Our thirty minute phone screens are a lot like peeling an onion – it involves peeling away the superficial layers and getting past the conditioned sales responses to learn about candidates capabilities and traits, and determine whether they will fit within our inside sales culture (100% cold calling) and produce results. In order to accurately predict the capability of a sales person to meet or exceed sales targets in a new company, the candidate must be able to articulate how they met or exceeded sales at their current and/or previous roles. Some candidates are not able to back up their resume by explaining how they increased their sales territory by a certain percentage. Some candidates will indicate on their resume they are/were the top sales person in their group/division without having any sales targets on their resume and unable to articulate how they took the territory from A to Z. So, in these phone screens, we have to weed out those candidates who have been successful in a cold calling environment from those who were order takers or relationship managers. We are never rude, but some candidates cannot take professional and honest feedback, which is intended to help them.