Candidate Insights

GreerWalker Outside Sales Sample Candidate Insights

Updated September 24, 2020

Behavioral Styles

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Outside Sales’ Ideal Behavioral Style (DISC)

The DISC language, which is observable, describes HOW someone behaves and shows up in the world. Understanding the behavioral preferences and habits required for a role will ensure candidates are a good fit.

  • Initiates new ideas and promotes them by energizing others.
  • Shows the rare ability of being able to manipulate people (in a positive way) without their noticing the manipulation.
  • Able to juggle many projects and activities simultaneously and have a keen awareness of the status of each.
  • Able to carry a new initiative or message to a new audience in a new region and to build trust, credibility, and rapport in a skilful manner.
  • Able to set high goals, then works hard with people to achieve those goals.
  • Excellent at building new projects, initiatives, or territory for an organization.

Motivational Styles

Very Low Low Average High Very High
Aesthetic balance, harmony and form
Economic economic or practical returns
Individualistic stand out as independent and unique
Political be in control or have influence
Altruist humanitarian efforts or to help others altruistically
Regulatory establish order, routine and structure
Theoretical knowledge, learning and understanding

Outside Sales’ Ideal Motivational Style

Understanding WHY someone does what they do is the key to aligning them with work that is fulfilling and satisfying. Roles reward certain drivers and motivators.

The ideal candidate’s motivational style demonstrates:

  • Highly motivated to achieve and win in a variety of areas.
  • Profit driven and bottom-line oriented.
  • Highly driven by competition, challenges, and economic incentives.
  • Will protect organizational or team finances, as well as own.
  • Pays close attention to return on investment in business or team activity.
  • Has a ‘buck stops here’ approach to business and getting things done.
  • Has a high energy level to work hard at meeting goals.
  • Accepts struggles and hard work toward a goal.
  • Able to plan and design work projects for teams to accomplish.
  • Able to plan and control own work tasks

John Norman

Behavioral Style

Motivational Styles

Very LowAesthetic Not into artistic expression, or achieving balance and harmony in life. All about the utilitarian, bottom-line results.
AverageEconomic Able to perceive and create a balance between the need for economic return and other needs as well.
AverageIndividualistic Not an extremist and able to balance the needs of both others and self.
Very HighPolitical Very strong leader, and able to take control of a variety of initiatives and maintain control.
LowAltruist Won't be taken advantage of and protect own turf and that of the team or organization.
HighRegulatory Strong preference for following established systems or creating them if none present.
Very HighTheoretical Passionate about learning for its own sake. Continually in learning mode and bringing a very high degree of technical or knowledge base credibility.

Personalized Interview Guide

Based on the information for John, here are some specific, personalized questions to ask during your interview. These questions focus on John's unique strengths, potential weaknesses and drivers of engagement that will help you assess the quality of fit, and potential success in this role.

Key strengths for John:

Ask John, “How did you most effectively utilize these key strengths in past roles?”

  • Maintains a strong business focus on problems, ideas, and solutions.
  • Explores all possible solutions to problems before making a decision. (As a result, this may sometimes cause delays in the decision-making process.)
  • Able to use imagination and calculated risk-taking in ways to create new solutions to problems, or new systems for success.
  • Brings a sense of rapid solutions and high quality control to the organization.
  • Able to make decisions with the bottom-line in mind.
  • A very creative thinker and innovator.
  • Maintains a high sense of urgency: The clock is ticking.

Potential weaknesses for John:

Below are some potential areas of improvement for John. Go through this list and discuss how John perceives each weakness. You can probe further by asking questions such as "How did you prevent these weaknesses from interfering with performance in past roles?"

  • Be somewhat cool and aloof at times.
  • Work in a rapid burst for a while, followed by periods of re-examination or quiet reflection, which can cause delays.
  • Have a high need for perfection that may hamper your satisfaction until it is reached.
  • Get stuck in a loop between wanting to get it done quickly, but also perfectly.
  • Vacillate too much between decisions due to the need to re-examine evidence, or even the chance that new evidence may come in.
  • Appear somewhat abrupt and blunt toward others without being aware of it.
  • Place "all" items on the to-do list as priority number one.

