A step by step guide to conducting the perfect BDR interview from resume screen to offer letter to help you hire and retain top talent.
You can access an abridged version of this deck here with step by step instructions for the onsite interview phase: http://offers.openviewpartners.com/hubfs/BDR_Interview_Guide_Download.pdf
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SNIFF TEST
• Formatting
• Spelling &
Grammar Mistakes
• Consistency
WHAT DO I SCREEN FOR?
IMPACT
• Numbers
• Leadership
• Growth
CONTENT
• Extracurricular
activities / Wins
• College Degree:
Major / minor?
• Proactive vs Reactive
Descriptions
A candidate has all the time in the world to prep a resume. How they
choose to present themselves here is a great indicator of the effort level
and communication skills you will get on the job. Here are a few ideas:
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LOOK TO UNDERSTAND THE FOLLOWING:
• Find out if she can do the job on a surface level
• Get her interested in the company and position
2. RECRUITER PHONE SCREEN
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LOOK TO UNDERSTAND THE FOLLOWING:
• Would she excel in this position?
• Would she add value to your current team?
• Complete sales role play (sample scenario provided)
• Provide one piece of positive feedback
• Provide one area for improvement to test coachability
3. HIRING MANAGER PHONE SCREEN
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SAMPLE SCENARIOS
1. What are the top three schools you were looking at
when applying to college?
• “Sell me on [top choice] university”
2. What are the last two movies you watched or the last
two books you read?
• “I am thinking about starting a book or watching
a movie. Sell me on your favorite and why I
should watch/read it”
.
3. PHONE SCREEN – SALES ROLE PLAY
ROLE PLAY FOR YOUR
COMPANY
Want to test the candidate’s ability
to work with your
product/messaging?
Share your BDR script prior to the
interview and giving them a target
prospect. Role play live and have
her send a follow up email
leveraging your messaging and her
research.
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LOOK FOR:
• Articulation – How clearly does she communicate her thoughts?
• Energy – Does she sound alert, genuine and personable?
• Ability to take control – Can she steer the conversation?
• Ability to think on feet – Can she respond calmly, but quickly?
• Active Listening – Does she ask questions and respond to your answers?
• ‘Coachability’ – How does she respond to feedback? (Does she incorporate it
onsite?)
3. PHONE SCREEN – SALES ROLE PLAY
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• Provide the prompt via email to the
candidate in advance
• Kick off the day with presentation + all
interviewers:
• No props, no slides
• 3 minutes, timed
4. ONSITE INTERVIEWS – PRESENTATION
PRESENTATION PROMPT
“Why do you want
to work in SALES?
Why should our
company hire
YOU?”
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LOOK TO UNDERSTAND THE FOLLOWING:
• Can she think on her feet and does she want it?
• What drives/motivates her?
• Is she able to communicate effectively?
• How will she respond to criticism?
• What are her long-term goals?
• How does she see xx factoring into her future goals?
4. ONSITE - HORSEPOWER
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LOOK TO UNDERSTAND THE FOLLOWING:
• Does she have the raw DNA and talent to be successful in sales?
• Does she have any relevant sales experience?
• Is she competitive? Sports/Other?
• How has she performed in past jobs?
• What other jobs is she looking at now?
• Why is she interested in sales? …tech? ...xx company?
• Is she curious?
4. ONSITE – SALES SKILLS (NEW TO ROLE)
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LOOK TO UNDERSTAND THE FOLLOWING:
• Has she demonstrated good judgment?
• What involvement has she had in extracurricular activities?
• Why did she choose her school/jobs, and activities?
• Has she had any leadership experience?
• How does she showcase entrepreneurial spirit?
4. ONSITE INTERVIEWS – BEHAVIOR PATTERNS
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LOOK TO UNDERSTAND THE FOLLOWING:
• Is she a fit with …xx? With the office culture? For this sales role?
• How is her attitude? Is she a team player? Competitive?
• What are her interests outside of work?
• Gauge intelligence. Will she learn quickly?
4. ONSITE INTERVIEWS – CULTURAL FIT
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• Meet as a group to determine whether or not to extend an offer
• Each interviewer writes down HIRE / NO HIRE to vote independently
• Repeat votes to the group
• Make a decision and notify the candidate within 24 hours
• If the decision is “MAYBE”, it’s almost always a NO HIRE in disguise
5. DEBRIEF & DECISION
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Special thanks to Julie Drimel, Director of Global Business Development
at NetSuite and Garret Moniz, VP of Global Inside Sales at Bamboo
Rose for their work in developing and iterating on this process.
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