By Marshall Scabet, Owner of Precision Sales Recruiting (PSR)
Homebuilders! Let’s talk about the people who represent your brand to the public—your New Home Sales Consultants. These are the folks shaking hands (or bumping elbows), walking prospects through floor plans, and closing deals that make your business thrive.
I’ve spent over a decade in recruiting and have helped thousands of sales pros across the country—and if there’s one thing I know, it’s that the right hire can make your quarter, and the wrong hire can break it.
The challenge? Many builders interview based on likability instead of capability. You deserve better. And so does your business.
Why Hiring the Right Sales Consultant Matters
Your model home isn’t just a physical space—it’s a brand experience. The person running it is your brand ambassador, profit center, and customer psychologist all rolled into one.
I once worked with a builder who hired a charming, energetic consultant who said all the right things in the interview. But within two months, it was clear they wouldn’t follow a process,, hated using the CRM, and blamed the market for everything. You know the type.
Compare that to another consultant FPG (our training and onboarding partner) coached who had never sold homes before—but had hustle, coachability, and heart. Within six months, she was the top closer on her team.
The takeaway? Interview for potential and process, not just personality.
What Makes a Great New Home Sales Consultant?
Before we dive into the questions, let’s set the bar. A high-performing New Home Sales Consultant isn’t just a people person—they’re:
- Emotionally intelligent: They read buyer signals and adjust fast.
- Process-driven: They follow a sales path with discipline.
- Resilient: They bounce back from rejection like a tennis ball, not a tomato.
- Persuasive, not pushy: They guide, not pressure.
- Accountable: They own their results.
When you know what you’re looking for, you can ask the right questions to reveal those qualities.
How to Structure the Interview
At Precision Sales Recruiting, we recommend a 3-part process:
1. Zoom or In-Person
Look for communication skills, energy, and alignment with your company’s mission.
2. Behavioral Questions
This is where the gold is. Ask open-ended questions that reveal patterns and beliefs.
3. Role Play or Presentation
Have them walk you through a mock model home presentation. Trust me—you’ll learn more here than in any resume. If they haven’t sold homes, have them walk through the presentation of the product they have sold.
What Interview Questions Should You Ask When Interviewing a New Home Sales Consultant?
Here are 12 interview questions that work. These aren’t your standard “What’s your greatest weakness?” fluff. These are designed to uncover habits and mindset while simultaneously measuring capability.
1. “Walk me through your home sales process from first contact to signed contract.”
Why it works: It shows structure. If they don’t have a process, that’s a problem.
🔍 Look for specifics like discovery, demonstration, closing technique, and follow-up.
2. “Why do you love selling new homes instead of another product?”
You’re looking for passion for the industry. Generic answers like “I like people” won’t cut it. If the candidate comes from a different industry, ask about the product they sell.
3. “Can you tell me about a time you sold a home in a tough market or to a hesitant buyer.”
Here’s where resilience shows up. Do they take ownership or blame circumstances?
🧠 Pro tip: Listen for how they build value and handle objections.
4. “How do you uncover a buyer’s real motivators during a model home visit?”
New Home Sales Consultants should go beyond “3 bed, 2 bath” features and uncover the emotional drivers—security, pride, convenience. This question shows if they know how to dig.
5. “What’s the most common objection you hear, and how do you respond?”
Great consultants have their objection-handling playbook ready. If they hesitate or give vague answers, that’s a red flag.
6. “Describe your follow-up process after a buyer leaves the model without buying.”
You want a system, not a wing-it approach. Bonus points if they mention CRM, automated touches, and value-added follow-ups.
7. “How do you manage your pipeline and forecast closings?”
If you’ve ever been blindsided by a dry month, you know how crucial this is. They should be tracking pipeline health weekly.
8. “Which CRM tools have you used, and how do you use them daily?”
This question filters out the “I hate tech” crowd. You want someone who lives in the CRM and loves data.
9. “Could you tell me about a time you went above and beyond for a buyer.”
This question reveals work ethic and customer-centric thinking. I once hired a guy who drove across town on a Saturday night to help a couple who forgot how to work their HVAC system. That’s brand loyalty in action. The best sales consultants will have a story to tell.
10. “How do you stay motivated during slow weeks with low foot traffic?”
Every community has ebbs and flows. You want someone with intrinsic motivation, not someone who needs constant hand-holding.
11. “Describe a time you had to hold a boundary or say no to a buyer.”
Sometimes buyers ask for unreasonable deals or promises. You need someone who can balance empathy with professionalism.
12. “What does accountability mean to you?”
This is one of my favorites. At PSR, we live and breathe accountability—it’s the bridge between goals and results.
Red Flags to Watch Out For
Even if someone interviews well, stay sharp for these signs:
🚩 Vague answers with no metrics
🚩 Blaming the market, leads, or builder for poor results
🚩 Resistance to CRM tools
🚩 Lack of preparation or homework on your company
Remember: confidence is good—overconfidence without results is dangerous.
Final Thoughts: Cut Through the Noise and Use an Assessment
Use these questions to cut through the noise and uncover the truth behind the resume. You’ll not only hire better—you’ll build a sales culture that wins.
I always tell builders this: use an assessment when hiring. Sales is less about personality and more about behavior. You need to find out if the sales consultant exhibits the behaviors of a top 10 percenter
Additionally, if you want help creating a full sales recruiting and training strategy—from interviews to onboarding to high-performance coaching—PSR has your back. This is what we do, and we’d love to support you.
🔔 Ready to Build a Sales Dream Team?
Reach out to me and my team at PSR. We specialize in helping builders just like you hire, onboard, and level up salespeople who don’t just sit in the model—they own the market.
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