7 years ago
February 21, 2017

3 Things Sales Recruitment Agencies Would Advise Against

As a job seeker, the process can be a long and stressful. Here are three things that sales recruitment agencies would recommend not doing.

Rhys Metler


Did you know that the majority of job recruiters would do an online search on potential candidates? The job search process can be a long and stressful one. Everyone wants to be cool and collected during his or her interview, yet it’s tough to feel calm when it feels like your career is riding on landing the position.

Interestingly, 77% of job searchers are now using a job search app to help them along with their process. Not all the apps in the world, however, can help you if you haven’t prepared yourself with the tools you need to land an interview.

Did you know that, according to NPR, up to 80% of sales job openings are never publicly posted? Many of these openings are routed to recruitment agencies. Sales recruitment agencies are in charge of screening candidates before they are forwarded to a company, and there are many mistakes they see being repeated. Here are three things that sales recruitment agencies would recommend not doing.

1. Being Nonspecific

Many people have heard about the importance of peppering certain industry-specific words and buzz phrases into their resume, cover letter, interview, etc. However, what sales recruitment agencies are looking for are candidates who can discuss specific goals they’ve set and achieved. Use numbers and percentages in order to convey your concrete achievements, and avoid filler jargon.

2. Being Vague about Your Ambitions

It might seem like playing the field is the way to go for netting a job. Keep your resume sounding as open as possible, and multiple types of companies might be interested in you, and see that you may fit in a variety of positions or so the logic goes. However, the opposite is often true. By not specifying that you seek a managerial position, for example, job searchers will move on to someone who seems more established in their niche specialty field. Play up your strengths rather than muddying them.

3. Not Seeing the Interview as a Selling Opportunity

As John Klymsyn once wrote, “Applying for a sales job is an audition for the job.” Hiring managers are looking for key personality traits in a sales person. They want someone who understands how to negotiate what they’re offering in order to fit a client’s needs. They’re looking for someone who is flexible in how they talk—someone who can be energetic when needed, or reserved when the occasion calls for it. If you don’t treat your interview as a preview for the type of job you’re going to do, you’re making a mistake.

Rhys Metler

Rhys is a tenacious, top performing Senior Sales Recruiter with 15+ years of focused experience in the Digital Media, Mobile, Software, Technology and B2B verticals. He has a successful track record of headhunting top performing sales candidates for some of the most exciting brands in North America. He is a Certified Recruitment Specialist (CRS) and has expert experience in prospecting new business, client retention/renewals and managing top performing sales and recruitment teams. Rhys enjoys spending quality time with his wife, son, and daughters, BBQing on a hot summer day and tropical vacations.