Have you realized that a sales recruitment and a marriage have a lot in common? Both processes begin with a lot of optimism & promise, yet sometimes do not work out as blissfully as we hope. Why is there a gap between what we saw in a prospective and what comes on board? The answer lies in not being able to discover the functional competency and highly critical intelligence during the interview.Thanks to cliched questions and best-prepared, rehearsed answers, most employees are in for a shock when the hired-ins do not quite fit the part. How do we then assess? Have these replaced with challenging posers and situational questions, which need not necessarily catch them off-guard but will at least elicit sincere responses. For e.g. typical questions like ‘Sell me this pen’ or ‘Where do you see yourself five years from now’ or ‘How do you motivate yourself’ or ‘Why sales as a career’… could be replaced with:1. Sell me our competitor’s product.2. What’s something you have taught yourself lately?3. What do you think our organization could do better?4. If you started a company tomorrow, what would it be?5. How would your earlier boss describe you?Can we think of more such interesting questions?