t have to waste time searching and numerous interviews.

Evaluation of applicants for vacancies seller consultant

When interviewing a candidate for a sales vacancy, you need to find out about his previous place of work, what his duties were, what salary he had, how relations with colleagues and superiors developed, and most importantly, for what reason it was decided to change jobs. Clarify the possibility of recommendations from the previous place of work.

Be sure to ask why this person wanted to work in this particular store. It is also worth asking what salary he plans to receive. After that, you can voice the payment for the shift and look at his reaction, and then announce your pay system.

You can get more complete information about the applicant by asking him to fill out a questionnaire. So it will be easier to judge what a person is, as well as how literate and accurate he is. By the way, education in this profession does not play a special role. Sometimes a pleasant and smiling girl with no experience will do a better job than an experienced but gloomy salesman.

Carrying out automated testing will reduce your time spent on oral interviews and will allow you to get a more detailed description of the applicant.
Depending on your desire, you can apply testing for the following factors:

1. Personal characteristics of the applicant.
2. Motivational orientation of the applicant.
3. Professional characteristics and skills.
4. Necessary knowledge of the product industry.

Questionnaires can be selected from free sources, for example - www.gurutestov.ru.

An example of a test to identify professional characteristics from free resources.

Oleg Makarov's test for sellers(www.aeterna.qip.ru/test/view/43348/).

Of the paid solutions, a test built according to the "case" principle from Maintest stands out.

CaseSales - Case Test to Assess Sales Potential(http://maintest.ru/tests/special/casesales/).
The test evaluates the potential effectiveness in sales, reveals the style features of working with clients, predicts the likely success in various types and types of sales.

Look for free tests on the Internet or create your own set of professional tests.

You can arrange test tasks (game cases) and see which of the applicants will show the best results.

Game cases: “sell me (your competitor)” candidates are trying to offer a product or service to each other or to a recruiter. We pay attention to the behavior of the candidate in the sales process.

“Describe me as a buyer” - the ability to make a correct psychological assessment of the client and choose an approach to building a dialogue with the client.

An example of the selection of a candidate for the vacancy "sales manager":

In conclusion, I would like to summarize:
– Mandatory personal meeting (interview) with the applicant.
- Conduct professional testing and interviewing of the candidate.
— Employment with a paid probationary period (1-3 months). Usually this time is enough for a person to show his professional skills.
- Check the recommendations or call the applicant's previous jobs to find out the true motives for dismissal, inaccuracy or deliberate distortion of facts by the candidate for the vacancy, facts of theft, short-cuts, etc.
- Do not ignore the opinions of visitors and other employees about the new seller.

When the choice is made after the interview and testing, it would be appropriate to agree with the new employee in the employment contract the work schedule, the terms and amounts of remuneration, fines, etc. It is also worth familiarizing yourself with the incentive system, for example, in the form of cash prizes or bonuses.

The test helps determine:
- Does the seller know the principles of working with a client at each stage of sales,
- what sales techniques the seller knows and how well he understands them,
- what sales techniques need to be taught to the seller and which ones to tell in more detail in order to correct the knowledge of the seller.
The test checks theoretical knowledge, can be used as an element of diagnostics during pre-training work and as a method for assessing participants' knowledge after training.

Description of the test "Knowledge of Sales Techniques"

Block 1. Establishing contact.

Estimated:

knowledge of contact techniques;
understanding by the subjects of psychological characteristics when establishing contact;
knowledge of the factors influencing the effectiveness of the upcoming contact with the client.

The maximum score obtained for this block (5) indicates:

understanding and knowledge of techniques for making contact;
client-orientedness of the subject in professional terms;
about a systematic approach to their work.

Block 2. Identification of customer needs and product presentation.

Estimated:

understanding by the subjects of the features of the stage of product presentation;
understanding by the subject of the sequence of actions when working with a client at these stages.

knowledge of product presentation techniques;

Block 3. Working with objections.

Estimated:

understanding by the subjects of the causes of objections;
the reaction of the subject to objections;
Knowledge of objection handling techniques.

The maximum score for this block (5-6) indicates:

Block 4. Completion of the transaction and after-sales service.

Estimated:

knowledge of closing techniques;
knowledge of price justification techniques;
Ability to build long-term relationships with clients.

