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How to Blow a Sales Job Offer

  
  
  

how to blow a sales job offerYou found your dream job. Your resume is perfect and the first interview could not have gone any better. The sales manager has asked you to come in for a second interview. You feel confident, self-assured and know the job is yours for the taking. You need to make sure that you don't blow it. Unfortunately, there are plenty of ways to blow the sales job offer.

  • Arrive Late! Delays can happen so you want to make sure you give yourself plenty of leeway to arrive on time. Nothing is more annoying than waiting for someone who is late. Minutes tick by slowly and the person waiting becomes exasperated, frustrated and often angry. If being late is unavoidable, call ahead and let the person know. Being punctual will help you get the sales job offer.
  • Dress for Failure! You've already made a good first impression so don't blow the sales job offer by taking it for granted. Jeans and a tee shirt won't cut it. You need to continue to put your best foot forward and look like you mean business. Professional attire, light on the cologne and well-groomed are the way to go.
  • Be Cocky or Uninterested! Never act like you know the sales job offer is in the bag. Never act bored or too overconfident. There is a fine line between arrogance and self assured. You need to continue to show your upbeat and positive side without being haughty. The sales manager needs to see that you are excited, eager and enthusiastic about the position before they make you a sales job offer.
  • Badmouth Your Current or Past Bosses! No one likes a disgruntled employee. No matter how awful or unpleasant the past boss was, it is unprofessional to gripe about it during an interview. Try to find something positive to say. If you can't think of anything positive, say nothing. The goal for you is the sales job offer, not venting about past employers.
  • Leave Your Phone On! Before you enter the building, take off the blue tooth, turn off the phone and put them away. If you receive a text or a call during a job interview, it is distracting and makes you seem unprepared.
  • Don't Stop Talking! When you come in for the interview and sales job offer, you need to gather just as much information as you offer. Answer questions succinctly and fully, but don't keep blathering on after you have made your point or answered a question. People can only absorb so much and will start losing focus if you talk on too long. A good sales person is a good listener.
  • Don't Ask Questions! Not asking questions makes you look unprepared or uninterested in the sales job offer. You want to find out as much as you can about the position, the company and the people you will be working with. Your questions should be direct and business related.
  • Eat, Drink or Smoke! Again it all comes down to a professional appearance. If you popped a piece of gum into your mouth prior to the interview, make sure you get rid of it before the interview starts. If you are offered something to eat or drink it is fine to accept but never bring the food or beverages with you. Also, if you smoke, don't light up right before the interview. The smell of tobacco is lingering and can be very off-putting. It can hurt your chances of the sales job offer.

Your goal is to make the best impression that you can. These mistakes are easily avoided. When you are looking to get that sales job offer, be prepared, be professional and be smart. This will allow you to avoid these missteps and mistakes.

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SalesForce Search specializes exclusively in sales recruiting across North America and serves small, medium and Fortune 500 companies. SalesForce Search helps companies find qualified sales people who will have an immediate impact on their sales targets.

Why New Grads Are Great to Hire for Sales

  
  
  

why new grads are great to hire for salesNew grads are among the most under-tapped groups of eligible candidates for sales jobs. Some organizations mistakenly avoid following up on applications and resumes from new grads in the belief that these individuals do not have good enough experience in sales jobs. In fact, entry level sales jobs are some of the most common experiences new grads have, and many of these individuals have been successful enough to pursue sales as a post-graduate career. Here are a few more reasons why new grads are great to hire for sales jobs.

New Grads Are Highly Trainable

The more receptive a sales person is to coaching and training, the better results that person is likely to provide. When filling sales jobs at your organization, consider how new grads are receptive to coaching and training:

  • New grads have not accumulated the kind of tenure at an organization that leads to ingrained routines that might not be desirable at your organization.
  • New grads are enthusiastic about learning, and are likely to still have great learning habits from their recent university experience.
  • New grads are part of a generation of acceptance and diversity in culture as well as ideas, and tend to embrace change.

New Grads Are Less Likely to be Turned Aside by "No"

Most new grads who choose to pursue sales jobs after graduation are optimistic by nature. This kind of optimism can be a great benefit to your organization, since it can give new grads the confidence needed to get beyond routine objections and pursue high revenue deals. Such optimism can also help new grads respond well to mentoring and development, which is key for longevity and roles of gradually increasing responsibility for the right candidates.