Cultural Fit/Ideal Environment for John

Below are some characteristics that describe John's ideal work environment. Working in an environment where these are present will ensure the highest engagement, motivation, performance and retention. We recommend discussing these characteristics with John to understand how they fit in the company culture. Look for aspects that would excite John about coming to work every day.

  • Direct but detailed answers to questions.
  • Supportive of some occasional vacillation in decisions or ideas.
  • Time to react to alternatives, but also supportive of the fact that the clock is ticking.
  • Specialized and challenging assignments.
  • Accomplishments that can be seen both quickly and maintained with a high sense of quality control.
  • Opportunity for advancement to positions allowing for creativity.
  • Freedom from external pressure; but allowing for self-imposed pressure and urgency.

Jonathan Mangels

Behavioral Style

Motivational Styles

HighAesthetic Very much prefers form, harmony and balance. Likely a strong advocate for green initiatives and protecting personal time and space.
Very HighEconomic Very competitive and bottom-line oriented.
AverageIndividualistic Not an extremist and able to balance the needs of both others and self.
LowPolitical Supportive of the efforts of the team; no hidden agendas. Willing to surrender control.
AverageAltruist Concerned for others without giving everything away; a stabilizer.
AverageRegulatory Able to balance and understand the need to have structure and order, but not paralyzed without it.
Very HighTheoretical Passionate about learning for its own sake. Continually in learning mode and bringing a very high degree of technical or knowledge base credibility.

Personalized Interview Guide

Based on the information for Jonathan, here are some specific, personalized questions to ask during your interview. These questions focus on Jonathan's unique strengths, potential weaknesses and drivers of engagement that will help you assess the quality of fit, and potential success in this role.

Key strengths for Jonathan:

Ask Jonathan, “How did you most effectively utilize these key strengths in past roles?”

  • If given the responsibility to maintain high standards, those standards will be guarded and maintained.
  • An excellent teacher or coach to others on the team, especially in situations requiring patience and specialized skills.
  • Develops systems, utilities and procedures with a high quality standard.
  • Able to negotiate through conflicts to create a win-win solution.
  • People oriented in a stable and sincere way.
  • Able to deal with details (e.g., exact standards, data, fine print, and close tolerances) with accuracy and confidence.
  • Always well-prepared for meetings or contributions to report documents.

Potential weaknesses for Jonathan:

Below are some potential areas of improvement for Jonathan. Go through this list and discuss how Jonathan perceives each weakness. You can probe further by asking questions such as "How did you prevent these weaknesses from interfering with performance in past roles?"

  • Get overly bogged down in details, especially when the climate becomes pressured.
  • Overestimate the ability of others.
  • Struggle with prioritizing things appropriately, due to ranking all items as the "most important".
  • Set unreasonable expectations of the capability or capacity of others on the team.
  • Hang on too much to current or past procedures, especially when faced with impending change.
  • Struggle with meeting deadlines due to your desire for completeness or perfection.
  • Hold a bit of a grudge.

Cultural Fit/Ideal Environment for Jonathan

Below are some characteristics that describe Jonathan's ideal work environment. Working in an environment where these are present will ensure the highest engagement, motivation, performance and retention. We recommend discussing these characteristics with Jonathan to understand how they fit in the company culture. Look for aspects that would excite Jonathan about coming to work every day.

  • A work environment with a predictable pattern of activity so as to monitor quality processes.
  • Complete explanations of areas of responsibility and control.
  • Activities that can be monitored from beginning to end.
  • Standard, accepted operating procedures that support the more complex processes.
  • Quality standards in which to support and maintain.
  • A work group providing close relationships with a small group of associates, rather than superficial relationships with a large group of people.
  • An environment that supports your critical thinking skills.

Jonathan McLester

Behavioral Style

Motivational Styles

LowAesthetic Has a bottom-line approach focusing on functionality over form or aesthetics.
Very HighEconomic Very competitive and bottom-line oriented.
LowIndividualistic Able to support the efforts of the team without demanding the limelight; a supportive team player.
HighPolitical Able to accept the credit or take the blame with a 'the buck stops here' attitude.
AverageAltruist Concerned for others without giving everything away; a stabilizer.
HighRegulatory Strong preference for following established systems or creating them if none present.
AverageTheoretical Able to balance the quest for understanding and knowledge with the practical needs of a situation.

