You know that salespeople are the lifeblood of any business, capable of either catapulting a company to the stratosphere or, if the wrong hires are made, dragging it into the abyss.
The problem often begins at a point we overlook: the job listing.
Yes, that seemingly simple ad acts as your first handshake with potential candidates.
It's crucial, therefore, to get it right.
In this post, we’ll delve into how to optimise your sales job listings to attract not just a hoard of applicants but the right ones.
Why Job Listings Matter
Let's start with the basics. Your job listing is your first touchpoint with a potential employee.
Put out a poorly drafted, generic job listing and you attract generic candidates.
Worse still, your top sales talent might move along to competitors who better articulate what they're looking for.
Key Takeaway
Your job listing is your company's front door for potential employees; make sure it’s inviting and tells visitors exactly what’s inside the house.
Understanding the Sales Mindset
Salespeople are a unique breed.
They are driven by targets, thrive on interaction, and are often motivated by potential commissions and bonuses.
Recognising these traits allows you to craft a job listing that speaks their language.
If you understand the mindset of your prospective employee, you’ll better communicate what’s important to them in your job listing.
If you're still trying to figure out what characteristics to highlight in your listing, you may find our article on key traits to look for when hiring sales professionals incredibly useful.
Key Takeaway:
Target your job listing to the sales mindset to filter in candidates who will excel in your work environment.
The Essential Components of an Optimised Sales Job Listing
Creating an optimised job listing isn't rocket science, but it does involve more than simply listing job duties and requirements.
Job Title
A clear and descriptive job title is imperative.
Avoid jargon or internal lingo that may confuse candidates.
Instead of 'Sales Rockstar' or 'Sales Ninja,' opt for 'Regional Sales Manager' or 'B2B Sales Representative.'
Job Description
Outline responsibilities but also highlight opportunities for commission, bonuses, and career progression.
Salespeople want to know how they can grow and earn more.
Requirements
Clearly state qualifications and experience necessary but avoid an exhaustive list that could deter quality candidates from applying.
Salary and Benefits
Transparency can set you apart from competitors.
Give a salary range and describe any additional benefits like healthcare, pension, and so on.
Call to Action (CTA)
A compelling CTA can make the difference between a candidate applying now or later (read: never).
Use action verbs like 'Apply Now' or 'Join Our Team Today.'
Key TakeawayEach component of your listing should be aimed at attracting quality candidates.
For an in-depth look at crafting compelling sales job ads, read our article on best practices for crafting compelling sales job adverts.
SEO and Job Listings
To broaden your reach, incorporate relevant keywords into your job listing.
For instance, terms like 'Sales Executive,' 'Sales Job,' or 'B2B Sales Position in London' can make your listing more discoverable.
Our guide on utilising social media in sales recruitment offers great insights on this.
Key Takeaway
An SEO-friendly job listing will help you reach a wider audience but still attract qualified candidates.
Use of Multimedia
Text is essential, but multimedia elements like images or videos can give candidates a glimpse into the company culture.
Consider adding a short video from a current sales employee discussing why they love working for your company.
Key Takeaway
Multi-faceted job listings are often more engaging, leading to higher application rates.
Examples of Good vs. Bad Job Listings
Good job listings will be specific, targeted, and comprehensive.
They will talk about the company culture, potential earnings, and career growth.
Bad ones are generic, riddled with buzzwords, and give little useful information.
Key Takeaway
See real-world examples as case studies to learn what works and what doesn't.
Measuring the Effectiveness of Your Optimised Job Listing
Once your listing is live, monitor metrics such as the number of views, the quality of applicants, and the time it takes to fill the role.
If you're not getting the results you want, it might be time to rethink your strategy.
Take a look at our article on effective ways to streamline the sales recruitment process for more pointers.
Key Takeaway
Regularly reviewing key performance indicators will help you make data-driven adjustments to your job listings.
Conclusion
Optimising your sales job listings is not just a fancy concept; it's a necessary strategy to attract top talent in a highly competitive market.
Pay attention to each component of the listing, from the title to the CTA, and you'll not only fill your sales roles but do so with people who can genuinely drive your business forward.
Additional Resources
Check out these other articles for more insights:
- Building a Diverse Sales Team: Embracing Diversity in Sales Recruitment
- Strategies for Attracting Top Sales Talent