The maximum score for this block (5-6) indicates:

SALES TECHNIQUE TEST

(this is an option for the trainer, for the test we give a form without indicating points !!!)

BLOCK 1. Establishing contact.

1. Why do we need to prepare for the upcoming conversation?

In order not to get into difficult situations - 2 points

To know what to say and tune in to the conversation - 1 point

Special preparation for the conversation is not required, everything is determined by the experience and professionalism of the seller - 3 points.

2. Effective preparation for communication with a client is:

Determining the goals and objectives of the conversation with the client - 2 points

Knowledge of the product (the competence of the company's employees is above all) and a friendly attitude - 3 points

Smile, competence and a clear goal - 1 point.

3. Why do we need a detailed script of a telephone conversation:

To skillfully conduct a conversation with a client without deviating from the purpose of the call - 1 point

You don’t have to write a script, the conversation is already short - 3 points.

4. In the first 10 seconds of a business phone call, you must:

Get to know the interlocutor, introduce yourself - 2 points

Exchange greetings and get the customer's attention - 1 point

Provide information about yourself and the essence of the proposal - 3 points.

5. What is the importance of addressing the interlocutor by name and patronymic in telephone conversations?

Doesn't matter - 3 points

It is possible by name and patronymic, if known, or you can apply to the position, no difference - 2 points

Transition to a personal level of communication - 1 point

BLOCK RESULT IN POINTS:

5-6 points	excellent result
This result indicates an understanding of the importance of a systematic approach to work, knowledge of techniques for establishing contact with a client, a client-oriented approach to work
7-9 points	valid result
This result indicates the presence of knowledge in the field of establishing contact with the client, understanding of the client-oriented approach in work
10-12 points	satisfactory result
This result indicates the lack of systematization of knowledge in the field of establishing contacts and a client-oriented approach in work
13-15 points	unsatisfactory result
This result indicates a lack of knowledge in the field of a client-oriented approach in work

BLOCK 2. Identification of customer needs and product presentation.

6. If you want to make an offer to the client, what wording is preferable:

How do you feel about the opportunity to please your partners ... (name of product / service) for the New Year? - 1 point

New Year is not far off. Tell me, are you preparing … (product/service name) for your partners? - 2 points

We know everything about ... (field of activity) and want to offer you our services. - 3 points.

7. You need to agree on further actions with the client. Choose the best wording.

It makes sense to you… - 1 point

You must…- 3 points

Perhaps you do not mind if ... - 2 points.

8. During the conversation, the manager asks clarifying questions. What for?

so accepted - 3 points

to collect additional information - 2 points

for a better understanding of the client - 1 point.

9. Who are you for the client (in order of importance):

Expert, personality, company representative - 2 points

Personality, company representative, expert - 3 points

Expert, company representative, personality - 1 point

10. What is a product/service presentation?

Story about the service/product - 3 points

A story about the benefits of the service - 2 points

A story about solving an existing client problem - 1 point.

11. At what point in the conversation is it better to present a product / service?

After establishing contact and asking the client - 3 points

After establishing contact and finding out what the client needs - 2 points

After it became clear what the client needs - 1 point.

BLOCK RESULT IN POINTS:

a clear knowledge of the sales scheme "revealing the need - presentation" of the product;

knowledge of product presentation techniques;

understanding the psychological foundations of the behavior of the client and the seller in terms of achieving maximum results.

For block 2, the following rating scale was used:

This result testifies to the focus in work on the benefits of the client, the desire to understand the client, understanding the technique of presenting a product / service, and the presence of an orientation towards professionalism in work.

This result testifies to the focus in work on the benefits of the client, the desire to understand the psychology of the client's behavior, the average knowledge of certain sales techniques (product / service presentation and identification of needs), the predominance of a professional approach to work.

This result indicates an average focus on the client's benefits, poor knowledge of sales techniques (product / service presentation and identification of needs), the predominance of an emotional approach to sales over a professional approach.

This result indicates a low focus in the work on the benefits of the client, poor knowledge or ignorance of sales techniques (presentation of goods / services and identification of needs), the predominance of an emotional approach to selling over a professional approach.

BLOCK 3. Work with objections.