Personalized Interview Guide

Based on the information for Jonathan, here are some specific, personalized questions to ask during your interview. These questions focus on Jonathan's unique strengths, potential weaknesses and drivers of engagement that will help you assess the quality of fit, and potential success in this role.

Key strengths for Jonathan:

Ask Jonathan, “How did you most effectively utilize these key strengths in past roles?”

  • You score like those who take their responsibilities seriously, and exercise their authority in a sincere and conscientious manner.
  • Excellent, considerate, and analytic listening style.
  • Provides an objective reality-focused view of systems, procedures, and organizational operations.
  • High degree of technical specialty and skill in your area of expertise.
  • Tactful in explaining ideas that may impact others on the team.
  • Especially careful that there are no loose ends on a project or process that may have been overlooked by others.
  • Provides a heavy mind-share on projects and ideas. Considers possible areas of trouble that others on the team may have overlooked.

Potential weaknesses for Jonathan:

Below are some potential areas of improvement for Jonathan. Go through this list and discuss how Jonathan perceives each weakness. You can probe further by asking questions such as "How did you prevent these weaknesses from interfering with performance in past roles?"

  • May sometimes use facts, figures, and details as a 'security blanket' to avoid objections, confrontation, or hostility.
  • Could warm up a bit more when meeting new people or talking with those not intimately involved in your immediate work.
  • Could demonstrate a bit more spontaneity, and take yourself a bit less seriously.
  • Could demonstrate more openness to new ideas and innovations.
  • May be perceived by others as very private, guarded, shy, and undemonstrative.
  • May be perceived by some as being overly rigid, inflexible, and strict regarding procedures and options.
  • Could use involvement and interaction with a wider variety of people, not just those like yourself.

Cultural Fit/Ideal Environment for Jonathan

Below are some characteristics that describe Jonathan's ideal work environment. Working in an environment where these are present will ensure the highest engagement, motivation, performance and retention. We recommend discussing these characteristics with Jonathan to understand how they fit in the company culture. Look for aspects that would excite Jonathan about coming to work every day.

  • Standard, accepted operating procedures that support the more complex processes.
  • An environment that supports decisions by logic, not emotion.
  • A work group providing close relationships with a small group of associates, rather than superficial relationships with a large group of people.
  • A work environment with a predictable pattern of activity so as to monitor quality processes.
  • Complete explanations of areas of responsibility and control.
  • Projects completed the 'right way' the first time, to avoid problems later on.
  • Activities that can be monitored from beginning to end.

Mindy Porter

Behavioral Style

Motivational Styles

HighAesthetic Very much prefers form, harmony and balance. Likely a strong advocate for green initiatives and protecting personal time and space.
Very LowEconomic May try to help meet customers' needs (internal and external) before their own.
HighIndividualistic Has no problem standing up for your own rights and may impart this energy into others as well.
HighPolitical Able to accept the credit or take the blame with a 'the buck stops here' attitude.
Very HighAltruist Has a very high sincerity-factor and a high empathy for others' needs.
AverageRegulatory Able to balance and understand the need to have structure and order, but not paralyzed without it.
LowTheoretical Less concerned with the big picture or knowledge for knowledge sake.

Personalized Interview Guide

Based on the information for Mindy, here are some specific, personalized questions to ask during your interview. These questions focus on Mindy's unique strengths, potential weaknesses and drivers of engagement that will help you assess the quality of fit, and potential success in this role.

Key strengths for Mindy:

Ask Mindy, “How did you most effectively utilize these key strengths in past roles?”

  • Aware of deadlines and able to juggle many issues simultaneously.
  • Uses tact in directing projects or assignments.
  • Brings a sense of genuine enthusiasm to the team and organization.
  • Able to negotiate conflicts between people and teams in a win-win manner.
  • Helps motivate the team toward common goals and works with participants to help achieve those goals.
  • At meetings, will let the team know feelings in a positive and solution-oriented way.
  • Brings a sense of quality-control to the team efforts.