New Grads May Accept Lower Salaries - While Still Pushing Revenue

As a general rule, the more experienced a sales person is the higher the base salary he or she will expect. New grads pursuing sales jobs at or near the entry level do not have the experience or proven track record to demand higher base salaries. At the same time, new grads can benefit from and be encouraged by the earnings potential of commissions and incentives. Your organization can therefore benefit by saving on hiring costs while potentially seeing the same level of sales from new grads as is seen with more tenured sales people.

New Grads Have Grown Up with Technology

The generation that is currently exiting higher education has had experience with internet and mobile technology for most of their lives. These new grads are highly comfortable learning and engaging with new concepts and ideas. Whether your industry is traditional or cutting edge, these skills can increase your organization's efficiency and reach. Especially if your organization is on a growth track or looking towards major process changes, new grads can be highly valuable for your available sales jobs.

New Grads Aren't Afraid to Ask Tough Questions

From generation to generation, cultural norms tend to shift. Over the last several generations it has become more acceptable for people to ask questions that would once have been unthinkable, even for those working in sales jobs. Consider a few of the questions that few would have asked even three decades ago, and how important variations on these questions are today:

  • How will you decide on the ideal partner to help accomplish your goals?
  • What is your budget for this project?
  • Who are the decision makers at your company for this kind of undertaking?

New grads have grown up in an open culture, and are typically comfortable asking fundamental questions that previous generations of sales people were taught to avoid. This can help increase sales by building an open dialogue while reducing the amount of time spent on unqualified leads - a key tenet of sales, and one of the many reasons your organization may want to consider hiring new grads for sales jobs.

SalesForce Search specializes exclusively in sales recruiting across North America and serves small, medium and Fortune 500 companies. SalesForce Search helps companies find qualified sales people who will have an immediate impact on their sales targets.

5 Types of Sales Management Jobs

  
  
  

5 types of sales management jobsThere are many different types of sales management jobs, and aspiring sales managers will find that the variances between them can make a difference when it comes to overall job satisfaction. In the current sales environment some organizations are choosing to merge sales departments and designate sales roles within the merged department while others are doing away with the separate definitions entirely and relying on all sales reps to pursue sales through all categories. This makes it important to understand the different types of sales management jobs.

Sales Management Jobs: Inside Sales

Inside sales is sales performed remotely. In some respects this makes sales management jobs in inside sales easier for the sales manager, since the sales manager can more easily track sales rep activities. However, inside sales has a higher ratio of cold calls than most other types of sales, so a sales manager must have a specific set of skills to succeed in inside sales. These include:

  • The ability to maintain high morale throughout the team in tough selling environments
  • A dedication to tracking and manipulating metrics in order to determine how sales numbers can best be improved
  • A keen understanding of overcoming rejection in order to coach sales personnel on improving closing rates

Sales Management Jobs: Outside Sales

Outside or face to face sales is highly competitive and constantly fluid, as the individuals on outside sales teams may be meeting with prospects anywhere from the office to clients' offices to distant locations. This means that sales management jobs for outside sales require individuals who can be flexible, as well as individuals who:

  • Understand the sales cycle and pipeline and can impart this information to others
  • Are able to coach sales hunters effectively in team and one-on-one settings
  • Can motivate outside sales people to go after outsized targets with confidence

Sales Management Jobs: Hybrid Sales

Hybrid sales is becoming more common as sales departments merge inside and outside sales from separate departments into a single entity. Sales management jobs in hybrid sales require sales managers to:

  • Encourage sales through all available channels, and understand as well as measure how different sales are contributing to targets
  • Be able to interact with a variety of different types of sales people successfully
  • Incentivize sales in all categories so that sales people are performing the right activities at the right time for the business

Sales Management Jobs: Consultative Sales

The consultative role is most often seen in industries like pharmaceuticals; the sales reps working consultative selling roles do not sell directly, usually because of legal guidelines. Consultative selling can be difficult because it is often unclear how a sales person's activities are directly resulting in sales. This challenge must be owned by the sales manager who is interested in consultative sales management jobs. Sales managers in this sales category should also:

  • Possess an intimate understanding of relationship based selling and be able to impart that information through coaching effectively
  • Have a thorough knowledge of the industry in which they are operating in order to understand the pressures and restrictions to which consultative selling is often subjected
  • Be able to think outside the box to help sales people find new sales opportunities

Sales Management Jobs: Sales Support

Sales support departments are seen in organizations where the sales team has direct responsibility for selling and there is a clear process to allow sales people to let go of sold accounts and continue selling in the new business arena. Once sales people let go of sold accounts, these accounts typically go to a sales support department, which can sell add-ons and add value while providing customer service and other support functionalities. Sales managers in this role should have the same characteristics as inside sales managers, in addition to an intense focus on the customer service that drives sales support success.

