Sales Candidates – What are you missing?

Sell me this pen? Really?!

How many times have you been asked that question in an interview? Too many would be my guess. It’s awkward, outdated and pretty useless.

Sales as a profession is constantly evolving, companies are embracing new methods and techniques to structure their sales process and bring out the best in their teams…even adopting agile methodologies like Scrum, commonly used in software development.

In the field of sales recruitment, competition is fierce. In a buoyant market companies will rapidly scale teams. Some candidates will thrive where as others will be left behind. So what can you do to boost your profile and take the next step in your career?

The key is in the preparation, which I have noted below:

The CV

Like it or not, your CV plays a part in getting you that initial interview. According to some research, recruiters spend on average between 5-7 seconds scanning a CV. So why not make your CV as clear and concise as possible? Showcase your skills and experience in a few direct points:

  • Role and product/service sold
  • Revenue generated – per annum, quarter, month (how ever your sales cycle works)
  • Average deal size
  • Average deal length
  • Major achievements

The amount of CVs I see without even half of these points is quite remarkable. This is your career; you’ve worked hard for these achievements so why not highlight them? Even if you have had a tough year you can articulate the challenges and successes briefly and clearly.

Build your network

Don’t wait for opportunities to come to you. Build your brand, reach out to potential employers and start developing relationships. The best opportunities will come from your network so start reaching out now!

Do your research

When preparing for an interview, go into detail. Are you fully confident that you can answer questions posed and explain the product that you could be selling? Break it down into a few key areas:

  • Sales Cycle – Do you currently manage all of the sales cycle? How do you generate leads? How many deals have you closed? How do develop and manage your sales pipeline?
  • Revenue – Know your figures, the total and breakdown
  • Product knowledge – Be confident that you know the companies products and are able to explain their offering. Why not go a step further and consider these products/services and their place in the market – Who are the main competitors? What are the USP’s of that product/service?
  • Failures –everyone  Why not embrace it? Detail accounts or sales you’ve lost. Don’t be afraid; rather take the opportunity to show what you have learnt from it. Demonstrating that level of self-awareness will help you throughout your career!

This isn’t the complete list of how to secure that next step in your sales career. However from my experience of interviewing and hiring these candidates this will give you a solid foundation. Too much time is wasted in the waffle of explaining your role, be concise, highlight your skills and achievements and be prepared to explain the methods you chose to reach the end result. Explaining the method is just as important as detailing your achievements!

Finally, show that you are passionate about your career in sales…oh and don’t forget to close, it’s an interview and you’re a sales person after all!

The role every employee can play in hiring

So….this is the second blog I have written today. The first, which was my first ever independent blog post and unfortunately suffered at the hands of a disagreement between it’s author (me) and application being used.

Here we go, attempt number two. I was going to re-type the original version but that moment has now passed and I feel that fate played a bit in the content disappearing. What I would like to discuss today is part of what is being called ‘Talent Hacking’, namely empowering employees to make decisions during the hiring process and the role the in-house recruiter plays in this. We aren’t re-inventing the wheel here but we can and must adjust our approach to the changes in the industry.

In today’s recruitment climate factors like employee branding have really risen to the fore in attracting top level candidates and proactive sourcing has become an essential feature of the modern recruiter. No longer in the interview process are decisions left solely to the senior management. Employees at all levels are utilised to provide a comprehensive assessment of all candidates. This is something that I have seen done well but requires a certain level of coaching. This is where the role of the in-house recruiter comes into play…

For smaller companies, every hire is absolutely crucial. Candidates must be assessed for technical skill set, soft skills and team fit. This is absolutely crucial as one bad hire can have a far more detrimental effect to a company that in a large, multinational corporate. To make sure that you are covering all bases you need to include current employees at all levels (with the one stipulation being that the employees involved in interviews have been at the company a sufficiently amount of time to fully understand the standard required and culture).

Not everybody is experienced in interviewing and from my own experience confidence takes a while to build up. The in-house recruiter can play a key role in ensuring that the interviewers are qualified to make an objective judgement on that candidate. This can be broken down into a number of areas:

  • What skills are the interviewers assessing at each stage of the process – Team fit? Technical skills? Set competencies? This is vital because unless guided the interviewer can easily get lost and go off track.
  • Interview etiquette – this is an interview after all so both parties are being judged, not just the candidate.
  • How they should structure their interview?
  • Time Management? 
  • What they can/can’t say – the legal part…
I think if you can cover these main points that you will end up with a fair and consistent interview process. Employees will feel empowered that they are playing a key part in growing the company and more importantly their opinion is valued. 
This is a great method to identify and make quality hires, make no mistake about it. The interview process has evolved and with this so has the role of the in-house recruiter. We have a big part to play in nurturing not only the growth of teams but the growth of employees as decision makers. Everyone in your company will have an opinion on that to hire great people, remember that as the recruiter you are the expert and this a great way to showcase your expertise to the business and win their respect.