How should I go about attracting experienced sales managers?
Adtalent executive search is planning to open subsidiary in Barcelona, Spain in a year. We are looking for sales person experienced in recruiting services. What could be the motivation for such candidates to join our team?
Hi Alexey, Sales managers with excellent track records in their current positions wouldn't want to move to another company or organisation if they did not feel that this shift could be as sustainable and have some future remit to both their career paths and finances.
Areas that experienced sales managers would look at to make an informed decision include:
1- Clear business objectives
2- Realistic sales targets
3- Realistic understanding of the management as to how much time penetrating new market would require before start to see tangible results
4- Information made available: Marketing should share intelligence reports about the specific market that the sales manager will be responsible for. Such information will include knowledge about the people's behaviour, competition, External factors such as Governmental policies, etc. anything that will make the experienced sales manager comfortable that the new organisation has done its homework properly and they know what they are doing.
5- Good motivational scheme (including financial benefits). Sales managers have to be rewarded and recognised for their efforts.
These are few points - some experienced sales managers will look even more in-depth before deciding to take a job or not.
Why is it important to know that? Your advert or job posting has to reflect these points if you were to attract the right talent.
There are also other ways of doing it which I am happy to discuss should that is of an interest.
Hope this helps
I would start on LinkedIn. I am sure there are sales, sales leader, sales manager groups on LinkedIn in Barcelona.
You should be able to find people there.
Experienced Sales Manager seeks challenges, authority and profit sharing.
If you can offer this, you can get better candidate..
First of all you design hiring formula in which also added the parameter for improving and enhancing the skills of success person, and share this formula on social media and recruitment groups,...
I agree with Eddy, for good people everything has to be right: a product and/or ervice they love, working conditions (material, infrastucture, support), vision, future development (professional and personal) and money. I'd say if you're not absolutely unique in the points before and you've got an addict for your company then money is the biggest driver.
And for people like me - the location is really important - think of family and living quality. That's why the companies in Ireland save tax but struggle immensly getting not only good people, but people at all - no people, no revenue, no earnings -> I suggest, companies being located in Ireland lose more money by not getting (good) people than they can ever save on tax. Wrong thinking of the member of the boards - I know companies trying to pull whole departments from other countries to Ireland and their employees just showed them the finger. Consequence: The departments stayed in the other countries or the people left and accelerate now successfully business for competitors - Barcelona though should be fine. Good luck and success. Dirk Starz