Finding great Salesforce talent can be challenging in today’s tight labor market. That’s why interviewing job applicants is such a critical step in the hiring process. Talking to applicants in person and observing how they answer your questions can help you determine whether they have the right skills for the position and if they’ll fit well into your organizational culture.

Just make sure to focus on a few key areas. These will help evaluate candidates’ potential and make sure you’re getting the best candidates.

Here are a few tips to keep in mind before and during an interview.

Look for well-rounded candidates:

Of course, it’s great to find candidates with Salesforce certifications and experience. But don’t just look for people with lengthy Salesforce history. There are lots of career paths that can lend essential skills to potential candidates. It can be especially helpful to look for candidates with customer-facing positions, like customer service, restaurant work or flight attendants. Just make sure to ask questions about their customer-centric strategies, problem-solving skills, and best practices.

Focus on Trailhead:

When reviewing a candidate’s resume or during the interview, focus some of your questions on Trailhead. If you’re not familiar with it, Trailhead is Salesforce’s online learning portal. It’s essential that candidates stay up-to-date on trends and best practices, so asking questions about their activity here can help identify top candidates. Consider asking questions about their favorite Trailhead modules, how they participate in the Trailhead Playground and what apps they’ve built or new skills they’ve recently learned.

Make sure to see if the candidates have earned any superbadges, as well. These are great at assessing how candidates perform in real-world scenarios.

Allow for a conversation:

You’ll want to be prepared for the interview, but you don’t necessarily need to stick to a script. Allowing a real conversation to develop often can give you a better overall sense of the candidate. Understanding who they are and what’s important to them can help you assess the way their personality might fit within your workforce. You want to not only find the best talent for the position but to do it in a way that allows you to preserve the team dynamic that’s already working for your group. A conversation also means that you’ll be listening better and learning more than a simple list of questions could tell you.

Be ready to answer:

A candidate may ask questions during the course of the conversation. Be prepared to provide answers.

Better interviews often lead you to connect with better candidates and form better relationships with potential new hires. Treating the interview less like an interrogation and more as a learning opportunity for both parties can help ensure that you’re able to bring the best talent on board for your insurance business. No job applicant will be perfect, but a great interview can help you determine if they’ll make a great addition to your team.

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