12. Why do you think there are objections?

The manager did not take into account something, missed it - 3 points

Customers have become picky and want a lot -2 points

Perhaps the client wants to know more - 1 point

13. How do you perceive objections?

With a sense of inevitability - there are always objections - 3 points

With a certain passion - we will play the game "who wins" with the client - 2 points

With a certain interest - there is always an opportunity to learn something new - 1 point

14. The client says "expensive". How best to react?

Your answer: “Compared to what other companies offer, you will see that it is inexpensive” - 3 points

Your answer: "Yes, I agree that it is expensive, but let's see what you get for this money" - 2 points

Your answer: “Yes, I understand that the issue of money is important and therefore, let's look at it from the other side…” - 1 point.

15. The client objects. The manager thinks that the client is wrong. What to do?

To the manager to defend his point of view, trying to prove/argument the wrong of the client - 3 points

Accept the client's point of view if he can prove or argue it - 2 points

Both strategies are ineffective - 1 point.

16. The client objected twice that "it's expensive." Your actions?

He probably doesn't have any money. There is no further point in answering. - 3 points

Perhaps this is an excuse. We need to find out. - 1 point

I will offer discounts, special offers, credit. It may be possible to find a solution to the problem of lack of money. 2 points

BLOCK RESULT IN POINTS

good knowledge of objection handling techniques;

a good understanding of the causes of objections;

This result indicates an excellent understanding of the causes of objections, a good knowledge of the techniques of working with objections and excuses, an understanding of the psychological characteristics of work in a situation where objections are presented.

This result indicates a lack of understanding of the causes of objections, a lack of understanding of the psychological characteristics of work in a situation of presenting objections, a weak / poor knowledge of techniques for working with objections and excuses.

This result indicates ignorance of the techniques of working with objections and excuses, misunderstanding of the reasons for the appearance of objections and inability to work in a situation where objections are presented.

BLOCK 4. Completion of the transaction and after-sales service.

17. When discussing a possible order, it is better to complete the question like this:

Will you place an order? - 3 points

We can do it for you... (then). - 1 point

If you are ready to place an order right now, we will fulfill it immediately. Otherwise, you'll have to wait a bit. - 2 points.

18. The client asks about the price at the beginning of the conversation. Your actions:

Name the price - 2 points

Name the price and additional bonuses and discounts - 3 points

I try not to name the price - 1 point

19. The client asks for a discount. Why?

Customers always demand a discount - 3 points

The manager himself said about discounts in the course of conversations - 2 points

The client does not see the benefit of purchasing the product - 1 point.

20. The client, after the presentation of the service, asks about the price. Your actions:

I name a price and wait for a response - 2 points

I name the price and possible discounts, bonuses - 3 points

I explain the named price - 1 point.

21. What is customer support after negotiations?

This is a service and fulfillment of warranty obligations - 3 points

This is a satisfied and satisfied customer - 2 points

BLOCK RESULT IN POINTS

good knowledge and ability to complete a deal;

the ability of the subject to work at the stage of price justification;

focus of the subject in his work on building long-term relationships with the client.

This result testifies to the excellent knowledge of the technique of closing the transaction and the techniques of substantiating and presenting the price, the orientation in working with the client towards establishing long-term relationships, and the excellent understanding of the psychology of the client's behavior when discussing the price of a product / service.

This result indicates an excellent / good knowledge of the technique of closing the transaction and the techniques of substantiating and presenting the price, a good understanding of the psychology of the client's behavior when discussing the price of a product / service and a focus on establishing long-term relationships in work.

This result indicates a partial knowledge of the techniques for completing the transaction and techniques for substantiating and presenting the price, a lack of understanding of the process of establishing long-term relationships with the client, and a focus on persuasion when working on substantiating the price.

This result testifies to the ignorance of the techniques for completing the transaction and the techniques for substantiating and presenting the price, focusing on the short-term effect in the work.

