Business Development Manager Interview Preparation Guide

If you have a proven track record in sales, say so and give some examples. Mention how you are a good listener, good at interpreting a person’s motive and intention and that you feel confident in closing deals.

A good sales person needs to be friendly and professional, to be a good listener and an excellent speaker. Above all, they must be confident and extremely knowledgeable about the products they are selling.

Absolutely! Say that you are very much motivated when working in a target-orientated role and enjoy being the first to hit targets.

The most important aspect of a business development manager role is managing your relationships. Business success is much more sustainable with referrals and repeat business. That success starts with your biz dev manager and the way they can implement relationship selling in their role.

Test their most basic selling techniques. Look for focus on differentiation and value.

Every employee plays a part in helping the company to generate revenue. The interviewer may ask this question to learn more about the sales and customer service methods you typically use and also to determine whether you have anything new to offer their organization. Again, reference instances of success from your past, detailing the outcome in specific, measurable terms. Your response may also include some discussion of the role of market research, effective communication and collaboration with the client, the sales team and other departments within the organization.

Depending on your sales team structure, an BDM might support one sales rep in particular, or a number of reps. Ensure your candidate works well with others and takes pride in setting their colleagues up for success.

Since business analysis is an evolving and multifaceted profession, hiring managers want to know that you are aware of the necessary skills for success. You probably have your own list, but make sure to highlight both technical and nontechnical attributes you can bring to the job.

The job description should provide clues as to what types of skills the employer is looking for on both fronts — especially technical requirements. Learning what you can about the company culture prior to the interview can also provide insight on interpersonal abilities that will likely be valued.

The hiring manager is trying to learn how you will work with all team members. A suitable answer here is that flowcharts play an important role in explaining concepts and processes to both technical and nontechnical members.

Many consider this question to be a loaded gun – dangerous in the hands of the inexperienced. Often times, an interviewee will start talking salary before they’ve had an opportunity to illustrate their skill set and value making any sort of leverage valueless. Here, knowledge is power, as salary often comes down to negotiation. Do some research into your industry to establish base rates of pay based on seniority and demand but keep in mind – your employer is hiring you for what they believe you are worth, and how much benefit they feel you will provide.

One relatively safe approach is simply asking the interviewer about the salary range. If you wish to avoid the question entirely, respond by saying that “money isn’t a key factor” and your primary goal is to advance in your career.