In a competitive hiring landscape, standing out during the interview process takes more than a polished résumé—it requires strategy, authenticity, and the ability to tell your story. We sat down with Brian Bogle, Director of Recruiting at CSS ProSearch, to gain expert insights on what truly makes a candidate shine. From mastering the STAR method to recognizing red flags in the hiring process, Brian shares practical advice drawn from years of experience placing top-tier sales talent. Whether you’re actively job-seeking or simply looking to level up your interview game, his guidance is a must-read.
What is the most common mistake candidates make during the interview process, and how can they avoid it?
Brian: Candidates tend to answer questions in a vague and general manner. Clients really like to hear them give very specific examples. A common way to do this is using the STAR format when answering interview questions. They like to see that you can give a specific example of a situation you had to deal with, the action you took and what outcome/result you were able to achieve.
How can candidates effectively showcase their soft skills during the hiring process?
Brian: At the end of the day clients want to hire people that they can see trusting in front of customers. When they are evaluating you during an interview, it’s not just to gauge your personality and culture fit for them, but they are picturing how you would act in front of a client or customer. It’s also important to be an active listener. Too often candidates prep questions for interviews and just fire them off when asked. If you are truly present during the interview and listening to the flow of the conversation, it’s best to ask appropriate questions in the form of follow up as it relates to the nature of the conversation. If you just got done talking about a sales scenario you were asked about, your next question should not be about their 401k match.
Can you share a success story where you helped a candidate overcome a significant challenge?
Brian: I can think of quite a few – I would say the ones that stand out are when candidates get towards final stages with clients where they have to do mock demos or presentations. I am always happy to make myself available to do a prep with them prior to that to see how the run through it and provide feedback. This gives the candidate a chance to work out the nerves and make adjustments before they actually have to do it for the interview. I love hearing feedback from a candidate that they nailed it, and that our prep before that was a big part of it.
What are some red flags to watch for when evaluating potential hires?
Brian: I think in sales recruiting you have to be careful when candidates start to tell too many stories around why they didn’t hit their number or achieve quota. Of course in any scenario, no one is every going to hit their number every single year, but top performers are usually pretty proud of their achievements and should be able to speak to their accomplishments very easily. If they start getting vague and making excuses, it’s usually a good sign they have not had the success in their previous roles they are putting on.
The hiring landscape is constantly evolving, and staying ahead requires the right strategy—and the right partners. Whether you’re looking to build a strong recruitment strategy, streamline your hiring process, or secure top talent in a competitive market, CSS ProSearch is here to help.
Our team of expert recruiters understands the unique challenges of today’s job market and is dedicated to connecting top-tier candidates with companies that value long-term success.
Ready to elevate your hiring strategy? Contact CSS ProSearch today to see how we can help you build a stronger, more effective workforce.