1. Explain me about your typical project approach?
Here, the hiring manager wants to ensure you have an overall understanding of the business analysis planning process. Rather than listing numerous projects and processes, talk more about the general phases or types of deliverables you might create, while letting the hiring manager know you can customize your approaches to projects.
2. Tell me which defects should be prioritized?
When a defect has a high likelihood of being exploited, or may compromise the data integrity of the system (and the company), any suitable candidate will want to prioritize those. Those defects that are cosmetic should be given a lower priority unless they interfere with the user experience in a substantial way.
3. Explain me how do you deal with rejection?
As the people primarily responsible for cold calling and emailing, SDRs deal with an awful lot of rejection. If the candidate admits they get flustered or frustrated after an extended period of rejection, they're probably not cut out for the job. "Fall down seven times, stand up eight" is the mantra of the best SDRs.
4. Explain how have you handled difficult stakeholders?
Answer this one head on. The hiring manager is trying to assess your soft skills, particularly your communication and collaboration abilities. Working with people from different areas of the company and perspectives is an area where nontechnical skills are key.
5. Please explain me your life story in 90 seconds?
As Mark Twain once said, "I didn't have time to write a short letter, so I wrote a long one instead." Brevity is a talent, and it's one that prospects appreciate. This question reveals the candidate's ability to hit the critical points of a story in a short amount of time.
6. Tell us what's your ideal working environment?
Say that you enjoy working in a team environment. Describe the environment in such a way as it sounds similar to the work environment you believe the company has adopted.
7. Tell me what do you think is the manager's role in closing deals?
This will vary from company to company, and person to person. But by now, your company no doubt has its model for the manager. See if there is any contradiction.
8. Tell us how do you handle changes to requirements?
Your logical-thinking skills are being put to the test with this question. As you answer, highlight how you thoughtfully respond to changing situations.
One potential response is something along the lines of, “First, I prioritize the changes to requirements, scope of changes and the impact analysis to the project. Next, I perform an impact analysis to the project cost, timeline and resources. Finally, I evaluate whether the scope change is introducing new gaps to the technical or functional designs or development and testing.”
9. Tell me what is your strategy for converting a no into a yes?
The interviewee will give an explicit response to their sales strategy, and how they adapt to situations.
10. Tell us how do you build your development team?
A well-bonded team is a well-built team. The answers to this question should refer to activities that the candidate has already done. The candidate doesn't need to be their team's best friend, but it's important that they're interested in getting to know their team and creating opportunities for them to bond.
11. Explain what motivates you in your work?
Hitting targets and achieving goals is your main motivation. Say that you are motivated by the desire to do a great job and to help improve business.
12. Tell us what do you know about SDD?
Your lingo acumen is being tested when you get one of these types of questions. Explain that the system design document (SDD) is a middle step separating business users and developers.
13. Tell me how would you identify a new market to enter?
Analysis of sales data should help to identify possible new markets. This would be followed up with some market research.
14. Tell me suppose I am a prospect. Describe our product or service to me?
This question will not only reveal the amount of research the candidate did before the interview (which bodes well for their prospect researching skills), it also gives the hiring manager a chance to evaluate their ability to speak clearly and persuasively.
15. Tell me which is the best development language?
This is a bit of a trick question, but it's not a silly one. The best language is the one that the team knows; at the end of the day, that's the language that will get the job done. A good development manager doesn't have room for pet languages.
16. Do you know what are the important aspects of agile development?
Iteration and customer involvement should be near the top of the candidate's list of answers. A good candidate will be able to clearly explain what makes these aspects important as well. Agile development is important because of the psychology that it elicits from the developers working on the project.
17. What attracted you to this role Business Development Manager?
To answer this you need to show a good understanding of the company and say that you are keen to be part of a dynamic team to help the company grow and develop. The aim of business development is to develop growth opportunities, so you must show a keen interest in working with their products and services.
18. Explain me why do you enjoy business development?
Say that you feel that business development is the heart of a healthy business and it is extremely rewarding to see a business grow on the back of your decisions and actions.
19. Tell us which business intelligence tools or systems have you worked with?
Cite the specific tools and how you've used them. If you have used a system the company employs, mention your experience to the hiring manager. If you're not familiar with the technology the employer uses, discuss how you plan to get up to speed quickly.
20. Explain me can you define the diagrams most used by business analysts?
Again, the hiring manager wants reassurance you have the skills to get the job done and know case, activity and sequence diagrams.
21. Tell me how do you provide skills training for your developers?
The obvious (but not necessarily bad) answer is face-to-face training and mentoring. However, a good candidate will know to include online tools, such as video sites, or free alternatives. They'll be looking for ways to train their developers even when there aren't big budgets.
22. Explain me how do you maintain alignment with your customers (internal or external)?
Like with most jobs, the key is communication. The form that these communications come in may vary, but the development manager shouldn't know what the business wants more than the business does. Good development managers know that users know their business better and development managers can help them understand the technology so that they can together create the best solution.
