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by Rajen Kumar

No Escaping Social Media

Running a magazine concentrating on issues of small and medium enterprises and managing with limited resources is a like living life on the edge. In this rush of meeting deadlines,...

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Apr 2012

EMRC, Brussels Associates with SME WORLD as its New Media Partner

EMRC has promoted business partnerships with the developing world and has organised dozens of business forums in key decision-making cities, such as Amsterdam, Rome,...

Focus

Pros and Cons of recruiting Sales personnel from the same or similar industry-

Bhavesh Desai
Jan 2011

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As they say 'well begin is the half done', It holds true for the selection of sales personal including sales executive and sales manager for B2B sales also. The worst thing can happen to a recruiting person is that he does not perform and worst that having an open position in sales is more criminal. This situation equals to a country having boundaries without soldiers to guard?

The highly successful companies select the candidates with sales traits, skills & attitude that best match the customers' buying habits. Also it matters as to who are competitors, intensity of competition, customer profile, level of maturity of product, in other words value addition expected from the sales personnel throughout sales cycle.

Clear idea about the above points will help to define the type of personality a job needs. Whether it needs sales personal with closer dominance, who enjoys more closing deals in less time or wizard sales personal, one who is expert in conclusive selling or Relationship Builder sales personnel who maintains and takes the customer relation to a new high and if the product is of retail or consumable category sold to mass then no or less experience young happy go lucky type sales person profile will be preferred.

With the help of above one can craft a profile that defines dominant personality characteristics, others traits, skills, attitude & maximum remuneration for new sales personal.

The best results will be achieves if the candidate with 100% matching joins the company at less than the set salary. Is it too much of optimism? The manager can as well select the nearest matching candidates.

Is this path the recruiter takes practically? The answer is Yes and No. Very few sales process orientated companies follow this path which has proven higher success chances. The majority of the companies will take the shortest way, which includes-

a) Recruiting sales personal solely from similar industry or same product companies.(competitors)

b) “First come first select” method which only evaluates experience and without any background check assuming that the candidate will perform. It happens when somebody needs to fill the vacancy in no time.

c) “Panic button” approach, in which companies take infinite time to select the candidate without knowing what they want and at the eleventh hour company will select whosoever walks down to office as they are left with no time.

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