Sales training(sales staff) plays a very important role in the work of the outlet, or rather in the struggle for the buyer, in the modern world the price struggle has reached its logical conclusion and the prices of many hypermarkets compete with the prices of small shops and online stores, and one of the ways to retain a customer is professionalism of the seller. A seller who does not know his product will not be able to find out the needs and make a presentation of the product. Each seller should strive to constantly develop his own and which you sell, you can use this test for self-testing - "Checking the basic knowledge of digital photo equipment sellers".Training and very important so-as- the knowledge of the seller and the ability to sell are directly proportional to his earnings. The store manager will be able to identify gaps in the knowledge of his subordinates and eliminate them using the test "Checking the basic knowledge of digital photo equipment salesmen".

To strengthen your knowledge, you can read the section website for sellers website. Check your knowledge in the section. Pass interactive testing - Checking the basic knowledge of sellers of digital photographic equipment.

Sales training. Test - Checking the basic knowledge of sellers of digital photographic equipment.

1. What impact does the number of megapixels have on photo quality (consumer benefit)?

Framing capability.
More MP allows you to increase the size of the printed image.
The best color rendering.
Great light sensitivity.

2. Optical zoom - ? (mark all correct statements)

Approximation of the subject by the forces of the lens.
This will reduce the need for the photographer to move around.
Improves the quality of macro photography.

3. Digital zoom it? (mark all correct statements)

Approximation of the object without the participation of the lens and loss of quality.
Programmatically "stretches" a section of the image, reducing its quality.
Can be used after taking a picture.
Decreases the picture quality.

4. What does the abbreviation IS mean in CANON cameras and lenses?

Digital image stabilization by means of a software algorithm and redundant pixels on the matrix.
Optical stabilization implemented by means of a movable lens and a system of gyroscopes under the control of the processor compensate for the movement of the light flux.
An intelligent sensor, thanks to which the camera will turn on when a person takes it in hand, thereby allowing a longer time to work without charging.

5. Mark the correct statements.

The size of the matrix of a digital camera directly affects the number of megapixels.
The size of the matrix of a digital camera directly affects the quality of photographs.
The size of the matrix of a digital camera directly affects the diagonal of the display.
The size of the matrix of a digital camera directly affects the zoom ratio of the lens.

6. Mark the correct expressions.

1/1.7"" die smaller than 1/2.7"" die
1/1.7"" matrix larger than 15.1 x 22.7 matrix
1/2.7"" die smaller than 4/3" die
1/1.7"" matrix is larger than 1/2.7"" matrix

7. SUPER STADYSHOT technology.

Image stabilization technology for Handycam camcorders, Cyber-shot digital cameras and Alpha digital SLR cameras from Sony.
Optical image stabilization.
An intelligent system that allows the camera to independently determine the shooting scene and set the settings in accordance with the scene.
An intelligent system that allows Sony cameras to shoot in complete darkness thanks to infrared illumination.

8. The "panorama" function in Sony cameras allows -

Shoot such objects as the coast, the stadium, etc. one frame, editing is done in the camera by means of software and processor, without the participation of the photographer.
Shoot such objects as the coast, the stadium, etc. one frame, editing is done on a computer using the supplied software.
Shoot an object in several frames and then combine them using the software supplied with the camera.
A system that allows you to increase the angle of view of the lens by reducing the focal length, which allows you to put large objects in one frame.

9. MACRO is -

Shooting small objects in the immediate vicinity of the object being filmed.
Capturing fine details of distant objects.
Shooting distant objects.
Shooting large objects.

10. What is ISO?

Intelligent image stabilization system that prevents blurring in pictures.
A measure of how sensitive the sensor is to the amount of light it receives. The higher the ISO, the more sensitive it is, respectively, it becomes possible to shoot in low-light places.
The "digital noise" that inevitably occurs in digital photographs when shooting in low-light places.
A technology that allows you to significantly increase the degree of optical zoom.

11. Zoom ratio (4x, 10x ...) is -

A measure of how close an object is to the photographer when using zoom.
The property of the lens to change the focal length, visually bringing closer or further away the subject. On compact cameras, the value of the zoom “multiplicity” is indicated, that is, the ratio of the maximum focal length to the minimum.
Electronic image enlargement method.
An indicator of how much the light flux decreases when passing through the objective lens to the matrix.

12. "Digital noise" is -

It manifests itself in the form of randomly arranged raster elements (dots) with dimensions close to the size of a pixel.
High-frequency noise when shooting video using a digital camera.
Barrel deformation of straight lines in the photo.
Noise when the shutter of a SLR camera is released.

