Podcast episode
Stop Hiring the Wrong People, Use This Interview Structure Instead | Kevin "KD" Dorsey
30 Minutes to President's Club13 Feb 202537 min
Description
FOUR ACTIONABLE TAKEAWAYS Interview Kits for Prep: Send candidates an interview kit outlining expectations, key questions, and details on interviewers. Poor answers indicate lack of prep or poor fit. Evidence-Based Questions Only: Avoid hypotheticals. Ask for proof of past performance (P.O.P.) to assess real experience and capabilities. Screening Videos Save Time: Require a three-minute video on a key trait (e.g., perseverance). Evaluate clarity, instructions-following, and presentation skills before a live interview. Live Deal Review Test: Have candidates walk through a real deal they closed. Assess how they sourced, ran discovery, demoed, and closed, treating it like an actual deal review. KD'S PATH TO PRESIDENT’S CLUB CRO @ Finally SVP of Sales and Partnerships @ Bench Accounting Practice Lead, Revenue Leadership @ Winning by Design VP of Inside Sales @ PatientPop Inc. Head of Sales Enablement & Development @ ServiceTitan VP of Sales @ SnackNation RESOURCES DISCUSSED Read: Join our weekly newsletter Steal: Templates, drips, scripts 30MPC Training: 30mpc.com/training
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something quickly, you're going to thrive very well in my orgs. So we do a role play on the SDR side. And similarly, I could care less how well they do on that role play. For me, it's my job to teach an SDR how to sell well. “I actually don't care at all how good they are on the role play.” What do you think I'm actually looking for? Did they do the prep? Did they prep? Take the feedback? Did they take the feedback? So this is a big one. They're going to role play. We give them feedback. In my career, I think there's probably seven or eight now that this has happened, where we give the feedback and we pause. There have been seven to eight reps in my career that said, can I go again after that pause?
And the rep goes, all right, can I go again? Phenomenal. But when we give the feedback, when I'm listening for that, how do they take the feedback? This is also why two people are powerful. I'm delivering the feedback. Nick is watching. I'm like, okay, am I taking notes? Did I write the feedback down or did I go, okay? And then we say, let's do it again. So I always do two. “I'm looking for speed of implementation.” I just gave you this feedback. How quickly can you apply it? So that's on the SDR side. On the AE side, we have them walk us through recent deals. Walk me through your most recent deal, start to finish. And they have to go step by step by step through that deal. Great. Give me another one. You can see the pattern here. Great. Give me another one.
Oh, absolutely. We practice this on how to ask questions and what to listen for. Because we also define what a bad example is. If someone doesn't get specific, if someone does not actually walk you through it and you say, okay, but then did you discount? And they can't remember. I already know you weren't walking me through a real deal. But also I mentioned this POP. “I asked for proof of performance.” Slide that piece of paper across the table. It shows your name at number two for three quarters in a row. POP. One of the easiest things to do. I'm like, okay, all right. I have proof of performance. So typically the paradigm in an interview is they are selling you on why you should hire them.
And three, you give them some detail about who they will be meeting with. If they show up and their answers are crappy, you know they didn't do the prep or they're just not a good fit. Number two is you are never allowed to ask hypothetical questions in the interview. “Everything needs to be evidence-based.” We are looking for POP, proof of performance. Today's show was brought to you by 11x, your all-in-one digital GTM team handling, creating, qualifying, and converting pipeline across every channel. If you are still using stale triggers like, congrats on the funding, you're getting blended in with everybody else.
And three, you give them some detail about who they will be meeting with. If they show up and their answers are crappy, you know they didn't do the prep or they're just not a good fit. Number two is you are never allowed to ask hypothetical questions in the interview. Everything needs to be evidence-based. “We are looking for POP, proof of performance.” Today's show was brought to you by 11x, your all-in-one digital GTM team handling, creating, qualifying, and converting pipeline across every channel. If you are still using stale triggers like, congrats on the funding, you're getting blended in with everybody else. The best use unique signals, exact LinkedIn posts, negative product reviews, podcast appearances,
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