Hiring the right salesperson is about finding someone who can thrive in your sales environment. That’s where the 6-minute phone screen comes in.
This is not your typical phone interview in a sales hiring process; it’s a high-impact, challenge-based conversation that quickly determines whether a candidate has the storytelling ability, listening skills, and adaptability to excel in the role.
Why does this matter?
Too often, companies waste time on lengthy interviews with candidates who look great on paper but don’t align with the real demands of the role.
This is the 6th step of weeding out candidates who might appear great on paper but aren’t the right long-term fit. A well-executed 6-minute phone screen helps you:
In this article, we’ll break down exactly how to conduct a 6-minute phone screen that ensures you’re moving forward with only the best candidates.
Resumes and rehearsed answers don’t reveal how well a salesperson can sell in the moment.
To identify top performers, you need a fast, strategic way to assess their ability to adapt, engage, and deliver value under pressure. The 6-minute phone screen within our STAR Hiring Framework does exactly that.
This rapid-fire conversation moves beyond predictable Q&A, pushing candidates to think on their feet, communicate clearly, and showcase their real-world sales skills in just minutes.
Here’s how each component of this interview helps separate top performers from the rest.
Start by setting the tone. Acknowledge that the candidate has already completed an assessment and had their resume reviewed. Then, frame the challenge. Instead of rehashing their work history, outline the key attributes required for the role.
For example, if you’re hiring a salesperson, highlight qualities such as selling to C-suite executives or building a sales funnel from scratch. Then, ask the candidate to tell their story in a way that demonstrates their fit. This approach immediately tests their ability to listen, adapt, and engage effectively.
Ask, “Tell me about yourself.”
Great salespeople are great storytellers. Simply ask them about their story after outlining the key responsibilities of the role in your opening statement. This step evaluates how well the candidate aligns their past experiences with the role’s requirements.
Strong candidates will:
A weak response, one that is disjointed or generic, signals potential struggles in client conversations. If they can’t sell themselves in six minutes, how will they sell your product?
In a sales environment, professionals must be able to build rapport, establish trust, and convey value effectively. Storytelling in sales is crucial as it determines a candidate’s ability to tell a structured and compelling story. This short 6-minute interview offers a preview of how they will handle client interactions and negotiations.
Strong salespeople do more than talk the talk—they execute. To determine if a candidate has the right approach, shift the conversation to how they prospect and close. The 6-minute interview digs into their lead generation, deal progression, and closing strategy.
To understand a candidate’s lead generation and organization skills, ask targeted questions to understand how they generate leads, stay organized, and maintain momentum:
Their answers should reveal structured thinking, a proactive approach, and an ability to maintain a strong pipeline.
Next, test their ability to seal the deal. Present real-world scenarios and gauge their response:
A strong candidate will confidently articulate their closing strategy, demonstrating an ability to handle objections and secure commitments.
Here’s where you really separate the best from the rest. End the interview with a firm, no-nonsense statement. This step is designed to see how candidates react under pressure and assess their resilience in the face of potential rejection.
The best candidates won’t just accept the hard stop; they’ll respond with thoughtful questions about their performance or the process. This moment is less about what they ask and more about whether they show persistence, curiosity, and problem-solving instincts.
This step reveals a lot about a candidate in the last few moments of the 6-minute interview.
At the end of the interview, make a definitive statement, something like:
“If you hear from my assistant by 4 PM tomorrow, you’re moving forward. If not, this marks the end of the process.”
Then, silence.
The goal is not to leave candidates hanging but to observe how they handle ambiguity and rejection.
Great salespeople look for opportunities to re-engage, gain clarity, and turn the conversation in their favor. A strong candidate will use this moment to ask thoughtful follow-up questions, seek feedback, or clarify next steps. This shows their ability to navigate uncertainty, think on their feet, and approach challenges with a problem-solving mindset.
This is exactly what you're looking for in a great sales candidate.
This interview format is effective because it forces candidates to:
Hiring managers looking to integrate this approach should:
Resumes and rehearsed answers only go so far. To build a strong sales team, you need people who can sell, adapt, and think fast—right from the start.
The 6-minute phone screen gives you a clear read on a candidate’s real sales potential—how they communicate, strategize, and close. By making this a key step in your hiring process, you’ll consistently bring in salespeople who can deliver results from day one.