Hiring sales people is both an art and a science, meaning there are tangible and intangible qualities for hiring managers to consider when making decisions on choosing the best talent for their company. Yes, the record of sales numbers on the candidate’s resume is important, but there is an argument that there’s no substitute for natural talent. Using video interviewing is a no-brainer when hiring sales candidates, where creativity, energy, enthusiasm, personality, and presentation skills are just as important as product knowledge and sales history. (See The Subtle Requirements for Successful Sales Hiring)

The flexibility of Interview On Demand’s video interviewing system fits in with the hectic schedules of most salespeople, and phone interviews just don’t work as well. Hiring managers can save a lot of interviewing time as well as potentially useless and expensive in-person interviews by screening candidates through video interviews, and avoid hiring mistakes. Here are some common interview questions for sales jobs.

Here’s a great idea: Some recruiters are offering video interviews to candidates to use as part of the packages they send to companies to give hiring managers a lot of extra information (and their candidates an extra edge). It’s important to note that this is not a video resume–it’s a targeted, employer-driven addition to a regular resume that ends up being much more useful to everyone involved.

INTERVIEW on DEMAND - removing the barriers between TOP CANDIDATES and the COMPANIES that seek them.
Hiring managers - make faster, better hires while reducing costs.
Recruiters - make more placements with more companies, faster.

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