Why Sales Hiring Managers Write Bad Ads

Posted by Chris Mott on Thu, Jul 14, 2011 @ 10:07 AM

Recruiting is without doubt a competency most sales leaders are very weak in. They engage in recruiting when someone leaves or they need to fill a position, which puts them in a position of weakness. If they have good skills they are often rusty and the pressure to fill the position causes mistakes, usually costly ones.

Most postings have three sections. First and unfortunately the longest is an advertisement for the company. This is usually followed by a less than succinct and frequently contradictory description of the position,with way too much information.

The third section, usually the best, is a short-listing of activities the salesperson needs to accomplish. By the time a good salesperson gets to it they are confused, disinterested and have little understanding of what the job really is, why they should apply and whether they are a good fit. The result is most anyone can apply. On the flip side the ADis so detailed and limiting that no one meets the criteria.

Sales postings need to be written in simple plain language that quickly describes what they must have already accomplished. Great care needs to be taken with the words used to insure that you are not incorrectly “labeling" the position. The primary goal of a posting is to get good candidates in the door. Don’t overwhelm them with information which you care about but isn’t necessary at this point in the selection process.

Pick a posting, any posting, read it and ask these questions.

  1. Are the really important points lost in the text?
  2. Is it an advertisement for the company or the position?
  3. Can you easy describe what they must do to be successful?
  4. What is the selling environment?
  5. How much money is on the table?

If you have a difficult time answering the questions your posting isn’t well written. If you want an unbiased opinion and a clearer picture of the problem have someone who isn’t involved in the recruiting what they think the posting says.

Topics: sales, recruiting, ads, hiring salespeople

Sales Management Blind Spots – Do I have to change also?

Posted by Chris Mott on Mon, Aug 24, 2009 @ 13:08 PM

Recently I spoke to a CEO who was frustrated by the performance of one division in his company.  He concluded he needed to hire a new sales team. He could articulate the compelling reasons for change and the negative impact this non-performance was having on the business.

When I asked him what the current sales leader's role would be in the future, as well as his own (CEO's) role in managing the new staff, he became defensive. He understood that the current sales leader was a big part of the problem and was very frustrated by this, but his willingness to make changes and his approach to solving the problem was another story.

Are you a leader who doesn't like the nitty gritty of sales management? Are you hoping your salespeople will be successful entirely on their own? Are you expecting a different outcome without changing how you lead and manage?

If so what are you really saying?  Perhaps it sounds like this. "All I want is to hire someone who knows exactly what to do with all the right contacts, that doesn't need or want help and will overachieve on their own".

When was the last time you hired anyone like that and how quickly after you hired them did they fail or start their own company?

Topics: recruiting, sales management, Management, Changing_Behavior

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