It’s undeniable that sales profiles are crucial to a company. They are the brand’s ambassadors and embody its values. They also have a significant impact on performance figures. Recruiting a sales profile is therefore a highly specific process.
SELECTION: digging deep from multiple angles
Evaluating a candidate’s knowledge during a selection process is relatively straightforward. We can easily identify whether an accountant or IT expert knows their craft. But when it comes to sales profiles, skills and attitude matter more than know-how. Does the candidate demonstrate social skills such as empathy? Are they motivated, charismatic? As ambassadors of the company, it’s also vital to assess whether they uphold the right values and represent the brand effectively. All of this is difficult to gauge in a single conversation.
A deep-dive approach is well worth the effort. There are several tools available to conduct a nuanced assessment: in-depth interviews, personality tests, practical tests such as case studies, and more. A comprehensive analysis of the results helps paint a clearer picture of the candidate. For instance, a person may appear confident in an interview but seem less at ease during a sales simulation. This comes as no surprise—sales profiles are used to selling themselves. A sharp eye, a step-by-step approach, and an investment of time are essential for the recruiter.
Since experience shows us that certain abilities and the right attitude can compensate for a lack of knowledge, recruiters must keep an open mind. It’s important to look beyond education and professional experience to widen the pool of potential candidates. With intensive training, a good candidate can become an excellent salesperson.
RECRUITMENT: the scarcity of sought-after profiles
There’s an imbalance between supply and demand when it comes to sales profiles: there simply aren’t enough qualified candidates to fill the open positions. The reasons for this are multiple.
First, sales roles are not necessarily popular in our country. Sales is rarely considered a prestigious career path, and salespeople are often viewed with suspicion.
Moreover, companies are extremely demanding. The ideal sales representative is a jack-of-all-trades with the right attitude, knowledge, and skills. They’re proactive and persistent. As sales has grown more complex over the years, employer expectations have only increased.
Finally, any salesperson recognized as a top performer is often quickly promoted to a Sales Manager or Sales Director position—or becomes self-employed and priced out of reach. The available sales profiles don’t always meet the high standards expected and will need substantial support from a prospective employer.
Marc Diamant.