13. What does the concept of "guide number" mean in flash settings?

"Range" of the flash in meters.
The number of frames that the flash can illuminate without recharging (changing) the batteries.
The focal length at which it is best to use the flash.
The angle of dispersion of the light flux.

14. How can you characterize a lens with a focal length of 28 to 35 mm. ?

Lenses best suited for portrait photography.

15. How can you characterize a lens with a focal length of 40 to 50 mm. ?

Super wide-angle lenses for shooting in confined spaces, as well as large objects.
Wide angle lenses for landscape and indoor photography.
Lenses best suited for shooting distant subjects.

16. How can you characterize a lens with a focal length of 70 to 135 mm. ?

Super wide-angle lenses for shooting in confined spaces, as well as large objects.
Wide angle lenses for landscape and indoor photography.
The lenses are most suitable for portrait and everyday shooting.
Long-focal lenses, most suitable for artistic portrait photography, allow you to flexibly control the depth of field.

17. Mark the focal lengths for lenses that allow you to shoot distant objects.

135 mm.
Over 400 mm.
17 - 50 mm.
80 - 120 mm.

18. FIX lenses are -

Lenses with a fixed focal length.
Lenses exclusively for macro photography.
Lenses with dustproof and shock-proof housing.

19. ZOOM lenses?

Long focal length lenses.
Lenses exclusively for microphotography.
Lenses with variable focal length.
Lenses for capturing very distant objects.

20. What does the marking of the lens 18-55 3.5-5.6 mean?

A zoom lens with a focal length that varies from 18 to 55 millimeters, with aperture of 3.5 at minimum focal length and 5.6 at maximum.
A prime lens with a focal length that varies from 18 to 55 millimeters, with an aperture of 3.5 at maximum focal length and 5.6 at minimum.
A zoom lens with a focal length that varies from 3.5 to 5.6 millimeters, with aperture of 18 at minimum focal length and 55 at maximum.
Zoom lens with 3x zoom.

Answers to the test "Checking the basic knowledge of digital photo equipment sellers"

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A recruiter conducting an interview with candidates for a position must understand the features of a particular profession.

The seller is primarily an intermediary, he acts as a trustee between the one who produces the product and the one who buys it.

Offering and transferring a specific product to the client, receiving money for it, the seller carries out a sale and purchase transaction.

The work of the seller is to interact with the buyer, knowledge of the product, the ability to offer it, the correct implementation of the calculation.

Specializations

The recruiter selects questions, tests, situational and role-playing games for an interview based on the specialization required by the employer.

Distinguish:

sellers releasing goods placing goods in the hall, showcases, racks, advising the buyer, directly carrying out the transaction;
sales consultants who offer goods to the buyer, suggest the location of the necessary goods on the trading floor, advise the buyer about the properties, manufacturer, goods;
sellers-cashiers those who pay for goods using a cash register;
active sellers who look for, study the needs of customers, actively offer and advertise goods, have a psychological impact on the buyer.

The duties of sellers working in different conditions differ: in the market, in a supermarket chain, a rural store, a boutique, a kiosk.

Within these two main categories there is a gradation. The seller of fish has different requirements than the sellers of culinary, bakery products, vegetables and fruits, wine and vodka products. And the seller-florist performs additional functions different from the duties of the seller of household appliances.

Requirements

There are a number of requirements for a candidate for the position of a salesperson.:

The seller bears financial responsibility, therefore, must be at least 18 years old. Some employers set the age limit up to 25-30 years, believing that the applicant of this age is able to offer goods more actively, it is easier to withstand physical exertion.
The presence of a sanitary book, good health.
A candidate for the position of a salesperson must have good communication skills, have interpersonal communication skills, be resistant to stress, and be able to resolve conflict situations.
In some trading organizations with a round-the-clock, floating, irregular work schedule, they prefer to take sellers who are not burdened with family and children.
Neat appearance, consistent with the image of the store, competent speech, quick arithmetic skills.
Good long-term and working memory, attentiveness.
Completed secondary education. When is the interview for a future sales consultant or
seller of active sales, employers give preference to applicants with secondary special, higher education, candidates who have passed active sales trainings, a successful seller, conflict-free communication with the client.

