A lot is often spoken about how to land a job that comes with that fancy package after living the great MBA dream. But no one really talks about how to recruit after these professionals have acquired that degree. With companies thronging the gates of business schools to take in the best sales and marketing professionals, the actual skills required for the correct job role cannot be overlooked. But there is no set guide to recruit these individuals. Neither do the candidates come with all that the company needs. Now it might not even be necessary to have a degree to do justice to a sales and marketing role. But finding such a candidate is a different ball game altogether.
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Sale and marketing professionals should possess skills in various areas to connect with stakeholders, understand the market, communicate, and so on. Just when the candidate proves to be the right fit, you realise that there is another who is more flexible but lacks communication skills. Several skills cannot be learnt and has to be acquired overtime.
Here are a few things to keep in mind while recruiting sales and marketing professionals:
Look for experience
Look out for candidates who have moved across places and have had experiences across multiple locations. Such candidates adapt easily and welcome change.
Define the role
Define the exact role and what is expected from the candidate. Be frank about it to avoid any hiccups later. Also, in case there are any clauses involved within the company, ensure the candidate is aware about it.
While recruiting sales professionals, give them tasks and exercises that will help you understand how they may go about it. Also it will give them a taste of how the job maybe like. Although no one can get a complete understanding with a short exercise, developing a brief idea is a good way to go about it in the beginning.
Look for versatility
Keep a check on their previous experiences and internships. Also have a look at whether the candidates have done anything different that makes them stand out of the crowd. A versatile candidate is someone who will be creative in their thought process and work. They may not follow the conventional route and may be able to give smart suggestions when the need arises.
Ensure authenticity when it comes to previous roles and tasks done. Candidates often have a tendency to elaborate prior work unnecessarily to catch the attention of recruiters. You wouldn’t want to recruit someone based on a task that you think aligns with the company’s and later find out that the person doesn’t really have any hands-on experience associated with it.
Help break the ice
Once recruited, make the entire team interact with the new recruits. Sharing experiences and getting to know people who have worked previously is a great value addition to any person. The team will also get to know the new joinees in a better way before designating work to them.
Have we missed out any other useful pointers? Do mention them in the comments below!