by Josh Seaman | May 6, 2022 | Employment Agencies, Recruitment Agencies, Sales, Sales & Account Management
Your company is expanding, and you need additional employees to reach more clients. It’s essential to know how to distinguish a competent salesperson when recruiting your first or growing to your sales team. It’s necessary to understand what makes a strong salesperson and recruit the proper personnel to join your company and accelerate profitability.
While charm and well-practised interview skills might be tough to spot, the most excellent salespeople have certain features that stand out.
Here are some recommendations to help you choose the appropriate salesperson for your organisation:
Draft a Job Description for your Future Salesperson
It is imperative that you write a crystal-clear job description and succinct. That way, you don’t have to wade through a sea of words to get what you’re looking for. It is easy to tell whether something is too long if it takes more than one page to accommodate it all.
In addition, you must establish realistic goals that can be measured. Don’t exaggerate the more appealing elements of the job, and be realistic about what a regular day looks like. This may draw a large number of applicants.
When trying to recruit a salesperson, use precise terminology. This is better than saying, “you’ll be part of the winning sales team”. Consider the abilities and expertise you need in a salesperson. This will help you to identify bad candidates. Consider the necessary experience in a comparable position.
Get in Touch with the Appropriate Candidate
If you want to find the top salespeople, you have to do all you can to find them. In order to reach the most significant number of potential employees, it is recommended that you post your job opening on many websites.
The first place you’ll seek for sales prospects interested in a change of scenery is likely to be online job boards. Do more than just this one thing. There are times when reaching out to prospective superstar prospects who aren’t actively looking is worth the additional effort.
Even if passive applicants aren’t actively searching for their next career, you may still pique their attention in what your firm has to offer with a well-crafted and tailored message.
Make Sure Your Interview Procedure is Clear
Don’t start the hiring process without a well-structured interview procedure in place. There is a conventional best practice for interviewing that consists of the following stages:
- The first step is to have a casual conversation. Prepare an icebreaker or a set of personality-based inquiries to assist you and the applicant to determine whether they would be a good cultural fit before the interview begins. When looking for a sales representative, don’t forget to consider how their attitude will blend with the rest of your sales team.
- After that, a more official meeting will be held with the candidate’s future coworkers, including several influential team members. These questions are a great chance to get more in-depth answers about the company.
- When interviewing candidates, it’s essential to see how well they handle pressure, so ask them to prepare and make a presentation to key stakeholders in the company. Sales rely on individuals who can persuade and captivate customers. An in-depth look at whether or not the applicant is the right fit may be gained from their presentation.
Onboarding Your New Hire
After the contract is signed, it is not inevitable that your new salesperson will be integrated into the company. You’ll need to introduce them to the office culture and assist them to recognise what they’ll need to bring to the table to satisfy the business’s requirements.
Hiring the right salesman for your company may be a time-consuming and challenging process, particularly if you’ve had bad experiences with previous hires who didn’t live up to the standards. These pointers will increase your likelihood of discovering qualified candidates.
by | May 4, 2022 | jobadder, Sales & Account Management
STATUS: This Position Is No Longer Available
Sales & Account Management / Sales Executive / BDM
Permanent / Full Time
Position : Business Development Manager
Location : Sydney
The Company
Our client, a highly established industry leader in the Food and Beverage industry, is currently seeking an experienced and qualified individual as their new business development Manager to be based in Sydney.
Position Purpose
To assist in the strategic goal of generating revenue through effective growth and management of the customer base.
To be achieved through proactively seeking and securing new business development opportunities within the specified territory handing over new customers by working closely with relevant stakeholders and account manager to understand issues, deliver solutions, provide excellence in customer service and ensure account terms are maintained.
Key Accountabilities
Business Development
- Develop and implement territory plans for new customer acquisition
- Attend networking, industry events and tradeshows as required
- Target customer engagement aligned to the established customer segmentation plan
- Follow commercial procedures to ensure all new accounts meet cost of acquisition metrics
- Assist in new customer set ups ensuring effective collaboration with all appropriate operations departments
- Assist in store launches specifically relating to building the knowledge and skills of the customer resulting in high coffee quality and excellence
- Co-ordinate uninstalls for exiting customers in line with operational policy
Administration and Reporting
- Monitor growth in defined territory
- Complete weekly sales reports as required by management team
- Adhere to and ensure all aspects of customer agreements are carried out professionally
- Record all customer visits and activity in the CRM system
- Ensure contact and account information is accurate and complete in the CRM at all times
Financial
- Achieve budgeted territory sales and revenue
For a confidential conversation please call Josh on 0427 870 585 only after applying online.
Feel free to call regarding any other opportunity you may feel suited towards. Please visit www.gatewaysynergy.com.au and visit the careers page for live job postings.
“GSR, OPENING THE GAP BETWEEN TALENT AND OPPORTUNITY”
How to Apply
Send us an email Email Us
[email protected]
Apply online : Click here to apply
https://apply.jobadder.com/au3/1909/469144/7w54obduknyehjueomm7eqnu44
by Josh Seaman | May 4, 2022 | Employment Agencies, HR & Recruitment, Recruitment Agencies
Employers increasingly require potential employees to verify their education. According to one startling statistic, 27% of job applications and resumes include ‘exaggerations’ regarding academic accomplishments. This is why doing a thorough resume review is a vital component of choosing strategically. Education verification programs are essential in identifying the most qualified candidates for a position.
Before candidates are considered, they must have verifiable proof of their educational attainment. For those individuals who cannot provide verification through a degree, certificate or transcript from an accredited institution, education verification may be done by another means such as a high school transcript, high school diploma, General Educational Development (GED) test results or recent work experience.
The types of personnel you choose will significantly impact your company’s reputation for offering the highest-quality services and products in the market. In order to ensure that candidates and prospective recruits have gotten the appropriate training and knowledge to do their jobs effectively, it is only smart to conduct background checks.
You may use educational and resume verification checks to learn about a candidate’s major, degree, graduation status, year graduated, and awards obtained. Notification of any inaccurate information will be provided, such as a degree that the applicant did not finish but stated otherwise in their resume.
Fraudulent Practices in Education
There is more educational fraud than you may believe. In order to look more qualified for the position, many job candidates fabricate their credentials, schooling background, and career history. Fraud is commonplace in today’s highly competitive job market, taking advantage of the increasing demand for education, training, and experience.
False information found on an applicant’s resumé may cost you money and effort if you use it to make recruitment and pay decisions. Employers may need to research an applicant’s education and work history to determine whether or not they are lying. This is time-consuming and could cost your company money if you hire the wrong person because they lied about their resumé.
A false statement that an applicant didn’t get the job because of their resumé gives rise to one of two potential claims. First, you may be liable for “negligent hiring” if you failed to investigate sufficiently to learn of the falsity. Second, if you fire the employee and later discover the error, you may be liable for wrongful discharge.
Bad Hires
Missing to determine an applicant’s educational background may lead to a bad hire. The productivity of your business will suffer as a result of bad hiring, and your employee turnover will rise. These issues may be avoided by verifying a candidate’s resume. Because of the complexity of A Good Employee’s investigations, you’ll have the information you need to make an informed hiring choice.
Incomplete or inaccurate documentation of prior educational history may make the hiring process difficult. Furthermore, the lack of complete and accurate education history may disqualify the applicant from obtaining the necessary licensing.
Why do employers need to check the education of new hires?
It is crucial to know whether the applicant has the required educational background before making a job offer. All decisions made in hiring an applicant who lied about their educational background can lead to numerous issues later. So, make sure to verify your applicant’s educational background.
Recent Comments