I believe this is the moment in an interview most candidates waste.
You need to be interviewing the client as much as they are interviewing you — this is your chance to qualify the employer and the role.

Challenging targets can be motivating. They can drive focus and commercial thinking. But when targets feel disconnected from territory reality, product strength or market conditions, motivation quickly turns into frustration.

In sales it’s easy to drift, you start in roofing. Move to cladding. Pick up insulation. Stay because it’s comfortable. Stay because it’s familiar. But top performers think differently.

The recruitment process and hiring the right candidate can be difficult, so why aren’t employers working harder on retention, and retaining the sales team they have.

Ambitious goals are part of sales. Most high performers welcome pressure — but they also want a path to winning.

Let’s make recruitment a positive experience, as every hiring process leaves a mark. The question is, what kind?

Oversized territories are one of the fastest ways to kill performance. Not because salespeople lack drive, but because effective customer coverage becomes impossible.

Some companies complain about the cost of recruitment, but it’s far more expensive when you get it wrong, and agency fees pale into insignificance when you look at the other costs.

Recent research from Employment Hero shows that “ghost jobs” are on the rise — with 25% of UK workers believing they’ve applied for one. That figure jumps to 37% among 18-34-year-olds.