Hey mate,
                         We don’t keep a list of questions as such, what we tend to do is ask any interviewees questions that we are currently using with customers, then hand them a calling script and ask them to read from it. The answer to the questions is not too important, the scripts change depending on what we are trying to push so we would never expect any interviewees to answer correctly. We try to look for certain qualities in the candidate and asking the questions are to try and give us the chance to see them. Below are some bullet points I would tell your friend to go through, this is what I would guess any telesales recruiters would be looking for in general.
•	A friendly persona, often candidates forget this and I know it is the most important thing we look for, if we do not think a candidate will fit in often working an 8 hour shift sat in a crowded calls room we would never hire them no matter how well they came across for other points.

•	A clear and well projected voice, we would always look for a candidate who talks slowly and clearly, projecting their voice and keeping a friendly tone while doing so.

•	Any questions we would ask, our aim is to test responsiveness and ability to maintain composure under pressure. Calling is unpredictable and they have to be able to react to any question without changing their tone and remaining professional. Anyone saying umm or arr before each answer would not be offered a job.

•	Confidence. Ultimately telesales is sales or lead generation and confidence is king.

Other than that we would just try and judge the general vibe we felt from them. Being polite is always bonus because if it seems natural often they will do well on the phone and as we tell all of our staff, smiles sell. If a candidate is generally smiley and upbeat we would be likely to give them a trial and see how they get along.
Sorry I did not have a list of questions as such but I hope that helps your friend, wish them luck from me.