| Writing a job description can be difficult. When | | | | Let s assume that this person does a bang-up job. |
| formulating one, it is imperative that your firm avoid | | | | Where do you perceive them to be in 5 years? Be |
| using vague words and phrases such as "Good | | | | specific. "The sky is the limit" is not a good answer. |
| communication skills." Below, you will find 13 points to | | | | Something along the lines of, "I could see this person |
| cover which should help your company stir up more | | | | being a shareholder, managing a team of 12 and being |
| interest in the position you're advertising. | | | | part of both the marketing and sales division as a |
| 1. History of the company | | | | manager," offers a far more concrete opportunity. |
| Each company has a history and most are unique and | | | | 9. Company culture |
| interesting. Share it with the applicants. | | | | Every day you walk into the office, what is the |
| 2. The background of the executive team | | | | atmosphere like? How are you different from your |
| Who is this person going to be working for? If there is | | | | competitors? How are you different from a 5 person |
| a personal connection such as university, home | | | | company? Or a huge corporation? What is the dress |
| country or common contacts, job applicants are more | | | | like? |
| likely to apply and follow through with the interview | | | | 10. Revenue goals |
| process. Everybody wants to work with people they | | | | You should be upfront with the job applicant regarding |
| can relate to. | | | | revenue goals and current revenue. If you are a small |
| 3. The company's future plans | | | | firm, announce it. You don t want to get stuck with |
| Where is your company going? The reason why our | | | | somebody who just wants a job. Entrepreneurial |
| company does not work with large organizations is | | | | atmospheres are not for everyone. I love small and |
| that no one seems to know. | | | | mid-size companies. As a matter of fact, that is whom |
| 4. The company's branding strategies | | | | I actively want to work with. |
| Where do you position yourself in the market? What is | | | | 11. Target sales people within companies |
| your company logo? | | | | Is the decision maker within these companies in the IT |
| 5. Total compensation | | | | department? Are they the CEO? Be as specific as |
| Be honest. Also, when giving incentives, be willing to be | | | | possible. |
| generous in the future. Good sales people are hard to | | | | 12. Average size of each deal |
| find. If they were a dime a dozen, I would not be in | | | | Tell the candidate how much he or she is going to be |
| business. | | | | selling per pop. If the average deal you are going after |
| 6. Target market | | | | is $1,000,000 then listing this will save you time as it will |
| Is your company going after the media, technology, life | | | | make sales executives without that kind of experience |
| sciences or engineering vertical? Again, be as specific | | | | less likely to apply for the job. |
| as possible. | | | | 13. Current clients |
| 7. The person the employee will be reporting to and | | | | This says where you position yourself in the market. |
| background information | | | | Companies who are selling to Disney and ESPN are |
| This information is important and says a lot about who | | | | going to have recruiting needs which are different than, |
| the company is, it s capabilities and employee mentality. | | | | let's say, software re-sellers who target mid-size |
| 8. Where the job should lead them in 5 years | | | | accounting firms. |