Creating a job description involves more than just Googling a generic sales rep position and copying the job requirements to your own job posting. A job description should be carefully crafted to portray the type of person that will thrive in your company environment and include the criteria that interviewers will use to assess candidates. That being said, there are two distinct audiences that will be reading and using the job description: the potential candidates and your internal hiring staff. Include the following key elements to create a job description that is both appealing to top talent, and helpful in the selection process.
SELL THE OPPORTUNITY
When creating a job description that will appeal to candidates, it’s important that the information you include reflects what you need in an employee and also the reasons an employee would want to work for you company. Be sure to include information about your organization, any growth your company is experiencing, what is inspiring you to hire for this position, and anything else you feel would help sell your organization as a whole.
ICING ON THE CAKE
Finally, talk about any perks you’re going to offer and what benefits are available. If you have a pension plan, 401k, or car allowance, those should also be stated. Anything that would be added on to their current compensation, which in most cases should be a base salary plus commission plan, should also be included. Compensation is not the only factor sales reps consider when applying to a new position, but stating any perks or incentives will definitely keep candidates interested.
CREATE UNDERSTANDING
Beyond company information, strong job descriptions make it clear what the job will be like for top candidates. For instance, what are key activities, what will they be doing, what will they be selling, typical clients, the territory, and any other high level details that a sales professional would find very interesting. Compensation is also important, but most try to emphasize that there is no cap on commissions, if that is the case. Top sales reps are motivated by no limits on upside potential.
YOUR INTERNAL TEAM IS A CRITICAL AUDIENCE
The second audience you should consider when creating your job description is your internal hiring team. It’s key to make sure the job description is very clear on what the basic requirements and skills are so the people who are involved in the interviewing process understand the position and the key selection selection criteria.
I suggest a calibration of your internal staff to discuss the position before the interview. However, ensure all interviewers have the job description well before the interview as they can use it to review the needs prior to interview.
When crafting your next job description, make sure you keep in mind both your candidate and internal audiences. Creating a clear, concise job description with these key elements will help you attract top candidates and the hook them in the hiring process.
What key elements do you include in your sales job descriptions?
