9 Common Interview Mistakes SDRs Make
And how to overcome them.
Read time: 3 min
We’re back (finally): New episode on the SDR Game Podcast
I didn't publish any new episodes because I was focused on my onboarding at Agorapulse.
We are back with a 2nd part featuring Will Falkenborg, Top SDR at HG Insights, to answer the questions we received from this LinkedIn post.
Listen to the episode here: YouTube, Spotify, or Apple Podcasts
Next week on the podcast, we'll talk about prospecting in a PLG environment.
Two weeks ago, we talked about application mistakes.
This time, let's discuss interview mistakes I've observed while interviewing 220+ candidates.
Remember, each mistake could be a red flag for your interviewer.
#1 - Unpreparedness (Or not doing any research)
The most common mistake I see in interviews is lack of preparation, and it becomes apparent quickly.
This is a crucial mistake. The SDR role is all about preparation.
You should research the company and understand its products, culture, ICP, and buyer personas.
I know an SDR leader who, in every interview, asks:
"What do you know about our company?"
"What do you know about me?"
If the candidate can’t answer both questions, the SDR leader ends the interview.
Here are three tips to be prepared:
Research the company.
Research each person in your interviews.
Prepare questions for the end of the interview.
#2 - Not Asking Questions
In SDR interviews, you should ask questions.
Questions reflect your curiosity and engagement. They demonstrate your critical thinking and how you can contribute to the company.
Curiosity is a soft skill that hiring managers assess in interviews.
At the end of your interviews, the recruiter or hiring manager will give you time to ask questions.
Not asking questions is a red flag.
So, even if you are prompted to ask questions in each interview, you should have questions prepared for each interview and each interviewer.
#3 - Showing an Uncoachable Attitude
Your response or reaction to feedback during an interview indicates how you'll handle real-world sales challenges.
Coachability is a key soft skill for hiring managers.
How to Show Coachability:
Share a past experience where feedback significantly improved your performance.
During role plays, discuss one strength and one area for improvement. Always show a willingness to learn.
Take notes.
Ask questions about the feedback the interviewer gives you.
Show you are self-aware.
During the role-play, if the hiring manager asks you:
"What do you think about the role play?"
You should mention one good thing you did and one thing you could improve.
If you say that it was a great call and don’t have anything to improve, it’s a red flag for a hiring manager because there's always something to improve.
#4 - Passive in the Hiring Process
The hiring process is a chance to showcase your SDR skills.
Treat each interview question as a sales objection to overcome. For example, if asked about a weakness, frame it as an area of improvement that you're actively working on.
Use different channels to communicate with the hiring team.
At the end of the interview, ask about the next steps and what the interviewer thought of the interview.
#5 - Asking Easily Googleable Questions
I have worked for remote companies for the past four years.
Sometimes I get questions like, “Is the company remote?”
This can reflect poorly on the candidate’s research skills.
Instead of asking about basic company information, ask questions about what you found during your research.
If you want to stand out from 200 other applicants, this is a great way to do so.
It showcases your research and curiosity skills.
#6 - Give generic answers
Use the STAR method to give detailed, situation-specific responses that tell a story.
STAR Method in Action: The STAR method is a technique used in interviews to answer behavioral questions effectively. It stands for:
Situation: Describe the context or setting of your story.
Task: Explain the challenge or responsibility you faced.
Action: Detail the steps you took to address the task.
Result: Share the outcomes of your actions, highlighting your contributions.
This method helps structure your response clearly and concisely, ensuring you cover all key aspects of your experience relevant to the question.
#7 - Poor listening skills
Active listening is essential in sales.
For example, in a role-play, you should be able to show that you’ve listened, especially to objections.
You should acknowledge or understand them to show you are listening. I have many candidates who don’t handle objections and instead ask for a meeting.
#8 - Making excuses
Making excuses can be a red flag for interviewers.
Adopt a mindset of accountability.
Turn every challenge into a testament to your resilience and adaptability.
Describe a difficult situation and how you turned it into a successful one.
Talk about a failed prospecting strategy and what it taught you about cold calling or cold emailing.
Instead of blaming the company, or the situation.
#9 - Lack of Enthusiasm
Enthusiasm can be your secret weapon with some hiring managers.
Show genuine excitement about the role and the company.
Share why the SDR role aligns with your career aspirations and personal strengths.
Bonus Insights:
I shared these red flags on LinkedIn, and Victor Vatus added some unique ones:
Vaping during the call / asks about the vaping policy in the office.
When asked why they've been successful in the past: "Because I'm the best in the World at cold calling."
Calling him "dude/bro/G."
Sitting on the couch, clearly playing Xbox.
Let me know if it’s helpful. Best of luck with your interviews!
For your next application: Remember, these tips are your first step toward standing out because you are competing against 200 other candidates.
The journey to a new job is a continual learning experience—each application brings you closer to your goal.
So, there we go. Thanks for reading.
That's all for this Sunday.
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See you again next Sunday.
Happy prospecting!
Elric
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