A Guide to Hiring a Sales & Lead Generation Fresh Graduate with Interview Questions

Sales is the lifeblood for every business out there. Without a strong sales team, nothing else matters. 

But let's be real: finding a great salesperson is tough. Finding a fresh graduate who can crush it in sales? Even tougher.

You need someone who's not afraid to pick up the phone, build relationships, and most importantly, close deals. But how do you know if a fresh graduate has what it takes?

This guide will help you cut through the fluff, ask the right interview questions, and find a fresh graduate who's ready to hit the ground running. Plus, we've got a free downloadable Evaluation Checklist to help you identify the right talent and avoid those who just talk well. 

Sales 101: Understanding the Different Types of Sales

Before you dive into interviews, it's helpful to understand that there are two main types of sales roles: Inbound and Outbound. They attract very different types of people, so it's important to know which one you're looking for before you start interviewing.

Inbound Sales

These salespeople focus on building relationships with people who have already shown interest in your company (maybe they filled out a form on your website, downloaded something, or interacted with you on social media).

• To-do list: Answer questions, solve problems, guide customers through the buying process.

• Personality: Patient, helpful, great listener, loves to educate.

Outbound Sales

These salespeople reach out to potential customers who haven't heard of you yet. 

• To-do list: Make cold calls, send emails, connect on social media, close deals.

• Personality: Confident, persuasive, persistent, loves a challenge.

What Makes a Great Salesperson? (It's Not Just About Being "Talkative")

Forget the stereotype of the slick-talking salesperson. While communication is important, it's only one piece of the puzzle.

Here are some essential qualities to look for in a fresh graduate or intern.

Hard Skills

• Basic understanding of sales: Do they have a general idea of how sales works, even if they haven't gone through the entire cycle?

• Research and information gathering: Can they find and analyse information about potential customers or market trends?

• Aptitude for learning new tools: Are they comfortable with technology and willing to learn new software?

• Presentation skills: Have they taken any courses or participated in activities (like presentations or public speaking) that demonstrate their ability to communicate effectively?

  
  

Soft Skills

• Communication and interpersonal skills: Are they friendly, outgoing, and able to connect with different types of people? 

• Active listening: Do they genuinely listen to others and ask clarifying questions?

• Enthusiasm and a positive attitude: Are they genuinely excited about the opportunity and eager to learn about your company and the role?

• Problem-solving and critical thinking: Can they analyse situations, identify challenges, and come up with potential solutions?

• Coachability and willingness to learn: Are they open to feedback and eager to develop their skills?

Spotting Sales Potential in Fresh Grads through Transferrable Skills

Remember, you're hiring a fresh graduate or intern, so don't expect them to have years of sales experience. Look for transferable skills and experiences that indicate a natural aptitude for sales.

Think about it:

• Leadership roles in student organisations: Leading a team or managing a project demonstrates communication, persuasion, and the ability to motivate others.

• Debate team or public speaking: These activities develop confidence, persuasion, and the ability to articulate ideas clearly.

• Tutoring or teaching: Explaining concepts clearly, adapting to different learning styles, and building rapport with students are transferable to customer interactions.

• Part-time jobs in customer service or retail: These roles require strong interpersonal skills, problem-solving abilities, and the ability to handle challenging customers (sound familiar?).

• Experience with fundraising or event planning: These activities often involve pitching ideas, building relationships, and persuading people to support a cause.

Interview Questions to Assess Lead Generation and Sales Skills in a Fresh Graduate

Here are some interview questions that go beyond the surface and help you identify fresh graduates with real sales potential:

"Tell me about a time you had to persuade someone to see your point of view. What was the situation, and how did you approach it?"

This question assesses their communication, persuasion, and problem-solving skills.

• Good sign: They describe a specific situation, clearly outlining the different perspectives involved, their approach to understanding the other person's viewpoint, and the steps they took to reach a mutually agreeable outcome.

• Red flag: They struggle to come up with an example or describe a situation where they simply forced their opinion on someone else without considering their perspective.

"Imagine you're talking to a potential customer who's hesitant about our product/service. What would you do?"

This question evaluates their active listening skills, ability to uncover customer needs, and tailor their approach to different situations.

• Good sign: They focus on asking open-ended questions to understand the customer's pain points, goals, and hesitations. They demonstrate a genuine interest in understanding the customer's perspective before jumping into a sales pitch.

• Red flag: They immediately launch into a generic sales pitch or talk about product features without addressing the customer's specific concerns.

"What excites you most about a career in sales?"

This question gets to the heart of their motivations and helps you determine if they have a genuine interest in sales or are simply looking for any job.

• Good sign: They express enthusiasm and passion for sales, highlighting aspects like building relationships, helping customers solve problems, the challenge of closing deals, or the opportunity for growth and earning potential.

• Red flag: They give a generic answer like "I like talking to people" or focus solely on money without mentioning any genuine interest in the field.

"How do you stay motivated when facing rejection?"

This assesses their resilience, grit, and ability to handle the emotional ups and downs of sales.

• Good sign: They acknowledge the challenges of rejection but demonstrate a positive attitude, self-motivation, and a desire to learn from their experiences.

• Red flag: They seem discouraged by rejection or lack strategies for staying motivated.

Look Beyond the Resume: Ask for Passion Projects and Hobbies

Don't just focus on work experience—dig into their hobbies and interests too! You might be surprised how seemingly unrelated passions can reveal hidden talents that are valuable in sales.

For example:

• Competitive sports: Athletes are often driven, goal-oriented, and comfortable with competition—all valuable traits in sales.

• Endurance sports (running, cycling, triathlons): These activities require discipline, determination, and the ability to push through challenges – qualities that can translate into sales success.

• Volunteering or community involvement: Working with people from diverse backgrounds, understanding their needs, and building relationships are directly transferable to customer interactions.

• Organising events/social gatherings: Planning events shows a knack for bringing people together, managing logistics, and creating a positive experience, skills relevant to building rapport with clients.

During the interview, ask open-ended questions about their hobbies and interests:

• "What are you passionate about outside of work or school?"

• "Tell me about a hobby or interest that you've been really into lately."

Remember, these are just a few examples. The key is to listen for how a candidate's passions and interests connect to the essential skills and qualities you're looking for in a salesperson. Encourage them to share stories about their hobbies and how those experiences have shaped their skills and mindset.

Finding Your Next Sales Fresh Graduate: Remember, It's About Potential

Remember, hiring for sales is about more than just finding someone who can talk. You need someone with drive, resilience, and a genuine passion for connecting with customers and solving their problems.

Use the tips and interview questions in this guide to assess fresh graduates and interns. Look for potential in them—with some guidance, the right person will be able to drive results for your business.

Want even more tips for finding the right sales fresh graduate? Download our free Evaluation Checklist!

Ready to hire your lead generation and sales fresh graduates or interns? Kabel makes it easy!