Write Better Sales Job Descriptions

In the competitive sales industry, finding effective reps is essential. An engaging job description is where it all begins; the process of narrowing down potential candidates, vetting unqualified applicants and attracting high quality future employees.

If you are wondering how to write better sales job descriptions, we have you covered. Here’s everything you need to know.

Summary

Writing good sales job descriptions takes time and thought. Ensure that yours is clear, concise and free from jargon to keep the attention of potential candidates. Begin by identifying your ideal candidate and tailor your description accordingly.

Your advert should have an impactful job title and summary, clearly detail the responsibilities of the role, outline the skills and qualifications that are needed and provide an overview of your company’s culture.

Why Your Sales Job Description Isn’t Working

A sales representative job description isn’t something that can just be thrown together. The candidate that you choose to hire will drive revenue, represent your business and have a direct impact on your reputation as a brand. So it’s critical to create an engaging and transparent job description.

Common reasons why your job description isn’t working are:

• It Lacks Clarity: If your description is filled with generic sales rep spiel then candidates won’t be able to connect with the role or your business values. Be direct about the role you are looking to fill and the type of candidate that you are looking for.
• It Contains Jargon: It’s important not to overwhelm a potential candidate with jargon; the language should be as clear and straightforward as possible. This creates flow and ensures that the candidate can easily read the description.
• It Lacks Company Culture:A job description must detail the role that you are hiring for but it’s equally as important to showcase your company’s culture. Highlighting your values will help candidates to determine whether they are a good fit for your business.

Understanding the Ideal Candidate Before you Write

It’s important to write with a target candidate in mind; one who has all of the necessary skills for the role and aligns with your company culture. Consider seeking the help of existing employees that are performing well, discussing their day-to-day responsibilities and the skills that are essential for the role. If you incorporate their feedback into a bullet point list, this can form the foundation of your job description.

The Anatomy of a High-Impact Sales Job Description

Once you understand your target audience, it’s time to build the job description. A common structure is as follows:

1. An attention-grabbing job title.
2. A clear and concise job summary.
3. A list of day-to-day duties and responsibilities.
4. A list of skills and qualifications that are required.
5. A base salary, commission and bonuses, if you are opting for transparency of these.
6. A description of the company values and culture.

Actionable Tips for a Standout Job Title and Summary

The job title and summary of your advert are likely to be the first thing that a potential candidate reads. And first impressions matter. Ensure that these are engaging and impactful with the below tips.

Job Title

• Use specific language, not a generic title.
• Detail the level, such as junior or senior.
• Include the sales type, whether door-to-door, telephone or other.

Summary

• Highlight the key selling points of the position.
• Detail what makes the role unique to other sales positions.
• Include opportunities for growth if available.

Focus on Impact and Results

Sales is driven by results, and you are looking for a candidate that will make a positive impact on your business. Being open and honest about what you are looking for is advantageous. If you are looking for a positive team player that is driven by results, say so. If your business is door-to-door sales and you’re in need of a self-motivator that works great alone, be transparent. By detailing the impact and results that you are looking for, you will attract a pool of candidates with strong potential.

Selling Your Company and Culture to top Sales Talent

The best salespeople want to see potential in both the role and the company that they are working for. You could include:

• The company values.
• Sales or revenue statistics that you have hit as a company.
• Awards that the company or individuals have won.
• Perks of the job such as annual leave, company events and car schemes.
• Quotes from existing sales reps

Making an Offer They Can’t Refuse Including the Compensation

If you find a high-quality candidate that you would like to make an offer to, it’s time for full transparency about the salary, commission structure, bonus qualifications and other company perks. Remember to be fair; if your suggested salary is too low, you may lose the candidate before you can negotiate.

If you offer a competitive package, don’t be afraid to say so. The best candidates will likely have done their research and appreciate a fair figure. If you can’t be competitive, be sure to focus on the other perks of the role such as the commission scheme and potential for growth with the company.

FAQs

How Long Should the Job Description be?

It’s advantageous to keep the description as concise as possible. You should aim to give candidates all of the essential details while keeping their attention. Remember, there will be opportunity to screen applicants further at a later stage.

Should I List the Salary in the Description?

This is entirely up to you. Transparency can provide a better qualified pool of candidates but it’s common for companies to prefer to discuss this once screening has taken place.

I’m Still Unsure on how to Write a Good Job Description, Where can I get Further Advice?

Enlisting the help of a sales recruiter can give you access to quality candidates without the stress. Get in touch with the team at HyperHired for more information on how they can support your company’s sales recruitment needs.