SalesForce Search specializes exclusively in sales recruiting across North America and serves small, medium and Fortune 500 companies. SalesForce Search helps companies find qualified sales people who will have an immediate impact on their sales targets.

How Staffing Agencies Recruit for Sales Positions

  
  
  

how staffing agencies recruit for sales positionsThe competition for top sales talent is heated in any market as organizations try to win over a limited number of truly great sales people. Staffing agencies specialize in helping organizations reach and recruit this talent before the competition has the opportunity, and in this way staffing agencies can make the difference between average and exceptional performance in your organization's recruiting efforts.

Staffing Agencies Consult to Understand Your Organization's Needs

The sales hiring needs of your organization are front and center for staffing agencies, as it is only by understanding those needs that a staffing agency can deliver highly qualified candidates for an open sales position. Being able to sell is not enough to make a candidate highly qualified so staffing agencies will consult with your organization as a first step, seeking to understand other qualifiers such as:

  • Your organization's culture, to look for cultural fit in candidates
  • The long term goals and career paths for successful sales people, to ensure candidate longevity
  • Your company's must-have and would-like-to-have qualifications for candidates

By being conversant in the specific and unique aspects of your organization driving the search for qualified sales people, staffing agencies can better qualify candidates and focus on only those who are an exceptional match for your organization's needs.

Staffing Agencies Take a Two-Tier Approach to Finding Sales Candidates

It is fair to say that staffing agencies are 'always on': The search for qualified and talented sales people is never put on hold at a staffing agency. This helps staffing agencies build candidate databases of sales people with experience and skills at all levels and industries. However, successful staffing agencies know that it is not enough to rely on a candidate database to fulfill the needs of organizations looking to hire, and will also deploy custom search and recruitment efforts based on the ideal candidates that an organization is looking for.

This two tier approach allows staffing agencies to deliver the highest number of qualified candidates in the least amount of time, saving costs in the process. These cost and time savings benefit all parties involved, including your organization, the staffing agencies, and the candidates. Moreover, since these efficiencies enable candidates to meet with your organization with less delay, your organization is at less risk of losing out on a top candidate due to a prolonged hiring process.

Staffing Agencies Screen and Skills Test Before Referral

Before your organization is ever forwarded a candidate profile, your staffing agency has already ensured that the candidate meets expectations by administering thorough screening and skills testing. Staffing agencies know that their reputation depends on the quality of candidates they are able to provide, and are therefore committed to ensuring that every candidate referred is viable. The measures included in this process encompass:

  • Initial interviews by telephone and in person to gage who the candidate is and what the candidate is looking for
  • Screening that includes background and reference checks as well as personality and other profiles
  • Skills testing that takes the extra step to verify candidates' backgrounds and abilities

Staffing Agencies Work Until the Right Candidate is Found

One of the major benefits of working with staffing agencies is that organizations are assigned a point person who will partner with them throughout the sales hiring process. When your organization works with a staffing agency that has experience and a strong reputation in sales hiring, you can be assured that the point person will not stop working for you until your organization finds the right candidate for the job.

Staffing agencies perform an important function in the sales job marketplace, and through their total focus on sales hiring are able to capture and relay efficiencies and savings to organizations looking to hire top sales talent. Don't let your sales department miss out on the opportunity to hire top sales talent. Look into staffing agencies specializing in your sales areas for your next recruiting drive.

SalesForce Search specializes exclusively in sales recruiting across North America and serves small, medium and Fortune 500 companies. SalesForce Search helps companies find qualified sales people who will have an immediate impact on their sales targets.

How To Get Started In a Sales Career

  
  
  

how to get started in a sales careerAre you interested in jump starting a sales career of your own? Sales is an exciting field that is simultaneously challenging, satisfying, and rewarding. A sales career can provide you with the opportunity to set your own income goals and may provide greater flexibility and independence than other professional positions. However, it can be difficult to break in to a sales career if you are just beginning your professional career or if you are trying to transition from another industry. These tips will help you make the most of the opportunities available for beginning a career in sales.