23. Explain how would you get to understand and cater to a prospect's specific needs?
Say that you listen to their needs and then propose a solution that will meet a majority of their needs. If there are any gaps in the product offering, explain that workarounds can be developed to ensure that business runs smoothly.
24. Tell me besides cost-reduction, how would you go about raising our profits?
Cost reduction is more of an operations perspective. Give the candidate the opportunity to give reasonable measures to increase profits from the sales side.
25. Explain what's the last thing you learned that you thought was really interesting?
A sense of curiosity is necessary in sales development. SDRs have to ask insightful questions to get to the heart of prospects' problems, and investigate their current environments. People with natural curiosity won't have a problem enthusiastically sharing something they learned with you. But if the candidate struggles to come up with an example, it might be a red flag.
26. Tell me what Qualities and Skills Make An Account Manager Successful?
This question asks you to show that you understand how to fulfill the duties of the position. Your response should include three parts:
Discuss three or four traits that contribute to an account manager's success. You might describe the importance of market research, communication skills or the ability to negotiate.
Describe how those qualities can be beneficial when working with this specific company's clients. If you have done your homework then you will know something about the accounts that they service, and can give specifics on how the traits you've described can help you to meet their customer's needs.
Share experiences that illustrate that you possess these qualities. Outline an experience or achievement where you demonstrated the qualities you've listed in specific, quantifiable terms.
27. Explain me example of a time when you had to sell an unpopular idea to someone?
If you have an example from work experience this is ideal, however, do not be concerned if you do not. You could give an example from your private life, such as persuading a friend or family member to get involved with something they were not really interested in. Good sales skills are transferable to life.
28. Explain me a Time When You Have Not Met Your Goal?
The ability to meet goals and deadlines is important for an accounts manager. If you have legitimately never failed to meet a goal then feel free to share this achievement, but don't stop there. Explain several factors that have enabled you to maintain your excellent record. If you have failed to meet a goal in the past, describe the most salient points of the project and outline the steps that led to failure. Then show the interviewer that you are the kind of person who can learn from their mistakes by detailing how you would approach the problem differently in the future to elicit a better outcome. Whether you have failed to meet a goal or have a perfect record, be sure to detail a strategy for meeting goals that has worked well for you in the past and that you believe will serve you well in this position.
After countless hours of product training, salespeople are intimately familiar with their wares. Prospects, on the other hand, have a comparatively cursory understanding of your product -- no matter how much independent research they've done. For this reason, it's important that SDRs are able to explain potentially tricky or confusing topics in clear and simple terms.
30. Explain me what sort of metrics do you consider essential for managing your team?
The answer will vary but it should include the backlog of work, the number of defects, and some measure of developer effectiveness, such as functions created, or perhaps lines of code. The point is that the development manager is able to articulate what metrics they look for. These metrics give clues to the priorities that the development manager will have for your development team.
31. Tell us what are some words or phrases you think would resonate with our target customer?
Sales is all about word choice and phrasing. Whether your organization uses a sales script or not, it's good to check if a candidate naturally gravitates to emotionally-charged words that will strike a chord with buyers.
32. Tell me I don't expect you to go into too much detail – but why are you leaving your last job?
An innocent question. But a question that if answered improperly, can be a deal breaker. While many individuals will be looking to a new job as a means of increasing their salary, “not being paid well enough at your last job” is not something you want to mention to your interviewer. After all, are you not likely to leave this particular job if you found you could make more down the street?
If you're currently employed and leaving of your own accord, craft your response around enhancing your career development and a seeking out of new challenges.
If your current employer is downsizing, be honest about it, remain positive, but keep it brief. If your employer fired you or let you go for cause, be prepared to give a brief – but honest – reply. No matter how tempting it may be, or how “unfair it was that they let you go” steer clear away from any and all drama and negativity. Any experienced employer understands that sometimes things happen. Staying positive is key here.
33. Tell me could I give you some feedback? I would change X, Y, and Z. Now could you try again?
Coachability is critical for sales development reps. Observe how well the candidate incorporates your feedback into their second attempt. This will indicate their level of coachability, as well as demonstrate their listening skills.
An easy question to answer well with one caveat – don't slam your fellow interviewee's. On the one hand, you have an opportunity to really stand out from the pack. Alternatively, You shouldn't assume the skills of other applicants. Focus on your own strengths, and if the interviewer hasn't given you an opportunity to mention that one “slam dunk” quality about yourself, now would be the time.
Is there a wrong way to answer this question? Consider the responses below:
☛ “I really need a job right now”
☛ “I need the money”
☛ “Your office is really close to my house”
☛ “I've always been interested in what you guys do”
35. Tell us what are some questions you'd ask prospects to evaluate if they're qualified or not?
Questions are key to an effective sales process. Listen for inquiries that go beyond BANT and indicate a deep understanding of your target buyer's problems and your company's solution.
