The most successful interview closing technique

2022-07-30
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If you want to stand out from the crowded interview crowd and successfully get the offer, then you should learn from the sales stars! You can apply their successful sales strategies to your job search process, especially for those fleeting job opportunities

three sales fallacies

before discussing sales strategies, it is best to get rid of some fallacies about the business of sales. In this way, you can have a more accurate understanding of sales and understand how to apply the success principles to the ideal job that everyone is flocking to

the first fallacy is that "sales is a contest of willpower": a salesperson's endless selling exhausted a recalcitrant buyer. Finally, the deal was concluded, and both sides were exhausted and fell. This idea is totally wrong! The sales of any product or service is the exchange of ideas. In the exchange, the salesperson understands the needs of the buyer, while the buyer understands how the seller's products or services can help meet their own needs. If the salesperson does not listen carefully to the needs of potential customers, the sales cannot be concluded. If the salesperson just keeps on selling ("my product is great!") Instead of patiently and meticulously explaining ("the reason why my product is very good is as follows --"), sales cannot be concluded. This also shows that if you want to succeed in a job interview, you must exchange ideas, not unilaterally promote yourself

another fallacy is that "only salespeople with a certain personality can succeed". It is generally believed that a typical successful salesperson is one who is well-dressed, eloquent, outgoing and cheerful. Admittedly, some personality types are easier to learn sales skills, but many reserved people are also outstanding sales stars. For example, Buffett, an outstanding investor, and gates, who built Microsoft into the world's largest software company. No matter what kind of personality you belong to, you can learn and apply excellent sales skills to send summaries. Browse "bio derived polyethylene (2), 5-furan-2 carboxylate (PEF)) has been used in fused deposition modeling (FDM) 3D printing to play your unique competitive advantage.

the last fallacy is that" some products are the daughter of the emperor without worrying about getting married ". wrong! Sales personnel must fully and forcefully introduce to potential customers how each product or service meets their needs. You can't sell a gold bar wrapped in chocolate at 10 cents per pound unless you know how they can meet the needs of customers and help customers overcome all reasonable or unreasonable objections

successful close out

in professional sales training, "close out" means that you try to find any objections or concerns in the minds of potential customers, and help potential customers make decisions during your introduction. Note that this is "help," not threatening, controlling, or forcing your prospects. Even if a smart buyer (that is, your interviewer) has already made the decision to hire you, once he finds out that you have any attempt to control or overwhelm him, he will give a fierce counterattack

in a few cases, the buyer can't bear to pester or be fooled into signing on the document or agreeing to your requirements, but it is almost impossible for them to complete the next work (that is, place an order or sign for the goods). They agreed to your request and probably just wanted to call you out of the office as soon as possible

if the Buyer immediately replied, "yes, I like your product. When can you deliver it?" Such an ending is a success. Interestingly, if you find an objection in the buyer's heart at the end, it is also a success. Only when all the objections of the buyer are found can the salesperson introduce his products or services more pertinently and deeply to meet the needs and requirements of customers. If the buyer has many objections in his heart, but the salesperson doesn't mention them at all, they can't be overcome and the sales can't be concluded. To make matters worse, salespeople will never know why they failed to close a deal

your job interview is a business visit. You introduce your knowledge, technology, experience and personal quality, indicating that you have met or even exceeded the requirements of potential buyers. Through the investigation before the interview and the profound questions raised during the interview, you found the buyer's requirements (job responsibilities). By answering the questions, you explained briefly the reason why you are qualified for the job. Your potential buyer has made a decision in the process of introducing yourself. Now you must help him make a decision

tentative closeout

tentative closeout is when you ask a question to see if the buyer is ready to make a decision. After answering the question about the work experience related to the position you are applying for, an effective tentative ending may be: "Mr. Nico, I am very happy that you just asked me about my experience in strategic transformation. Before the interview, I believe you will think that such experience will be a valuable asset for people working in your company, right?" Note that this is a "problem that is not a problem". You did not "force" him to answer, but if he answered, there are three possibilities:

first, Mr. Nico agreed with you and told you that he was ready to hire you. This is the best news. You can stop selling yourself and start preparing for the details

