How to Hire and Retain a Sales Executive

Hiring a Sales Executive? Take these four steps to hire the right person for the job.

The growth and long-term success of your company depend on a competent, effective sales team. Because the head of Sales likely leads the department, choosing the right candidate for the position is key. 

Before creating the job description, PAUSE … and then ask yourself and other stakeholders these questions:

• Is our leadership team aligned when it comes to the purpose of and fit for the role?

• Do we have someone on the team today who has the ability to stretch or step into this role?

• Where have we made missteps in the past when hiring for this function?

• What did we learn from that process when it comes to fit?

• How will we position this new hire for success?

• Do our designated interviewers know how to assess sales capabilities?

The answers to these questions will provide clarity and contribute to a successful hiring experience for you and for the new hire.

Now you are ready to recruit and need a solid plan for creating a compelling position spec and identifying and vetting candidates to help you land top talent. The best strategy involves pinning down where this individual will fit into the overall company goals and culture. You need to conduct more than just a resume review to hire a Sales Executive who will help the company grow and succeed long-term.

Here are specific steps to take when you are hiring a Sales Executive for your company.

1. Create a compelling job description

To attract top talent, you need a job description that concisely tells a story about the company and where the Sales Executive will fit in. Describe the characteristics you are looking for that are directly related to success in the role, and expectations about experience need to be clearly stated. Be mindful of the fact that titling does matter, given they are externally facing, and see the title as a tool to present credibility and gain access to key stakeholders with potential clients.

While you should create bulleted lists of responsibilities and required qualifications, it is important to include a short narrative that sets the tone. Candidates should get a sense of what the company stands for and why this position is so vital.

2. Advertise the position to the right audience

Once you create the job description, it is time to post it. Unlike C-Suite level candidates, senior sales individuals do indeed engage with job boards and tend to be more responsive to a recruiter’s outreach in comparison to other functions. They understand the importance of keeping in touch with and expanding their network. Each industry has its own unique online community and often has industry-specific job boards, so take advantage of the outlets applicable to your market. Post the job on popular sites, but also consider senior-level and sales-specific boards as well.

LinkedIn remains one of the most valuable online tools for recruiters and job seekers. You can search for candidates and browse through your network to see if you already have contacts who meet the job requirements you have defined. Your contacts could be potential candidates or serve as great referral sources toward identifying the strongest candidates. Make sure you announce the opening to your connections and reach out to individuals with whom you are interested in working.

3. Know how to vet candidates

Once you have created your job description, you will have a solid sense of what you are looking for. But when it comes time to start reviewing resumes and interviewing, there are even more considerations. 

Aside from an impressive resume and sales experience, it is crucial that candidates uphold the organization’s values and vision while fitting into the company culture. This means you need to involve others in the interviewing process to conduct the culture-fit interview, which is more focused on a candidate’s ideal working environment.

A Sales Executive will most likely need to be an excellent leader, so experience managing others should be assessed. Ask questions specifically related to their leadership experience. Inquire how they have handled similar challenges in the past that are likely to arise in this role. Ask candidates to talk about their sales philosophy and how they can make a significant impact at the company. 

And never forget, sales talent can be very good at selling themselves. This is what they do for a living! For this reason, they need to provide numbers and explain how they helped previous companies grow. Key questions should be asked regarding types of goods/services sold, size of deals, sales life cycle, lead sources, revenue goals, and historical meeting of quota.

Remember candidates are interviewing you as well. Allow time for them to ask plenty of questions to ensure the fit exists on both sides. Only then will you hire someone who is likely to stay in the position for the long-term. 

4. Get help from an executive search firm

One of the smartest steps you can take when hiring a Sales Executive is to work with a recruiting firm that focuses on executive-level positions. The firm’s guidance and expertise can help you identify the strongest passive candidates. They will partner with you, act as an extension of your brand by touting your selling points, know the ideal target companies from which to recruit, and possess expertise in assessing candidates to ensure a fit with your requirements and vision for the role.

Drive Talent is ready to help you identify your Sales Executive and set your company on a long-term path to growth. We are a women-owned boutique recruiting firm in Chicago, focused on executive-level sales and marketing job placement and recruitment.

Find the right candidate for the job by working with us. Contact the team at Drive Talent to learn more.