Getting Started in a Sales Career: Learn As Much About Sales As You Can

The organizations that are hiring for sales people in the current market are open to hiring inexperienced as well as experienced sales people. However, experience that can be translated into sales is important no matter what your personal sales experience level may be. Prepare yourself for a career in sales by examining your resume for past experiences and current skills that may be useful to an employer seeking a new sales person. You may also want to consider:

  • Attending conferences and seminars with a sales focus to broaden your skills and understanding
  • Reading books and trade publications recommended by sales people to learn more about the fundamentals of sales
  • Taking courses in sales related topics such as relationship building and closing so that your sales career gets started on the right footing

Getting Started in a Sales Career: Launch Your Career with the Right Company

If you want to make your sales career work for you, it is important that you start that career with the right employer. The sales position you accept to begin your sales career should be a match for not only your experience and skills, but for the corporate and working culture in which you are most comfortable. It is also important to find an employer that offers training and mentorship to new sales people like yourself, so that you can learn and advance in a supportive environment.

This may seem like a lot to look for at once, but you can gain an advantage in the search for the right employer by reaching out to a sales recruiter. Sales recruiters are used by organizations to fill sales positions at all levels, and an experienced and active sales recruiter can likely help you find the right match.

Getting Started in a Sales Career: Understand That Rejection Isn't Personal

It is human nature to take rejection personally, even if that rejection is not truly personal. Rejection can make it more difficult to get started in a sales career, since rejection is an almost daily fact of life for anyone working in sales. It can be a major challenge to overcome consistent rejection in order to reach the sales that do close in a successful deal. Being aware that rejection in sales is not personal and taking positive steps both psychological and actionable to overcome rejection is integral to a flourishing sales career.

Getting Started in a Sales Career: Seek Feedback to Support Career Growth

Throughout your sales career, you will be on a path of constant improvement. After you begin to learn the fundamentals of selling and make your first sales, you will be on to your next target or quota. Give your sales career the support it needs by encouraging those with whom you work to give you feedback so that you can make adjustments that improve your ability to connect with prospects and sell.

Remember that even the top sales people you will meet in your new career are always on the lookout for ways to do better and push their sales numbers. Congratulate yourself on each new milestone, as each is a step towards greater success in your new sales career

SalesForce Search specializes exclusively in sales recruiting across North America and serves small, medium and Fortune 500 companies. SalesForce Search helps companies find qualified sales people who will have an immediate impact on their sales targets.

Inside Sales vs Outside Sales

  
  
  

inside sales vs outside salesSales teams in the US and Canada are seeing a growing distinction between outside sales and inside sales. For sales people these distinctions can be important, as the parameters for success in these environments are different. The following common guidelines that distinguish inside sales from outside sales can help sales people at the beginning of their careers or considering a change in career direction make an informed choice.

Inside Sales vs. Outside Sales: Location, Location, Location

The most commonly accepted difference between inside sales and outside sales, and the difference which gives each type of sales work its name, is the workplace environment. Inside sales people work almost exclusively from the office and handle the majority of sales work from prospecting to order taking over telephone and email, though clients may occasionally visit the office to sign a contract. Outside sales reps also work from the office, but frequently visit prospect and client sites and may be involved in overnight travel for this purpose. This has impacts on:

  • Compensation, as outside sales reps are usually given travel expense budgets and other travel-related compensation, whereas sales reps who do not travel will not receive such compensation;
  • Work schedules, as it is much more common for inside sales reps to have set hours given that the majority of their work is done from the same location;
  • Timeline to close, as since inside sales reps are frequently working with client bases and deal sizes that do not require face to face contact their closes tend to follow an accelerated timeline compared to outside sales.

Inside Sales vs. Outside Sales: Where and How Prospecting Is Done

Inside sales has a reputation of being a lead generation tool, finding promising prospects only to hand those prospects to outside or field sales representatives for follow up. However, in the last few years inside sales has been trending away from the lead generation aspect and it is now more common for inside sales to follow up on its own leads, except where the size or type of prospect would be better served by follow up by an outside sales representative. Still, there are differences in prospecting as done by each sales group, including:

  • Inside sales does the majority of prospecting over the phone, whereas outside sales is more likely to use a mix of telephone and in-person prospecting
  • Inside sales is more likely to be assigned to follow up with inbound leads, since their schedules may make them more available
  • Inside sales may also be partly responsible for generating leads for outside sales through references, referrals, and research

Inside Sales vs. Outside Sales: Who is Taking Care of House Accounts?

