This interview guide is designed to help hiring teams consistently evaluate Sales Development Representative (SDR) candidates across four key interviews - an initial screening, a work sample (mock discovery call), a behavioral competency interview, and a skip-level behavioral interview. The guide includes detailed questions, interviewer guidance, and scorecards to assess candidates objectively.

The structured approach helps ensure all candidates are evaluated fairly against the same criteria while allowing flexibility to dig deeper into areas of interest or concern. Each section includes specific directions for both interviewers and candidates to set clear expectations.

How to Use This Guide

1. Review the job description and ideal candidate profile sections thoroughly before beginning interviews.
2. Follow the structured format for each interview type while using the provided follow-up questions to probe deeper when needed.
3. Complete the detailed scorecards immediately after each interview while impressions are fresh.
4. Use the debrief meeting format to facilitate effective team discussions about candidates.
5. Conduct thorough reference checks using the provided template before making final decisions.

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Job Description

🎯 Position Overview

[Company] seeks a Sales Development Representative (SDR) to join our growing Sales team. This entry-level role focuses on identifying and qualifying new business opportunities through outbound prospecting and inbound lead qualification.

🏢 About [Company]

[Insert 2-3 sentences about company mission and culture]

💼 Core Responsibilities

• Generate qualified opportunities through outbound prospecting and inbound lead follow-up
• Research and engage potential customers to understand their needs
• Conduct discovery calls to qualify opportunities for Account Executives
• Maintain accurate pipeline data in Salesforce
• Partner with Account Executives to ensure smooth handoffs
• Present company solutions via phone and web meetings

🌟 What Success Looks Like

• Consistently achieving monthly qualified meeting targets
• Building a robust pipeline of opportunities
• Maintaining high-quality prospect engagement
• Demonstrating strong product knowledge
• Contributing to team learning and best practices

📋 Qualifications

Required Capabilities:

• Strong communication and interpersonal skills
• Demonstrated ability to learn quickly and adapt
• Basic technical aptitude
• Excellent organization and time management
• Professional demeanor and presentation skills

Nice to Have:

• Experience with CRM systems (e.g., Salesforce)
• Familiarity with LinkedIn Sales Navigator
• Previous customer-facing experience

📍 Location

[Location/Remote Options]

💰 Compensation

[Salary Range + Commission Structure + Benefits]

Internal Use Sections

Role Overview

This entry-level sales position requires someone who can balance persistence with professionalism. The role serves as a pipeline for future Account Executive positions, making learning agility and coachability critical success factors.

Essential Behavioral Competencies

1. Drive and Initiative
2. Learning Agility
3. Communication Excellence
4. Organization and Planning
5. Curiosity

Example Goals for Role

• Achieve 30 qualified meetings per month
• Maintain 80% acceptance rate of qualified opportunities by AEs
• Average 60+ meaningful prospect interactions per day
• Achieve 90% data accuracy in CRM

Ideal Candidate Profile

• Strong listener with natural curiosity
• Resilient and adaptable
• Eager to learn and receive feedback
• Organized and process-driven
• Located in [location] or willing to relocate
• Demonstrates genuine interest in business/sales
• Growth mindset
• Team-oriented with strong collaboration skills

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📝 Screening Interview

🎯 Directions for the Interviewer

This initial screening interview is crucial for quickly assessing if a candidate should move forward in the process. Focus on work eligibility, cultural fit, performance history, and key skills. Getting details on past performance early is essential. Ask all candidates the same questions to ensure fair comparisons.

💬 Directions to Share with Candidate

"I'll be asking you some initial questions about your background and experience to determine fit for our Sales Development Representative role. Please provide concise but thorough answers. Do you have any questions before we begin?"

🔍 Interview Questions

1. Are you legally authorized to work in [country] without sponsorship?

Guidance for Interviewer:

• Areas to Cover:
  • Confirm work eligibility status
  • Any visa or work permit requirements
• Possible Follow-up Questions:
  • When does your current work authorization expire?
  • Are there any restrictions on your ability to work?

2. Tell me about your most recent sales or customer-facing role and your typical responsibilities.

Guidance for Interviewer:

• Areas to Cover:
  • Relevance of past experience
  • Customer interaction frequency
  • Key achievements
• Possible Follow-up Questions:
  • What were your main performance metrics?
  • How did you perform relative to your peers?
  • What was the most challenging aspect of the role?