Potential weaknesses for Mindy:

Below are some potential areas of improvement for Mindy. Go through this list and discuss how Mindy perceives each weakness. You can probe further by asking questions such as "How did you prevent these weaknesses from interfering with performance in past roles?"

  • Stick to the plan a little too much sometimes.
  • Oversell your ideas a little too much.
  • Be overly enthusiastic at times, at least to others who are more reserved.
  • Get overly bogged down in details, especially under high pressure.
  • Build a team of people just like yourself, creating less diversity of talents or personalities.
  • Withdraw ideas or your position in order not to make waves or create controversy.
  • Take a passive aggressive approach, rather then a confrontational one.

Cultural Fit/Ideal Environment for Mindy

Below are some characteristics that describe Mindy's ideal work environment. Working in an environment where these are present will ensure the highest engagement, motivation, performance and retention. We recommend discussing these characteristics with Mindy to understand how they fit in the company culture. Look for aspects that would excite Mindy about coming to work every day.

  • Specialized assignments that also involve communicating and working with a variety of people.
  • A participatory manager or board with whom a democratic relationship has been established.
  • A job culture where there is little hostility, confrontation, or anger.
  • A work culture that takes pride in the systems, processes and people working behind the scenes.
  • Job responsibility involving people contacts and a need to be supportive of individual efforts.
  • A work culture that allows for your natural interest in helping others learn and grow professionally.
  • Clear responsibility and lines of authority to avoid confusion or overlapping initiatives.

Sloan Carper

Behavioral Style

Motivational Styles

AverageAesthetic Able to appreciate the benefit for balance and harmony without losing sight of the practical side of things.
Very HighEconomic Very competitive and bottom-line oriented.
LowIndividualistic Able to support the efforts of the team without demanding the limelight; a supportive team player.
HighPolitical Able to accept the credit or take the blame with a 'the buck stops here' attitude.
Very LowAltruist Guards trust level so as not to get burned, either self or team.
Very HighRegulatory Well disciplined, and follow standard operating protocol and traditional ways.
HighTheoretical Has a high interest level in understanding all aspects of a situation or subject.

Personalized Interview Guide

Based on the information for Sloan, here are some specific, personalized questions to ask during your interview. These questions focus on Sloan's unique strengths, potential weaknesses and drivers of engagement that will help you assess the quality of fit, and potential success in this role.

Key strengths for Sloan:

Ask Sloan, “How did you most effectively utilize these key strengths in past roles?”

  • Maintains a high sense of urgency: The clock is ticking.
  • Strong agent of change.
  • Maintains a strong business focus on problems, ideas, and solutions.
  • Able to consider many alternatives, theories, and possibilities as you approach new problems to solve.
  • Brings a sense of rapid solutions and high quality control to the organization.
  • Provides hard work and heavy mind-share into creating the best possible answers to questions or problems.
  • Able to make decisions with the bottom-line in mind.

Potential weaknesses for Sloan:

Below are some potential areas of improvement for Sloan. Go through this list and discuss how Sloan perceives each weakness. You can probe further by asking questions such as "How did you prevent these weaknesses from interfering with performance in past roles?"

  • Place "all" items on the to-do list as priority number one.
  • Appear somewhat abrupt and blunt toward others without being aware of it.
  • Vacillate too much between decisions due to the need to re-examine evidence, or even the chance that new evidence may come in.
  • Not share your ideas with others on the team enough.
  • Get stuck in a loop between wanting to get it done quickly, but also perfectly.
  • Work in a rapid burst for a while, followed by periods of re-examination or quiet reflection, which can cause delays.
  • Be somewhat cool and aloof at times.

Cultural Fit/Ideal Environment for Sloan

Below are some characteristics that describe Sloan's ideal work environment. Working in an environment where these are present will ensure the highest engagement, motivation, performance and retention. We recommend discussing these characteristics with Sloan to understand how they fit in the company culture. Look for aspects that would excite Sloan about coming to work every day.

  • Specialized and challenging assignments.
  • Challenging assignments, having both wide scope and details.
  • Direct but detailed answers to questions.
  • Freedom to create in new and different ways.
  • Procedures done correctly the first time.
  • Security and confidence in quality control measures.
  • Accomplishments that can be seen both quickly and maintained with a high sense of quality control.