House accounts are those accounts which have extended for two years or longer, and are therefore no longer generating commission for the sales person who initially handled the contract. In many cases these accounts revert to being taken care of either by inside sales, customer service, or the first available sales person. Smaller house accounts are generally assigned to inside sales once the initial contract has lapsed. This sales team is also most likely to be responsible for reactivating dormant accounts, where an expired contract has not been renewed but the business is still a potential repeat customer.

The exception for house accounts being generally the purview of inside sales is with highly dissatisfied or exceptionally high-value accounts. Because outside sales emphasizes face to face interaction to a greater extent than inside sales, these types of contracts are almost always handled by outside sales.

Although there are not firm definitions that separate inside and outside sales, there are generally recognized distinctions between the responsibilities of inside sales and outside sales groups. Both inside sales and outside sales play important roles in the sales process, and though the key responsibilities for each group are different, the success of the business depends on both types of sales in equal measure.

SalesForce Search specializes exclusively in sales recruiting across North America and serves small, medium and Fortune 500 companies. SalesForce Search helps companies find qualified sales people who will have an immediate impact on their sales targets.

The Best Sales Jobs and How to Find Them

  
  
  

the best sales job and how to find themWhether you have years of experience in sales, or you are looking for a hot career right out of school, by focusing on the best sales jobs, you'll increase your chances of landing an actual career that will take you all the places you want to go. You'll need to think outside of the box a little bit and broaden your job search horizons in order to find the best sales jobs. While you can sometimes get lucky with traditional job searching methods, by following these tactics, you'll be much more likely to land an amazing sales job.

1. Sales Recruiters

Sales recruiters have their own network that they've been working on for years. Today's top employers rely on recruiters for a reason. Once they've established their skills and employers know they can count of them to deliver high quality employees, they'll have the in you need to get the best sales jobs. A great sales recruiter can make the difference when it comes to landing the best sales jobs. They can ease your way into the elite companies who don't actively advertising that they are looking for employees, but rather, they work with recruiters to find the perfect person for the job. Working with a recruiter increases your chance of being that person.

2. Social Networking

Right now, more companies are embracing the power of social media and using it to find talented employees. The first step is developing your own professional presence on social networking sites. Stay active and make sure you are following the companies you would like to work for. Look for the best sales jobs by staying on top of their postings and develop personal relationships with the company through interaction with them on their social profiles. Services like LinkedIn are also vital to the job seeker looking for the best sales job. Make sure you have your own profile and your resume on the service and pay attention to the job postings that LinkedIn offers as well as company profiles. 

3. Referrals and Real-Life Networking

Another great way to find the best sales jobs is by creating a network with hiring managers and decision makers at the best companies. Attend local events and don't be afraid to ask for a referral. Let it be known that you are looking for a job and make sure your talents are known. While you don't want to be annoying or over the top, you do need to put yourself out there and don't be afraid to do a little self-promotion.

The best sales jobs are out there. Remember, by far, the best way to make sure you get one is to work with a sales recruiter. They can also help guide you in terms of improving your resume and working on your interview technique to ensure that once you land the interview, you'll go the rest of the way and land the job.

SalesForce Search specializes exclusively in sales recruiting across North America and serves small, medium and Fortune 500 companies. SalesForce Search helps companies find qualified sales people who will have an immediate impact on their sales targets.

How to Talk About Why You Left Your Last Sales Job

  
  
  

how to talk about why you left your last sales jobInterviewers ask your reasons for leaving your last sales job to determine whether your departure was on good terms and under conditions that would not prevent you from being a good match for their company. However, talking about the reasons for leaving your last sales job is not so easy; here is how to answer these questions without hurting your candidacy.

Reasons for Leaving Your Last Sales Job: Stick to the Most Important Motives

When it comes to reasons for leaving your last sales job, you probably have more than one. Yet if you explain a long list of motivations for seeking a new employer, the interviewer might wonder whether any new position can meet your expectations. Pick two reasons for leaving at most, and let your other motivations go. Once you examine your situation, chances are that many of the influences that caused you to look for new opportunities were secondary.