3. What interests you most about this Sales Development Representative role at our company?

Guidance for Interviewer:

• Areas to Cover:
  • Knowledge of company/product
  • Alignment with role expectations
  • Career motivations
• Possible Follow-up Questions:
  • What do you know about our product and target market?
  • How does this role fit into your long-term career goals?
  • What excites you most about sales development?

4. How do you typically organize your day to ensure you're meeting your goals?

Guidance for Interviewer:

• Areas to Cover:
  • Time management skills
  • Goal-setting approach
  • Tools or systems used
• Possible Follow-up Questions:
  • How do you prioritize tasks when everything seems urgent?
  • Can you give an example of how you've improved your productivity?
  • How do you balance quality and quantity in your outreach?

5. Tell me about a time when you had to learn a new skill or technology quickly. How did you approach it?

Guidance for Interviewer:

• Areas to Cover:
  • Learning agility
  • Self-motivation
  • Problem-solving approach
• Possible Follow-up Questions:
  • What resources did you use to learn?
  • How did you apply what you learned?
  • What would you do differently next time?

6. How do you handle rejection or setbacks in a sales environment?

Guidance for Interviewer:

• Areas to Cover:
  • Resilience
  • Emotional intelligence
  • Ability to learn from failures
• Possible Follow-up Questions:
  • Can you give a specific example of how you bounced back from a rejection?
  • How do you maintain motivation during challenging periods?
  • What strategies do you use to turn a 'no' into a future opportunity?

7. What questions do you have about the role or our company?

Guidance for Interviewer:

• Areas to Cover:
  • Depth of candidate research
  • Genuine interest in role
  • Thoughtfulness of questions
• Possible Follow-up Questions:
  • What excites you most about potentially joining our team?
  • Is there anything that gives you hesitation about the role?

📊 Interview Scorecard

Work Eligibility

• 0: Not Enough Information Gathered to Evaluate
• 1: Not eligible to work without sponsorship
• 2: Eligible with significant restrictions
• 3: Eligible with minor restrictions
• 4: Fully eligible without restrictions

Relevant Experience

• 0: Not Enough Information Gathered to Evaluate
• 1: No relevant sales or customer-facing experience
• 2: Some customer-facing experience but not in sales
• 3: 1-2 years of relevant sales or SDR experience
• 4: 2+ years of highly relevant SDR or sales experience

Communication Skills

• 0: Not Enough Information Gathered to Evaluate
• 1: Struggles to articulate thoughts clearly
• 2: Communicates adequately but room for improvement
• 3: Articulates thoughts clearly and concisely
• 4: Exceptional communicator, engaging and articulate

Organization and Planning

• 0: Not Enough Information Gathered to Evaluate
• 1: Lacks clear organizational system or approach
• 2: Basic organization with some structure
• 3: Well-organized with effective prioritization
• 4: Highly organized with innovative approaches to productivity

Learning Agility

• 0: Not Enough Information Gathered to Evaluate
• 1: Struggles with learning new concepts quickly
• 2: Can learn new skills with significant support
• 3: Demonstrates good ability to learn and adapt quickly
• 4: Exceptional learner, seeks out new knowledge proactively

Resilience

• 0: Not Enough Information Gathered to Evaluate
• 1: Easily discouraged by setbacks
• 2: Can handle some rejection but struggles with persistence
• 3: Demonstrates good resilience and persistence
• 4: Highly resilient, sees rejection as an opportunity for growth

Cultural Fit

• 0: Not Enough Information Gathered to Evaluate
• 1: Poor alignment with company values and culture
• 2: Some misalignment with company values and culture
• 3: Good alignment with company values and culture
• 4: Excellent alignment and enthusiasm for company culture

Overall Recommendation

• 1: Strong No Hire
• 2: No Hire
• 3: Hire
• 4: Strong Hire

💼 Work Sample: Mock Discovery Call

🎯 Directions for the Interviewer

This work sample assesses the candidate's ability to conduct an effective discovery call with a potential customer. Provide the candidate with background information on the prospective customer and your product/service. Evaluate their preparation, questioning strategy, active listening, and ability to articulate value propositions.

Best practices:

• Give the candidate 15-20 minutes to prepare before the role-play
• Limit the role-play to 20-30 minutes
• Take notes on specific behaviors and statements
• Provide a brief opportunity for the candidate to self-reflect after the exercise

💬 Directions to Share with Candidate

"For this exercise, you'll conduct a mock discovery call with a potential customer interested in our [product/service]. I'll play the role of the customer. You'll have 15 minutes to prepare using the background information provided. Your goal is to uncover the customer's needs, pain points, and decision-making process while beginning to position our solution. The call will last about 20 minutes. Do you have any questions?"

