Hiring salespeople can be really tricky and the ability to discern the truth from mere embellishment is a skill that can make or break your interview process. When you're seeking authenticity and a deeper understanding of a candidate's past experiences and actions, the follow-up question "Tell me about another time that happened" can be your most valuable tool. In this blog post, we'll explore the significance of this question in behavioral interviews and how it helps you uncover a candidate's true capabilities.

Behavioral Interview Questions: A Window to the Truth

Behavioral interview questions have become a staple in the recruitment process. These questions are designed to prompt candidates to share real-life experiences and actions. They often begin with phrases like "Tell me about a time when you..." or "Give me an example of..."

The power of these questions lies in their ability to move beyond theoretical answers and force candidates to draw upon their past experiences. They serve as a glimpse into how candidates have handled situations in the past, which is often a strong indicator of their future performance.

The Limitations of Single Stories

Just like in lie detection, a single story or response in an interview isn't sufficient to make a conclusive judgment about a candidate. A well-prepared candidate can ace one question, providing a meticulously crafted response that may not truly reflect their abilities or character.

💡 What's needed is a pattern of behavior. You're looking for consistent evidence that supports a candidate's claims and demonstrates their suitability for the role.

This is where the follow-up question, "Tell me about another time that happened," comes into play. It's a game-changer in the interview process.

The Power of "Tell Me About Another Time..."

When a candidate responds to a behavioral interview question, it's usually about a specific experience or scenario they've encountered. While this single story can provide insights, it's insufficient to judge their overall capabilities.

The follow-up question forces the candidate to do two crucial things:

1. Double Down on Their Claims: When candidates provide a story in response to an initial question, they make a statement about their skills and abilities. The follow-up question demands that they reinforce their statement with another story. This repetition can help reveal whether their initial response was a one-time occurrence or part of a consistent pattern of behavior.

2. Demonstrate Consistency: By narrating another relevant experience, candidates have an opportunity to demonstrate that their previous response wasn't an isolated incident. If they can provide multiple examples that align with the skills and qualities you're looking for, it increases their credibility.

Past Performance Predicts Future Results

Ultimately, what you're striving to understand is whether a candidate's past performance is a reliable indicator of their future performance. "Tell me about another time that happened" gives candidates the chance to showcase a consistent track record, one that could potentially align with your expectations.

As a hiring manager or interviewer, your role is to piece together the narratives and evidence presented by the candidate to create a comprehensive understanding of their suitability for the role.

In Conclusion

Interviewing salespeople is a complex process. It's not just about what they say but how their words align with their actions. "Tell me about another time that happened" isn't just a salesperson interview question; it's a tool for building a more accurate and comprehensive picture of the candidate which helps improve your probability of making a great salesperson hire.

💡 Remember, past performance is often a reliable predictor of future results. Use this follow-up question to gain insights into a candidate's consistent behavior and make more informed hiring decisions.

If you liked this blog post, you might like our 77 Salesperson Interview Questions template.