II. Mr. Nico agrees with you and raises another question. This is also good news, because he has accepted one of your selling points. Now he needs to find more selling points

III. Mr. Nico disagrees with you. But if you can handle this disagreement properly, you still have a marketing opportunity

let's take another tentative closing case. The interview of L company is coming to an end. You have answered many questions and raised several good questions. next, You can tentatively ask such a question: "Mr. Strauss, I know we don't have much time. I'm very happy to learn a lot about your company. I think I will make outstanding achievements in your company. (pause for a while to see what body language feedback is given to the middle and low-end exports to developed countries). Do you have any more questions or need to know?"

note that some subtle information is contained in this tentative conclusion. You have shown proper courtesy, which is very good at any time. You expressed your strong interest in this job and positively evaluated your background to meet the requirements of this job

you did not accuse Mr. Strauss of not asking more questions; You accept that you don't have a chance to say something; You gave Mr. Strauss a chance to support you and actively suggested the next topic; Most importantly, if Mr. Strauss has any doubts about the employment of you, you have given him a chance to speak out so that you can answer his doubts or solve them

grasp the closing opportunity

when can you use a tentative closing? There are three answers to this question. In Mr. Nico's case, the tentative closing verifies an old sales philosophy: be ready to close at any time. In job interviews, there is also a premise that both parties must have established some degree of common interest. If the tentative ending comes too early or too hard, you will get nothing. If the interview time is over half and you feel that you are going well, you can ask a "no problem" question to see how you perform in front of you

traditionally, the best time for tentative closure is reflected in the case of L company. At the end of the interview, it is more natural to put forward a tentative closing feeling, but it will bring a risk. Your examiner may raise more than one objection. Although this may not screw up the interview, if you have only 5 or 10 minutes left in the interview, you may not have time to express your views. Therefore, it is wiser to make a subtle tentative conclusion when you estimate that the remaining quarter of the interview time is left

the best time to close is not always the same. However, you should always be highly sensitive to "buying signals". Whenever you see or hear a buying signal, you will immediately use a tentative closure to consolidate your progress and see if the potential customer has made up his mind to buy

pay attention to buying signals

examiners will send two kinds of buying signals: direct and indirect. The person who wants to succeed in the interview must be able to grasp the two signals, seize the opportunity and make a tentative ending. Direct buying signals are what we like to listen to and easy to understand. They include:

"you look like the kind of person we want."

"that (specific technology or experience) is very useful to us."

"how long does your current employer need to be notified?"

"I think you are qualified for this job."

"when can you start working?"

it is important to keep in mind that you should end the interview when you receive the most obvious purchase signals as far as possible, although no matter how impressed you are by these purchase signals, no one says, "you are hired!"

the indirect buying signals sent by the examiners are subtle. Maybe they are some carefully prepared questions used to dig into the candidate's deep situation. This is good news because it shows that the examiners are more and more interested in you. After you hear these signals, you should make a tentative ending. Here are some indirect buying signals:

"this is a good way. What do you think will be achieved here?"

"I like this story. It often happens in our company."

"that's very good for suppliers, but can you tell me what the situation is for users?"

"do you have any good suggestions for us to reorganize that department?"

"I think your method is good."

find objections

you have received one or two purchase signals. You have made a tentative closing. To your great surprise, you have found an objection. Good. Don't be scared. Your examiner has an objection. If you successfully discover it, you will achieve your goal. Don't take the attitude of passive defense. If you do, you won't really understand your examiner's real intention. If you can't fully understand his intention, you can't effectively solve this objection

you can better understand this situation if you understand how job responsibilities were initially formulated. Human resources experts say that few job responsibilities are well written. Although some are accurate definitions of vacant positions; Others may just be former members

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