Provide the candidate with:

• Brief overview of your product/service
• Target customer profile
• LinkedIn profile of the "customer" (your role)
• Any other relevant background information

📊 Interview Scorecard

Preparation

• 0: Not Enough Information Gathered to Evaluate
• 1: Unprepared, no clear strategy
• 2: Basic preparation, generic approach
• 3: Well-prepared with tailored strategy
• 4: Extensively prepared with innovative approach

Questioning Strategy

• 0: Not Enough Information Gathered to Evaluate
• 1: Asks few or irrelevant questions
• 2: Asks basic qualifying questions
• 3: Asks probing questions to uncover needs and pain points
• 4: Asks insightful questions revealing hidden opportunities

Active Listening

• 0: Not Enough Information Gathered to Evaluate
• 1: Frequently interrupts or misses key information
• 2: Listens passively with minimal follow-up
• 3: Demonstrates good listening with relevant follow-up questions
• 4: Exceptional listening skills, building on responses to drive conversation

Value Articulation

• 0: Not Enough Information Gathered to Evaluate
• 1: Unable to articulate relevant value propositions
• 2: Communicates generic value propositions
• 3: Clearly articulates tailored value propositions
• 4: Compellingly communicates unique value aligned with specific customer needs

Objection Handling

• 0: Not Enough Information Gathered to Evaluate
• 1: Becomes defensive or unable to address objections
• 2: Provides basic responses to objections
• 3: Effectively addresses objections with relevant information
• 4: Skillfully reframes objections as opportunities

Next Steps/Follow-up

• 0: Not Enough Information Gathered to Evaluate
• 1: Fails to establish clear next steps
• 2: Suggests vague or generic next steps
• 3: Establishes clear, mutually agreed upon next steps
• 4: Creates a compelling action plan with customer buy-in

Goal: Achieve 30 qualified meetings per month

• 0: Not Enough Information Gathered to Evaluate
• 1: Unlikely to achieve 30 qualified meetings per month
• 2: Likely to achieve 20-25 qualified meetings per month
• 3: Likely to achieve 30 qualified meetings per month
• 4: Likely to exceed 30 qualified meetings per month

Goal: Maintain 80% acceptance rate of qualified opportunities by AEs

• 0: Not Enough Information Gathered to Evaluate
• 1: Unlikely to maintain 80% acceptance rate
• 2: Likely to maintain 60-70% acceptance rate
• 3: Likely to maintain 80% acceptance rate
• 4: Likely to exceed 80% acceptance rate

Goal: Average 60+ meaningful prospect interactions per day

• 0: Not Enough Information Gathered to Evaluate
• 1: Unlikely to achieve 60+ meaningful interactions per day
• 2: Likely to achieve 40-50 meaningful interactions per day
• 3: Likely to achieve 60+ meaningful interactions per day
• 4: Likely to exceed 60+ meaningful interactions per day

Goal: Achieve 90% data accuracy in CRM

• 0: Not Enough Information Gathered to Evaluate
• 1: Unlikely to achieve 90% data accuracy
• 2: Likely to achieve 75-85% data accuracy
• 3: Likely to achieve 90% data accuracy
• 4: Likely to exceed 90% data accuracy

Overall Recommendation

• 1: Strong No Hire
• 2: No Hire
• 3: Hire
• 4: Strong Hire

🧠 Behavioral Competency Interview

🎯 Directions for the Interviewer

This interview assesses the candidate's behavioral competencies critical for success in the Sales Development Representative role. Ask all candidates the same questions, probing for specific examples and details about the situation, actions taken, results achieved, and lessons learned. Avoid hypothetical scenarios and focus on past experiences.

💬 Directions to Share with Candidate

"I'll be asking you about specific experiences from your past that relate to key competencies for this role. Please provide detailed examples, including the situation, your actions, the outcomes, and what you learned. Take a moment to think before answering if needed."

🔍 Interview Questions

1. Tell me about a time when you had to quickly adapt your approach due to unexpected changes or new information. How did you handle it? (Adaptability, Learning Agility)

Guidance for Interviewer:

• Areas to Cover:
  • Nature of the change and its impact
  • Process for reassessing the situation
  • Specific adjustments made
  • Outcome and lessons learned
• Possible Follow-up Questions:
  • How did you communicate the change in approach to others?
  • What resources or support did you leverage to adapt quickly?
  • How has this experience influenced your approach to future challenges?

