A sales career is not for everyone. It’s also not only for a select few. Traditionally, hiring managers judge candidates by his or her sales experience alone, rather than focusing on personalities and skills. This hiring practice increases the risk of turnover because you’re making a judgment based on a resume and not the overall picture—and therefore, end up hiring someone that might not fit for the job in the long haul.
Some of the most successful salespeople (here at Hireology) have started out with zero experience, transferring from other careers ranging from the legal profession to broadcast journalism. There’s no reason to be so strict on hiring for experience (unless you absolutely have to fill a position that requires it, like a senior manager or executive). A better rule of thumb to measure a candidate is to see if his or her traits and skills align with it takes to thrive in the position at your company.
According to a Forbes article titled, “Hire New Employees For Their Potential, Not Their Past,” the author highlights the importance of the hiring manager’s role to “look beyond” the resume, saying that:
“When hiring, delve deeper and explore the skills, characteristics, aptitude, and abilities rather than past accomplishments and length of experience. Your job is to look beyond the flash and find those candidates with exactly the right balance of skills and traits to succeed at your company.”
In part one of this blog series, we talked about how revising your recruiting efforts can help change the way job seekers view your sales positions. To further change the perception of your sales jobs, you need to modify the way you present your open sales job qualifications and responsibilities.
Part II: Adjusting Qualifications & Responsibilities
Job descriptions play an important role in how job seekers view your open sales positions. First, you have to be open to altering the way you view the roles for which you’re trying to fill. An easy way to add a creative twist to how present your jobs is by updating the way you describe the qualifications and responsibilities of your sales roles.
Qualifications: As said earlier, try not to focus on direct sales experience. Instead, find out what’s truly important about succeeding in your sales roles. Things like attitude, motivation, educational backgrounds and program/tech knowledge all factor into how well someone can perform the job. Yes, experience helps, but if find a candidate who is highly motivated and has a proven record of any form of success from a prior job, then you might want to seriously consider that candidate.
Also, using terminology outside of the typical sales qualification lingo, such as “Must have X amount of years of sales experience,” makes your sales position seem more appealing to those who are just starting out or considering a new sales career.
Responsibilities: Just like re-wording your sales qualifications, doing the same for the responsibilities can have a positive impact on job seekers entering the sales field. Using impact words like “own” and “drive” makes your sales job appear more important to the company, as well as adds more knowledge to how potential employees can actually influence your business.
***This is Part 2 of a three part series on how to change the perception of sales jobs. Come back to our blog next week to find out how you can makes your sales jobs appeal to today’s top talent.***
Discover how you can easily increase the effectiveness of your job descriptions by downloading the complimentary guide below!