Recruiting Sales Executives has traditionally been considered its own category of recruiting since these candidates are evaluated more heavily on their “Soft Skills” or personalities, than the other roles in an organization. Sales Executives are the face of the organization to the outside world, and are usually the first touch point for potential customers. A talented Sales Executive will be able to quickly increase brand awareness, create a strong network, build a pipeline and close deals.

Companies strive to make the best decisions when hiring Sales Executives, given what’s at stake. Recruiting Sales Executives presents similar challenges to Headhunters since they need to determine whether the strongest candidates are also the right culture fits for their Clients.

How do we define a Sales Executive?

A Sales Executive interacts heavily with customers to promote a product or service. They are expected to make a convincing case to their clients and help drive their company’s growth. As the first point of contact for customers, the manner in which Sales Executives carry themselves becomes critical. Their connections, credibility, and like ability influences perceptions about their company.

Besides plugging the company’s products or services, the Sales Executive is also responsible for relaying important information about the the client’s pain points, competitor landscape, and industry trends. A great Sales Executive should have strategic targets that allow them the opportunity to influence the design and development of their company’s offerings.

How is recruiting for Sales Executives different?

When sourcing for Sales Executives, Headhunters look for a track record of sales growth, industry connections, and interpersonal skills. For other Executives, Headhunters might prioritise technical know-how and pedigree. When it comes to hiring Sales Executives, culture fit and social skills are what make an amazing candidate stand out.

For example, an executive within supply chain management must have experience negotiating contracts and working with third-party vendors in order to make the best use of the company’s budget. Similarly, a tech executive has to possess deep technical skills in order to develop and support the company’s IT systems.

For Sales Executives though, the focus should be on their ability to engage with and persuade potential customers. Since sales professionals depend on networking to build a robust pipeline, the potential candidate’s reputation and relationships do make a difference. A great candidate will have the right mix of strategic and tactical selling skills.

While other executives might go straight to the interview once shortlisted, Sales Executives may undergo additional personality tests, stress tests, and communications tests, among others, to be considered for the role. To put it simply, recruiting Sales Executives is different, and often more challenging, than the search for other executives.

What to look for in a great Sales Executive ?

Sales Executives spend a lot of time making presentations to potential clients.When sorting through potential Sales Executives, it’s important to ensure that the candidate is presentable, energetic, and comfortable in front of people. They should bean experienced public speaker and think quickly on their feet.

A sales professional carries the company’s brand on their shoulders. He or she must have a strong moral compass to uphold the company’s beliefs and values. Although every employee is a brand ambassador, the Sales Executive has a high potential to impact the company image.

Hiring the right person provides exponentially positive outcomes. With the best fitting Sales Executives, companies can skyrocket their growth. To make sure the process—and the candidate—are right, it’s important to work with professional Headhuntersto recruit the best and brightest Sales Executives.

Author : Todd Williams