2. Describe a situation where you had to balance multiple competing priorities. How did you manage your time and ensure everything got done? (Organization and Planning, Drive)

Guidance for Interviewer:

• Areas to Cover:
  • Scope and complexity of competing priorities
  • Strategies for time management and organization
  • Decision-making process for prioritization
  • Results achieved across multiple tasks
• Possible Follow-up Questions:
  • What tools or systems do you use to stay organized?
  • How do you decide when to delegate or seek support?
  • Can you give an example of a time when you had to make a difficult prioritization decision?

3. Give me an example of how you've used data or insights to improve your performance or approach. (Curiosity, Drive)

Guidance for Interviewer:

• Areas to Cover:
  • Sources of data or insights used
  • Analysis process
  • How insights were translated into action
  • Results achieved
• Possible Follow-up Questions:
  • How do you stay informed about industry trends and potential opportunities?
  • What tools or resources do you find most valuable for gathering insights?
  • How have you shared your approach with teammates or mentored others in this area?

📊 Interview Scorecard

Adaptability

• 0: Not Enough Information Gathered to Evaluate
• 1: Struggles to adapt to changing circumstances
• 2: Can adapt when given clear direction
• 3: Proactively adjusts approach based on new information
• 4: Thrives in dynamic environments, driving positive change

Learning Agility

• 0: Not Enough Information Gathered to Evaluate
• 1: Slow to learn new concepts or skills
• 2: Can learn new skills with significant support
• 3: Quickly grasps and applies new information
• 4: Exceptional learner, actively seeks out new knowledge and applies it innovatively

Organization and Planning

• 0: Not Enough Information Gathered to Evaluate
• 1: Often disorganized or reactive in approach
• 2: Basic organization with some proactive planning
• 3: Well-organized with effective prioritization and planning
• 4: Exceptionally organized, optimizing processes for maximum efficiency

Drive

• 0: Not Enough Information Gathered to Evaluate
• 1: Lacks motivation or sense of urgency
• 2: Works to meet basic expectations
• 3: Consistently pushes to exceed goals and expectations
• 4: Relentlessly pursues excellence, inspiring others through example

Curiosity

• 0: Not Enough Information Gathered to Evaluate
• 1: Shows little interest in learning or understanding
• 2: Asks basic questions when prompted
• 3: Demonstrates genuine curiosity and eagerness to learn
• 4: Constantly seeks new insights, driving innovation in approach

Goal: Achieve 30 qualified meetings per month

• 0: Not Enough Information Gathered to Evaluate
• 1: Unlikely to achieve 30 qualified meetings per month
• 2: Likely to achieve 20-25 qualified meetings per month
• 3: Likely to achieve 30 qualified meetings per month
• 4: Likely to exceed 30 qualified meetings per month

Goal: Maintain 80% acceptance rate of qualified opportunities by AEs

• 0: Not Enough Information Gathered to Evaluate
• 1: Unlikely to maintain 80% acceptance rate
• 2: Likely to maintain 60-70% acceptance rate
• 3: Likely to maintain 80% acceptance rate
• 4: Likely to exceed 80% acceptance rate

Goal: Average 60+ meaningful prospect interactions per day

• 0: Not Enough Information Gathered to Evaluate
• 1: Unlikely to achieve 60+ meaningful interactions per day
• 2: Likely to achieve 40-50 meaningful interactions per day
• 3: Likely to achieve 60+ meaningful interactions per day
• 4: Likely to exceed 60+ meaningful interactions per day

Goal: Achieve 90% data accuracy in CRM

• 0: Not Enough Information Gathered to Evaluate
• 1: Unlikely to achieve 90% data accuracy
• 2: Likely to achieve 75-85% data accuracy
• 3: Likely to achieve 90% data accuracy
• 4: Likely to exceed 90% data accuracy

Overall Recommendation

• 1: Strong No Hire
• 2: No Hire
• 3: Hire
• 4: Strong Hire

👥 Skip Level Behavioral Interview

🎯 Directions for the Interviewer

This interview further assesses the candidate's behavioral competencies from a different perspective. Ask all candidates the same questions, probing for specific examples and details about the situation, actions taken, results achieved, and lessons learned. Avoid hypothetical scenarios and focus on past experiences.

💬 Directions to Share with Candidate

"I'll be asking you about specific experiences from your past that relate to key competencies for this role. Please provide detailed examples, including the situation, your actions, the outcomes, and what you learned. Take a moment to think before answering if needed."