Parsing resume

When working with resumes of candidates, the HR manager pays attention to:

data on age, marital status, education, work experience;
the amount of information provided. Experienced HR managers believe that a resume of 3-4 sentences does not give a sufficient idea of the candidate, and too detailed description of their merits raises suspicion of the sincerity and truthfulness of the candidate. "Working", the correct summary fits on two pages of printed text;
spelling, style of presentation, clarity and specificity of information, skills in working with a computer, copying and copying equipment;
availability of certificates of completion of trainings, advanced training courses, recommendations from the previous place of work, characteristics from the place of study;
adequate photo;
the listed professional knowledge, abilities, skills: knowledge of the cash register, the rules of active sales, cash collection, keeping records of goods, knowledge of the rules for laying out goods;
psychological traits: accuracy, politeness, goodwill, optimism, attentiveness, activity, psychological stability, non-conflict, desire for self-education and personal realization;
the desired amount of remuneration, requirements for working conditions, the availability of social guarantees and benefits;
bad habits, hobbies, hobbies.

Interview algorithm

The interview with the applicant for the position of the seller is most often carried out according to the standard scheme.

This is an acquaintance, communication by the recruiter of information about the vacancy, requirements for the candidate, interviews, counter questions of the candidate, summing up, setting the time and place of the next meeting, or refusing to cooperate further.

When selecting a seller for an elite boutique, looking for a competent sales assistant, an active sales employee, personnel of large network companies, more and more often, in addition to an interview or as part of it, the arsenal of selection methods includes: professional, technical and, role-playing and, problem solving and cases.

How do I interview for a Sales Consultant job? Prepare carefully for it. How to interview for a salesperson job? The answer is the same.

Interview Questions

Summing up the results of the interview, HR managers analyze the information received about the cultural level of the applicant, literacy, professional competencies, psychological characteristics, compliance with the requirements of the employer, in order to fully understand what questions to ask the sales consultant at the interview?

How to interview for a Sales Consultant? What do they ask in a sales interview? To begin with, it is worth exploring the questions that can be asked. They are formulated in such a way that the candidate could give a detailed answer, was forced to justify his opinion, gave out as much personal information as possible.

Sales consultant interview questions:

Name, age, education, marital status.
Have you worked in trade before?
Describe the professional qualities of the seller?
How do you behave during a family quarrel? If you were rude in transport? Store?
What kind of people annoy you?
Describe your ideal buyer?
What work schedule is best for you?
What are your plans for the future?
Would you like to take part in the trainings? Take refresher courses? Participate in the competition for the best seller?
What functions do you perform best? What doesn't quite work?

Additional questions for the sales consultant interview:

How can you rate the range of goods in our store? What can you tell about it?
Do you enjoy selling this product?
What did you apply at your last job? What was the effectiveness of your offers to customers?
Products of what quality, manufacturer, corresponding to our assortment line, will, in your opinion, be in consumer demand? What products will be "stale"? Why?
How will you react if you return the goods? Complain about product quality?
What documentation did you keep at your last job? How were sales reported? Product available? Did you make an application?
Ask me three questions about your future job.

Testing

With a large number of applicants for a vacancy or the customer's desire to get a highly professional seller, professional and technical testing is additionally carried out.

When conducting professional testing, candidates are asked to answer a series of questions about the intended functionality and range of products.

And also about methods of receiving, storing and transferring money, reporting, rules for displaying goods, storage periods, rules of conduct when making claims.

At technical testing, applicants are offered to demonstrate the ability to use a cash register, calculator, computer, copier and copying equipment.

Sellers of household appliances, computer equipment, sports equipment, mechanical devices for garden plots can demonstrate the operation of the mechanism, check whether it works. The seller-florist may be asked to make a bouquet, beautifully pack the goods.

Psychological testing is used to identify the psychological characteristics of the applicant: the style of interpersonal communication, the level of conflict, stress resistance, ability to work, tolerance, level of attention, memory, type of thinking, self-esteem, the leading way of interacting with the client.

The package of the most commonly used methods includes: "Style of behavior in a situation of choice", "Conflict behavior" by K. Thomas, "Models of behavior in conflict", "Personal 16-factor questionnaire" by R. Cattell, "Career anchors" by E. Shane, "Character of an employee" Kazantsev-Podlesnykh - Grey, Luscher's color test, "Tendencies to sales", "Qualities of the seller" (Vision Trainings).

