As in many other organizations, finding top sales talent is a challenge. You need to have a well thought out and efficient recruiting process to attract the best of the…
As in many other organizations, finding top sales talent is a challenge. You need to have a well thought out and efficient recruiting process to attract the best of the best. However, many sales organizations fall short with job descriptions.
According to Toronto sales recruiters, one of the main reasons companies struggle to find the best people is the job descriptions they write. They are less than stellar at communicating the role and opportunity. There is a disconnect between what is written in the job description and the type of person they are trying to attract.
Writing a perfectly crafted job description that attracts top sales talent is an art. It can take some work to get it right.
In this blog, we aim to help sales organizations write better job descriptions. Here are 8 ways to optimize your sales job description to entice top talent to apply:
All sales companies write job descriptions. Most of them sound and look somewhat the same. So, stand out. Be different. Take a look at what your competitors are writing. Look for ways to write your job descriptions better. How can you be more engaging? Can you make your description easier to read? What opportunities exist to make your job ads stand out?
Online search matters in today’s recruiting world. You need to make your job descriptions as easy to find as possible. Therefore, perform a little keyword research and identify the terms and phrases candidates would use to search for the type of job you are posting. Include these keywords in your job description. This will make your job post easier to find via search.
The job title is one of the most important elements of a job description. However, it’s often one that creates a lot of confusion. There’s a trend to try to spice up job titles and make them sound more fun. However, when you get creative with job titles, it can make them too vague. It can make it difficult for people to understand what the job entails.
Make the job title an accurate reflection of the role. For example, avoid calling a job “sales ninja” or “sales aficionado” when sales rep will suffice. Also, specify the level of the role by adding words like junior, senior, and manager.
Job descriptions tend to be filled with sales industry lingo and buzzwords. They are included in an attempt to make the jobs seem more exciting and make the job description more engaging. But it can do the opposite. Too much jargon can make your description more difficult to read and understand. This will drive some people away from applying. As a general rule, if it doesn’t add value or provide important information people want, don’t include it in the job description.
Finding the sweet spot for how much information to include is important. You don’t want the description to be too short or too long. When it’s too short, candidates will have too many questions. When it’s too long, people will be less likely to read through all the details.
Here’s what to include:
Writing a great job description is time-consuming, but the reality is most candidates will scan the posts for the details they’re looking for. Therefore, it’s important to ensure you write your post in a way that makes it easy to scan. Use headers, bullets, and highlight key information to make it easier for candidates to quickly understand what the job is, what it entails, and the benefits of working for your company. If they’re interested, they will dive deeper and read the entire description.
It’s also important to ensure your post is optimized for mobile. Consider how your description will look on a mobile device. Too much text will make it more challenging to read.
It’s tempting to make bold statements in the job description. You want to get people’s attention and encourage them to apply for the job. But you have to be realistic and avoid making promises you can’t keep. Never make false or misleading statements in your job description. This will only create issues as you get deeper into the recruitment process. It can also hurt your employer brand.
Are you being realistic about the type of candidate you are trying to attract? Are you being too strict with your requirements? Are you trying to attract a unicorn? Make sure your description doesn’t disqualify or scare away top sales talent from applying. Often, companies make requirements too specific – too many years’ experience, a certain type of educational background, and too many specific skills.
The quest to find the best sales talent never stops. Check out these informative blog posts by our expert Toronto sales headhunters. Get tips and advice about how to find top candidates, key things to look for, and how to improve your interviewing skills:
SalesForce Search is a Toronto sales recruiting company which specializes in the recruitment and placement of sales professionals. We recruit salespeople in every sector of the economy including, software, manufacturing, financial services and medical devices. Find the right salesperson for your organization, start your search here.
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.