🔍 Interview Questions

1. Tell me about a time when you had to persuade someone to consider a new idea or approach. How did you go about it? (Communication Excellence, Influence)

Guidance for Interviewer:

• Areas to Cover:
  • Initial objections or skepticism
  • Research and preparation
  • Tailoring of message and approach
  • Outcome and follow-up
• Possible Follow-up Questions:
  • How did you identify the person's key priorities and concerns?
  • What evidence or resources did you leverage to build your case?
  • How has this experience shaped your approach to persuasion in your work?

2. Describe a situation where you faced repeated setbacks or rejections. How did you maintain your motivation and eventually succeed? (Drive and Initiative, Resilience)

Guidance for Interviewer:

• Areas to Cover:
  • Nature and duration of setbacks
  • Strategies for maintaining motivation
  • Actions taken to overcome challenges
  • Ultimate outcome and lessons learned
• Possible Follow-up Questions:
  • How did you manage your emotions during this challenging period?
  • What support systems or resources did you leverage?
  • How has this experience influenced your approach to facing obstacles in your work?

3. Give me an example of how you've contributed to improving a team's processes or strategies. (Curiosity, Learning Agility)

Guidance for Interviewer:

• Areas to Cover:
  • Identification of improvement opportunity
  • Development of solution or new approach
  • Implementation and change management
  • Measurable impact on team performance
• Possible Follow-up Questions:
  • How did you gain buy-in from leadership and team members?
  • What challenges did you encounter during implementation and how did you overcome them?
  • How have you continued to iterate on this improvement over time?

📊 Interview Scorecard

Communication Excellence

• 0: Not Enough Information Gathered to Evaluate
• 1: Struggles to communicate ideas clearly
• 2: Communicates adequately in most situations
• 3: Articulates ideas clearly and adapts style effectively
• 4: Exceptional communicator, inspiring and engaging all audiences

Influence

• 0: Not Enough Information Gathered to Evaluate
• 1: Struggles to persuade or influence others
• 2: Can influence others in straightforward situations
• 3: Consistently persuades and gains buy-in from stakeholders
• 4: Masterfully influences at all levels, driving consensus and action

Drive and Initiative

• 0: Not Enough Information Gathered to Evaluate
• 1: Lacks self-motivation or sense of urgency
• 2: Meets basic expectations with some prompting
• 3: Consistently self-motivated to exceed goals
• 4: Demonstrates exceptional drive, inspiring others through example

Resilience

• 0: Not Enough Information Gathered to Evaluate
• 1: Easily discouraged by setbacks
• 2: Can handle some rejection but struggles with persistence
• 3: Demonstrates good resilience and persistence
• 4: Highly resilient, sees rejection as an opportunity for growth

Curiosity

• 0: Not Enough Information Gathered to Evaluate
• 1: Shows little interest in learning or understanding
• 2: Asks basic questions when prompted
• 3: Demonstrates genuine curiosity and eagerness to learn
• 4: Constantly seeks new insights, driving innovation in approach

Learning Agility

• 0: Not Enough Information Gathered to Evaluate
• 1: Slow to learn new concepts or skills
• 2: Can learn new skills with significant support
• 3: Quickly grasps and applies new information
• 4: Exceptional learner, actively seeks out new knowledge and applies it innovatively

Goal: Achieve 30 qualified meetings per month

• 0: Not Enough Information Gathered to Evaluate
• 1: Unlikely to achieve 30 qualified meetings per month
• 2: Likely to achieve 20-25 qualified meetings per month
• 3: Likely to achieve 30 qualified meetings per month
• 4: Likely to exceed 30 qualified meetings per month

Goal: Maintain 80% acceptance rate of qualified opportunities by AEs

• 0: Not Enough Information Gathered to Evaluate
• 1: Unlikely to maintain 80% acceptance rate
• 2: Likely to maintain 60-70% acceptance rate
• 3: Likely to maintain 80% acceptance rate
• 4: Likely to exceed 80% acceptance rate

Goal: Average 60+ meaningful prospect interactions per day

• 0: Not Enough Information Gathered to Evaluate
• 1: Unlikely to achieve 60+ meaningful interactions per day
• 2: Likely to achieve 40-50 meaningful interactions per day
• 3: Likely to achieve 60+ meaningful interactions per day
• 4: Likely to exceed 60+ meaningful interactions per day

Goal: Achieve 90% data accuracy in CRM

• 0: Not Enough Information Gathered to Evaluate
• 1: Unlikely to achieve 90% data accuracy
• 2: Likely to achieve 75-85% data accuracy
• 3: Likely to achieve 90% data accuracy
• 4: Likely to exceed 90% data accuracy

Overall Recommendation

• 1: Strong No Hire
• 2: No Hire
• 3: Hire
• 4: Strong Hire

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Debrief Meeting Instructions

The debrief meeting should be scheduled within 24 hours of the final interview when impressions are fresh. All interviewers should have submitted their scorecards before the meeting.