At the same time there are reasons for leaving that can damage your image, the most damaging being “I didn’t get along with my sales manager.” Even if this was your reason for leaving and you think you can demonstrate that your sales manager was not a fit for his or her responsibilities, this reason is a major interview faux pas that has taken innumerable candidates out of consideration; avoid this and similar reasons for leaving your last sales job.

Reasons for Leaving Your Last Sales Job: Frame Your Responses Carefully

Answering why you left your last sales job may force you to bring up negative topics, but you can soften the impact by framing your responses to focus on the positive. For every negative that you must mention, mention a positive to counterbalance it, i.e., what you learned or how you adapted. In addition:

  • Tell the interviewer why this organization is different. For example, if you left because your previous organization was not selling X type of product, mention, “I know from my research that your organization has an X line of business, which I really want to work with,” and give your reasons.
  • Make it about your career. Any reason for leaving should be tied back to your career goals, your accomplishments to date, and how you want to move forward with the next opportunity.
  • Mention what you did like. Never neglect to talk about reasons that you might have stayed, and how the organization you are interviewing with provides similar opportunities.

Reasons for Leaving Your Last Sales Job: If It Wasn’t Voluntary

Having been separated from a previous sales job does not make you unemployable, but it does make it more difficult to land that next sales position. If your reasons for leaving your last sales job were not voluntary, be honest with an interviewer about the separation; he or she will find out when checking your references.

You also should talk about the “whys.” For example, if you were laid off because you did not have seniority, say so, then follow up with your contributions while you were there. If you were separated for performance, give the reasons, and explain the circumstances without placing blame: “My sales numbers were X, which was below the average for that organization; although I was improving every quarter, I did not improve quickly enough, and I learned how important it is to set concrete goals with my sales manager as a result of that experience.”

Finally, never name names. Word can travel between sales departments, and the interviewer you are sitting with will wonder what you will say about your new managers, peers, and clients. The only time that names should arise when talking about reasons for leaving your last sales job is when you give your references. By doing this, you can keep the focus on the positive while explaining your reasons for leaving your last sales job in a way that is fair to all involved.

SalesForce Search specializes exclusively in sales recruiting across North America and serves small, medium and Fortune 500 companies. SalesForce Search helps companies find qualified sales people who will have an immediate impact on their sales targets.

3 Factors to Consider Before Accepting a Sales Job Offer

  
  
  

accepting a sales job offerYou know your career better than anyone else, but it can be difficult to decide whether to accept a sales job offer. If you have reservations about accepting a job offer, know that oftentimes these doubts are the first hint your career path may be about to take a detour by accepting sales job offer propositions that are not right for you. Reflect on the following three accepting sales job offer considerations to determine whether you are on the right track.

Accepting Sales Job Offer Consideration #1: How Well Defined Is the Position?

All companies update business processes and offerings regularly, but vague statements about what the offered position is, what the responsibilities are, and what the ultimate goals of the position will be, could be an indication of a company without a firm direction, a situation that can be frustrating for you as a sales person and for prospective clients.

You should also be careful to compare the written job offer with the verbal offer. Mismatches between what you expected and what you are receiving may indicate disagreements between executives at your potential new employer or simple miscommunication. Either scenario is cause to be wary, since continuing problems in these areas once you begin work could impact your productivity and your future career.

Accepting Sales Job Offer Consideration #2: Are Salary and Compensation in the Right Range?

Salary and compensation are not the only concerns in accepting sales job offers, but they are important. If you are working on building your career you do not want to take a pay cut unless there are exceptional factors at play, such as an opportunity to work with a well-recognized industry leader or outstanding non-cash compensation, such as living expenses. If accepting a sales job offer means accepting lower salary and compensation, think carefully about the benefits of doing so and how you will explain the pay cut to future employers. It could potentially undermine your negotiating power for your next position.

With that in mind, if the salary and compensation in a sales job offer are close to reaching what you expect, do not hesitate to negotiate your way into the right range before accepting by:

  • Providing salary estimates for similar positions in the industry from respected publications
  • Showing the strength of your sales abilities to support higher compensation
  • Asking for higher compensation based on deliverables, such as a higher percentage on commission, stock options in lieu of cash, or higher bonus payments

Accepting Sales Job Offer Consideration #3: How Does It Fit with Your Career Goals?