Psychological testing should be carried out, interpreted, and documented by a psychologist or a specialist who has undergone additional training.

Non-standard types of interview

Interview questions for a sales consultant are not always simple and of the same type. A candidate for the position of a salesperson may be offered to solve a problematic problem, case, or pass.

For example, compare the characteristics and justify for the buyer the price difference of three different smartphones. The seller focused on the buyer will find out from him the purpose of the purchase, wishes and select the best option. Not necessarily the most expensive.

What else do they ask at a sales interview? The interview may include a role-play: a mini-product presentation, a meeting with a quarrelsome client.

In large companies, it is popular to hold qualifying games, sales trainings for groups of 10-12 applicants. During the game, candidates are invited to distribute roles, solve problems, complete exercises, complete the buying and selling procedure.

With all the seeming routine of accepting a new seller, a personal meeting, a conversation with the applicant is the determining factor in making a decision. It is the interview that makes it possible to assess professional and personal qualities, qualifications, and identify preferences. And now you know how to interview for the job of a sales consultant and how to interview when hiring a salesperson too.

Description of the test "Knowledge of Sales Techniques"

Block 1. Establishing contact.

Estimated:

knowledge of contact techniques;
understanding by the subjects of psychological characteristics when establishing contact;
knowledge of the factors influencing the effectiveness of the upcoming contact with the client.

The maximum score obtained for this block (5) indicates:

understanding and knowledge of techniques for making contact;
client-orientedness of the subject in professional terms;
about a systematic approach to their work.

Block 2. Identification of customer needs and product presentation.

Estimated:

understanding by the subjects of the features of the stage of product presentation;
understanding by the subject of the sequence of actions when working with a client at these stages.

knowledge of product presentation techniques;

Block 3. Working with objections.

Estimated:

understanding by the subjects of the causes of objections;
the reaction of the subject to objections;
Knowledge of objection handling techniques.

The maximum score for this block (5-6) indicates:

Block 4. Completion of the transaction and after-sales service.

Estimated:

knowledge of closing techniques;
knowledge of price justification techniques;
Ability to build long-term relationships with clients.

The maximum score for this block (5-6) indicates:

SALES TECHNIQUE TEST

(this is an option for the trainer, for the test we give a form without indicating points !!!)

BLOCK 1. Establishing contact.

1. Why do we need to prepare for the upcoming conversation?

In order not to get into difficult situations - 2 points

To know what to say and tune in to the conversation - 1 point

Special preparation for the conversation is not required, everything is determined by the experience and professionalism of the seller - 3 points.

2. Effective preparation for communication with a client is:

Determining the goals and objectives of the conversation with the client - 2 points

Knowledge of the product (the competence of the company's employees is above all) and a friendly attitude - 3 points

Smile, competence and a clear goal - 1 point.

3. Why do we need a detailed script of a telephone conversation:

To skillfully conduct a conversation with a client without deviating from the purpose of the call - 1 point

You don’t have to write a script, the conversation is already short - 3 points.

4. In the first 10 seconds of a business phone call, you must:

Get to know the interlocutor, introduce yourself - 2 points

Exchange greetings and get the customer's attention - 1 point

Provide information about yourself and the essence of the proposal - 3 points.

5. What is the importance of addressing the interlocutor by name and patronymic in telephone conversations?

Doesn't matter - 3 points

It is possible by name and patronymic, if known, or you can apply to the position, no difference - 2 points

Transition to a personal level of communication - 1 point

BLOCK RESULT IN POINTS:

5-6 points	excellent result
This result indicates an understanding of the importance of a systematic approach to work, knowledge of techniques for establishing contact with a client, a client-oriented approach to work
7-9 points	valid result
This result indicates the presence of knowledge in the field of establishing contact with the client, understanding of the client-oriented approach in work
10-12 points	satisfactory result
This result indicates the lack of systematization of knowledge in the field of establishing contacts and a client-oriented approach in work
13-15 points	unsatisfactory result
This result indicates a lack of knowledge in the field of a client-oriented approach in work

BLOCK 2. Identification of customer needs and product presentation.

