As a sales leader, you're looking for passionate and driven salespeople who are eager to work at your startup. However, identifying whether a candidate genuinely cares about your company can be a challenge, especially during the interview process. That's where the "FAQs Document" comes in.

Creating an FAQ document can help you assess a candidate's level of interest in your company. This document should include common questions that candidates might ask about your company, such as your company's mission, culture, and values, benefits, career growth opportunities, and more.

Once you've created the FAQs document, share it with your candidates at the beginning of the interview process. If a candidate asks any of the questions that are already answered in the document, it's a clear sign that they didn't read it. This is a red flag that the candidate might be lazy or lack attention to detail.

While it may seem harsh to reject a candidate for not reading the FAQs document, it's an essential step in identifying whether the candidate is the right fit for your team. A candidate who is genuinely interested in your company will have taken the time to read through the FAQs document and prepare thoughtful questions that go beyond the information provided.

In addition to assessing a candidate's level of interest, the FAQs document can also help you streamline the interview process. By providing candidates with answers to common questions upfront, you can save time during the interview process and focus on more meaningful conversations that help you assess the candidate's skills and qualifications.

To make sure you're getting the best candidates for your sales team, it's important to create a comprehensive FAQs document that covers all the essential information about your company. This document should include details about your company's products or services, target customers, sales processes, and any other relevant information.

In summary, the FAQs document is an excellent tool for sales leaders to identify passionate and driven salespeople who are eager to work at your startup. By sharing the document at the beginning of the interview process and rejecting candidates who don't read it, you can save time and resources while ensuring that you're hiring the right people for your team.