Every sales job you hold is another step in your career, an important accepting sales job offer consideration. Your resume should communicate how you have continually advanced along your desired career path in furtherance of your own goals. A sales job that does not support your long term targets will not help you get to where you want to go. Ask yourself the following questions to measure how a sales job offer might help you advance:

  • Is it in or strongly related to the industry where you really want to be?
  • Are the actual and potential responsibilities supportive of your goals?
  • Will you learn new skills that you can use or build on later?
  • Is the company culture a fit to your working habits and preferences?
  • Are there pathways to advancement, including supervisory and management roles?
  • Can the company or its executives and managers support your future efforts?

If you can’t answer the questions you have about any accepting sales job offer considerations, you might not have enough information to be accepting the sales job offer. Although it is not the most comfortable situation to be in, it is a good idea to call back the company making the offer and ask for the information that you need to make a firm decision. Your career will thank you for it.

SalesForce Search specializes exclusively in sales recruiting across North America and serves small, medium and Fortune 500 companies. SalesForce Search helps companies find qualified sales people who will have an immediate impact on their sales targets.

Top 5 Paying Sales Careers

  
  
  

top 5 paying sales careersA career in sales is one of the top choices for professionals who want exceptional earning opportunities, due to the competitive mix of salaries, commissions, and incentives available to sales people. Yet there are many different paths to a career in sales; the difficulty is often in choosing which to follow. Here are five of the top paying sales careers.

Top Paying Sales Careers #1: Bioinformatics Sales

The health care field is growing rapidly, and there are multiple opportunities for specialization in various fields that can help sales people advance their top paying sales careers. Bioinformatics is one of these potentially lucrative sub-specialties. Health care is becoming more data driven by the day, and companies specializing in the compilation and analysis of this data are entering the field to provide solutions to help physicians and hospitals use that data. Sales people with technical and health care aptitudes are needed to sell these software and hardware tools.

Top Paying Sales Careers #2: Pharmaceutical Sales

Pharmaceutical sales companies rely on pharmaceutical sales representatives to educate potential customers as much as sell, which makes top paying sales careers in pharmaceuticals challenging as well as rewarding. Because of the way that prescriptions are issued, most pharmaceutical sales representatives do not focus on a hard close; instead, this tends to be a salaried position where potential bonuses are awarded based on sales increases in a given region or territory.

While this is different for sales people who are more used to the pursuit of a signed contract, there are other marks of achievement in this field. The need for relationship building is just as strong as in other areas of sales, and those working in this field have outstanding opportunities to become experts in their product lines.

Top Paying Sales Careers #3: Information Technology (IT) Sales

Health care is not the only industry seeing rapid shifts in the use of technology. Statistics Canada reports that nationally, in 2005 technical sales specialists earned average annual wages and salaries of $66,895, a nearly 12% increase over average salaries for this occupation in 2000. Technical sales encompasses the growing field of IT sales, in which sales people work with products both established and on the cutting edge of technology. These products might be as complicated as custom data server arrays or as simple as a new mobile application for business, but in any case there is a sales force behind any IT product on the market today.

Top Paying Sales Careers #4: Securities and Investments Sales

Statistics Canada reports that securities agents, investment dealers, and brokers earned average salaries and wages of $118,992 in 2005, a 14% increase in earnings over 2000. Depending on the level and type of securities and investments being sold, sales people in this industry may be required to earn specific certifications. However, the higher wages and salaries make this additional effort worthwhile for many. Sales roles that support securities and investments without an active role in selling these commodities that would otherwise require certification are also growing.

Top Paying Sales Careers #5: Sales Managers

According to the 2006 Census of Canada, the most recent census for which full occupational data is available, the average wages and salaries of sales managers in 2005 was $79,122. Sales manager positions are the next natural step in career advancement for many top sales people, making this one of the most highly sought-after top paying sales careers.

There is heavy competition for positions in top paying sales careers. Even if you have the skills and drive to enter these career fields, these alone might not be enough; opportunities at top employers are often filled without a public search. A well-qualified sales recruiter is the best way for those interested in these desirable careers to get started. Contact a recruiter working in your desired industry and area to move your sales career in these top paying industries forward.

 

SalesForce Search specializes exclusively in sales recruiting across North America and serves small, medium and Fortune 500 companies. SalesForce Search helps companies find qualified sales people who will have an immediate impact on their sales targets.

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