Choose the criteria first
Identify a small set of capabilities such as listening, product learning, prospecting, documentation, and follow-through. Define what each means for this job. Decide which criteria are essential and which can be developed through training.
Ask for examples
Use questions that invite candidates to describe their own actions. Ask how they understood a customer need, handled an unanswered question, or managed a follow-up. Give candidates room to explain context, including experience outside a formal sales role.
Record evidence consistently
Write short notes describing what the candidate said and how it relates to the criterion. Avoid vague labels that cannot be explained. Use the same core questions and evaluation approach for candidates being considered for the same position.
Review before deciding
Compare the evidence with the role requirements and identify gaps that need clarification. Keep interview notes secure and follow your organization's hiring policies. A scorecard supports a decision; it should not replace a careful review of relevant information.
Original editorial guidance from Detroit Sales Job Fair. Examples are illustrative; this article does not announce a specific vacancy or guarantee a hiring outcome.