6. If you want to make an offer to the client, what wording is preferable:

How do you feel about the opportunity to please your partners ... (name of product / service) for the New Year? - 1 point

New Year is not far off. Tell me, are you preparing … (product/service name) for your partners? - 2 points

We know everything about ... (field of activity) and want to offer you our services. - 3 points.

7. You need to agree on further actions with the client. Choose the best wording.

It makes sense to you… - 1 point

You must…- 3 points

Perhaps you do not mind if ... - 2 points.

8. During the conversation, the manager asks clarifying questions. What for?

so accepted - 3 points

to collect additional information - 2 points

for a better understanding of the client - 1 point.

9. Who are you for the client (in order of importance):

Expert, personality, company representative - 2 points

Personality, company representative, expert - 3 points

Expert, company representative, personality - 1 point

10. What is a product/service presentation?

Story about the service/product - 3 points

A story about the benefits of the service - 2 points

A story about solving an existing client problem - 1 point.

11. At what point in the conversation is it better to present a product / service?

After establishing contact and asking the client - 3 points

After establishing contact and finding out what the client needs - 2 points

After it became clear what the client needs - 1 point.

BLOCK RESULT IN POINTS:

a clear knowledge of the sales scheme "revealing the need - presentation" of the product;

knowledge of product presentation techniques;

understanding the psychological foundations of the behavior of the client and the seller in terms of achieving maximum results.

For block 2, the following rating scale was used:

BLOCK 3. Work with objections.

12. Why do you think there are objections?

The manager did not take into account something, missed it - 3 points

Customers have become picky and want a lot -2 points

Perhaps the client wants to know more - 1 point

13. How do you perceive objections?

With a sense of inevitability - there are always objections - 3 points

With a certain passion - we will play the game "who wins" with the client - 2 points

With a certain interest - there is always an opportunity to learn something new - 1 point

14. The client says "expensive". How best to react?

Your answer: “Compared to what other companies offer, you will see that it is inexpensive” - 3 points

Your answer: "Yes, I agree that it is expensive, but let's see what you get for this money" - 2 points

Your answer: “Yes, I understand that the issue of money is important and therefore, let's look at it from the other side…” - 1 point.

15. The client objects. The manager thinks that the client is wrong. What to do?

To the manager to defend his point of view, trying to prove/argument the wrong of the client - 3 points

Accept the client's point of view if he can prove or argue it - 2 points

Both strategies are ineffective - 1 point.

16. The client objected twice that "it's expensive." Your actions?

He probably doesn't have any money. There is no further point in answering. - 3 points

Perhaps this is an excuse. We need to find out. - 1 point

I will offer discounts, special offers, credit. It may be possible to find a solution to the problem of lack of money. 2 points

BLOCK RESULT IN POINTS

good knowledge of objection handling techniques;

a good understanding of the causes of objections;

BLOCK 4. Completion of the transaction and after-sales service.

17. When discussing a possible order, it is better to complete the question like this:

Will you place an order? - 3 points

We can do it for you... (then). - 1 point

If you are ready to place an order right now, we will fulfill it immediately. Otherwise, you'll have to wait a bit. - 2 points.

18. The client asks about the price at the beginning of the conversation. Your actions:

Name the price - 2 points

Name the price and additional bonuses and discounts - 3 points

I try not to name the price - 1 point

19. The client asks for a discount. Why?

Customers always demand a discount - 3 points

The manager himself said about discounts in the course of conversations - 2 points

The client does not see the benefit of purchasing the product - 1 point.

20. The client, after the presentation of the service, asks about the price. Your actions:

I name a price and wait for a response - 2 points

I name the price and possible discounts, bonuses - 3 points

I explain the named price - 1 point.

21. What is customer support after negotiations?

This is a service and fulfillment of warranty obligations - 3 points

This is a satisfied and satisfied customer - 2 points

BLOCK RESULT IN POINTS

good knowledge and ability to complete a deal;

the ability of the subject to work at the stage of price justification;

focus of the subject in his work on building long-term relationships with the client.

This result testifies to the ignorance of the techniques for completing the transaction and the techniques for substantiating and presenting the price, focusing on the short-term effect in the work.