Meeting Setup

• Duration: 45-60 minutes
• Required attendees: All interviewers and hiring manager
• Pre-work: Review scorecards and interview notes

Core Discussion Questions

1. Initial Impressions and Questions

• "Does anyone have questions for other interviewers about the candidate's responses or behaviors?"Guidance: Start with open-ended discussion before sharing specific scores

2. Sales Performance Discussion

• "What evidence did we see of the candidate's ability to consistently hit targets?"Guidance: Focus on specific examples and metrics from their past performance

3. Key Competency Review

• "How well did the candidate demonstrate our core competencies?"Guidance: Review each competency:
  • Drive and Initiative
  • Learning Agility
  • Communication Excellence
  • Organization and Planning
  • Curiosity

4. Red Flags and Concerns

• "What concerns or potential red flags should we discuss?"Guidance: Create space for constructive dissent

5. Additional Investigation

• "What areas need further investigation during reference checks?"Guidance: Document specific areas to probe with references

Reference Check Guide

Setup Instructions

• Request 2-3 references, including at least one direct manager
• Ask candidate to make initial introduction
• Schedule 30-minute calls

Core Reference Questions

1. Performance Context

• "In what context did you work with [Candidate], and for how long?"Follow-up: "What was their role and reporting structure?"

2. Sales Performance Metrics

• "How did [Candidate] rank among their peers in terms of performance?"Follow-up: "What were their typical conversion rates?"

3. Work Style Assessment

• "What are [Candidate]'s greatest strengths and areas for development?"Follow-up: "Can you provide specific examples?"

4. Team Dynamics

• "How did [Candidate] contribute to team culture and collaboration?"Follow-up: "What was their approach to working with Account Executives?"

5. Hiring Recommendation

• "On a scale of 1-10, how likely would you be to hire [Candidate] if you had an appropriate role?"Follow-up: "What drives that rating?"

Reference Check Scorecard

Sales Performance Track Record

• 0: Not enough information gathered
• 1: Consistently missed targets
• 2: Met some targets but inconsistent
• 3: Consistently met targets
• 4: Consistently exceeded targets

Team Collaboration

• 0: Not enough information gathered
• 1: Significant collaboration issues
• 2: Some teamwork challenges
• 3: Worked well with others
• 4: Exceptional team player

Learning Agility

• 0: Not enough information gathered
• 1: Resistant to feedback
• 2: Sometimes defensive about feedback
• 3: Open to and implements feedback
• 4: Actively seeks and excels with feedback

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Frequently Asked Questions

Q: How long should each interview take?A: Plan for 30-45 minutes for the screening interview, 45-60 minutes for the work sample, and 60 minutes each for the behavioral and skip-level interviews.

Q: Should I ask every question listed?A: Focus on asking the core questions consistently across all candidates. Use follow-up questions as needed to gather sufficient information for scoring.

Q: What if a candidate's answer doesn't address what I'm looking for?A: Use the suggested follow-up questions to redirect and probe deeper. The interview best practices guide provides additional guidance.

Q: How should I handle scoring if I can't gather enough information?A: Use the "0: Not Enough Information Gathered to Evaluate" score and note what additional information is needed for the debrief discussion.

Q: What's the best way to conduct the mock discovery call?A: Review our detailed guide on mastering role-playing interviews for specific tips and best practices.

Q: How can I ensure fair evaluation across different interviewers?A: Use the provided scorecards consistently and discuss any scoring discrepancies during the debrief meeting. Our article on using interview scorecards provides additional guidance.

Q: What if I need different questions for my specific context?A: Browse our extensive library of alternative interview questions to customize while maintaining the structured format.

Q: How should we make the final hiring decision?A: Use the debrief meeting format to discuss all feedback systematically before making a decision. Consider reviewing our guide on avoiding failed sales hires.

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For additional resources and guidance on implementing structured interviews effectively, visit Yardstick's resource center.

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