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Hiring the Right Salesperson: 6 Things You Need to Do

Hiring the right salesperson for your business is quite a tricky process. There is no universal blueprint that should be followed to get the job done. It takes a lot of hard work and good judgment at the end of the day. 

On the other hand, hiring a salesperson who can not meet your expectations will be a waste of your time and theirs. Every manager makes some hiring mistakes sooner and later but paying close attention during the hiring process can minimize the hassle. 

In this write-up, we will outline what you need to do to find and post ads for sales executive jobs in our country to hire the best candidates. Let’s have a look at the steps below. 

1. Set terms for the ideal candidates

Like every other interview, you will go through tons of applications, whenever you are searching for the best candidates. To run an exact query on what you are looking for, you can post ads on platforms like BikroyJOBS, where you will find several candidates and you can get the best fits. 

When you will post your ad, you will wade through an ocean of applications, so it’s vital to know exactly what you are looking for. 

During the time of your ad posting, set terms for both your minimum and preferred qualifications for the position you are trying to fill. Identify and mark the relevant skill-sets, education, and experiences you would love to see on your ideal candidate. Use these terms on your applicant search pool and only engage with potential candidates who have the ability to meet your demands. 

2. Write the perfect job description

Once you know what you want out of your best fits, try to write the best job description that matches that persona. If you are willing to get the application of good candidates, there are several things you have to be mindful of. 

First of all, you need to optimize your job title to suit your target applicants. Try to put basic keywords that may increase your chances like “B2B”, “Entry level”, or “Salespeople”. In case of a territory sales officer or territory sales manager position, mention the areas and the other benefits. Don’t get carried away and try to make your title appealing. 

After that, write down your company copy with an engaging tone. Avoid copy-pasting from other similar companies and also from your website’s about page. Give a proper insight into what your salespeople do in their daily activities. 

Finally, try to use some strong verbs that show the job’s responsibilities. Use creative and polite authoritative language- which will excite potential candidates and motivate them to send a quick application. 

3. Pick the right candidates for an interview session 

Now it’s time to have a proper look at the personal applications you receive. If you have asked for sending cover letters, then make sure it’s not just a generic document that has been used for blind sending for every job application. 

A personal and compelling cover letter can tell you how much this job position means to the applicant. If they put their time and effort into writing a thoughtful cover letter and their resume matches your requirements, they are more likely to serve your organization seriously. 

Once you have sorted the best resumes and cover letters, start running phone screening. Call them individually and ask about their previous experiences, if they took the time to learn about your company, and how quickly they can start contributing. 

After using the phone screening process, you can arrange a virtual interview. This can be more intensive before finally sorting the candidates for in-person interviews.

4. Ask thoughtful questions during the interview

You need to know how the candidates are actually beyond their resumes. During the interview, you just don’t want to go through some technical questions without challenging them to demonstrate how they think about sales outside of some professional context. 

The question set may include a given situation and follow-up questions like “What do you do when there is a situation?” or “How can you handle a tough client?”. You want them to reflect on something they can not easily brag about. Only then you will have a clear perception of how they will perform as both an employee and a member of your sales team.  

Asking thoughtful questions to the applicants shows their critical thinking capabilities and genuine interest that they want to become a skilled salesperson. By asking proper questions,  your candidates can show their true emotions for the company which also shows that they know how to ask for help when necessary.  

5. Be transparent about your demands

Let your candidates know what you are really expecting from them. If you are hiring someone who doesn’t have a good grasp on the process they are getting into, it means they will be stuck on the initial stage for the first few months. 

Share the role initials with them. Share the pitfalls they can face and how they can gauge their response. Just be honest with your opinions and make sure they don’t get these as threats. 

Unless you are recruiting someone on a contractual basis, you are looking for a long-time player on your team. This is why just make sure they are well acquainted with the job role and company expectations. 

6. Follow up with promising candidates

If you find someone good enough throughout the interview process, let them know. Reach out and keep them engaged with the job role and your organization. Let them know that they actually impressed you and follow up with them for the next steps. 

If your candidate is applying for other sales positions in different organizations, then you want to stay on their mind as much as you can. Getting in touch frequently and scheduling the next steps is a great way to do so. Also, be prepared to have alternative candidate options open throughout the interview process.

Now, move into the next step which means making interviews with other potential candidates. Keep repeating most of the things we have discussed as before. You might want to bring external interviewers, have candidates give slide presentations, or make them do anything that demonstrates their sales understandings. 

In Summary 

Hiring for your company, as with any other aspect of the business is not something you want to do without having exact preparation and thoughts into it. 

Be sure to ask all the questions that should lead you to the answers you are seeking for. Take time and sort the best candidates. 

By following the mentioned techniques, we hope you will be able to find skilled salespeople that fit your business.  

Happy Hiring! 

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