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A discussion of past indicators of success, how it’s measured, and what motivates sales reps to achieve it
Sample Questions: 1. In your sales process, what makes your successful sales reps successful? What do they have in common? 2. Are there any backgrounds or candidate attributes that have not succeeded in the past? 3. What motivates salespeople at your company in the first year and how do these factors change over time? 4. How is success measured within your company’s sales organization?
A description of the key value points that your company offers its clients
Sample Questions: 1. In this hire’s role, how important is the articulation of a value proposition? 2. What are your key value propositions? 3. How do your value propositions change by prospect type? 4. Do prospects grasp your value propositions immediately, or is considerable discussion and explanation usually required? 5. What backgrounds tend to produce candidates who adapt successfully to your value propositions?
An inventory of the companies and decision makers that this hire will sell to
Sample Questions: 1. What types of companies do you sell to in terms of industry, size, etc.? 2. Who are the relevant decision makers and influencers in your customers’ buying process, and how do they vary from customer to customer? 3. How important is it for a hire to have a deep understanding of the customer’s industry and the decision maker’s role? 4. What customers should a candidate have sold to in the past? Is it expected that the new hire will bring in a list of contacts?
An overview of the products and services that this hire will sell
Sample Questions: 1. What products and/or services will this hire be responsible for selling? 2. How complex is the basic product offering and what, if any, technical knowledge is required to sell it successfully? 3. How much customization is available within the product offering and how customized is the typical sale for each common type of customer? 4. What products might the ideal candidate have sold in the past?
How will this hire interact with prospects?
• Full partnership • Multiple long‐lasting connections • Integrated process • Collaborative sales approach
Where do your company’s product(s) and/or service(s) fit?
• Esoteric Product • Consultative Sale • High Customization Product Complexity
L5 L4 L3 L2 L1
• Cross‐functional info sharing • Customized proposals and sales • Sharing of some business info • Repeat sales and up‐selling • Transaction‐based sales • Vendor/Commodity relationship
• Commodity Product • Transactional Sale • No Customization
Value Proposition Complexity
A description of your company’s industry and recent trends
Sample Questions: 1. In what industry or industries is your company commonly classified? 2. Who are some of your key competitors and how does your company differentiate itself from the competition? 3. What are some recent industry trends? 4. What depth and type of industry experience might the ideal candidate have?
Information about your company’s history, vision, and key selling points to potential employees
Sample Questions: 1. Are there aspects of your company history or culture that are important for a candidate to understand? 2. What are your company’s history, long‐term vision, and exit strategy? 3. What, if any, specific companies might the ideal candidate have sold for in the past?
Copyright © 2009 Urgent Career: Better Career Matching Through Technology
Quick Guide: Defining Position Requirements (Continued)
A set of key sales process metrics that aid in understanding your company’s sales process
Key Metrics: • Ratio of Revenue from New Business vs. Existing Business • Average # of Cold Dials per Day • Average # of Attempts per Decision Maker Connect • Average # of Deals Closed per Month • Average # of Deals in Pipeline Concurrently • Average Sales Cycle Length (e.g. 3 Months) • Percentage of Time Spent in Each Sales Process Phase • Average Deal Size (e.g. $10,000) • Percentage of Time Spent Researching vs. Calling • Percentage of Time Spent on Non‐Selling Related Activities (e.g. meetings)
An overview of your company culture, organizational structure, and support infrastructure
Sample Questions: 1. What is the physical work environment like? 2. What skills has the company had success developing? What skills does a successful candidate need to bring to the table? 3. What training is offered? 4. What tools and support does the sales team have? 5. What is your company culture like (e.g. working hours and dress code)? What backgrounds do current employees come from? 6. How much interaction with other members of the sales team is required to be successful? 7. How much interaction with other departments is required to be successful?
A detailed analysis of your sales team, sales process, and associated activities and their relative importance
Sample Questions: 1. Please explain your sales process. Which of these activities are most challenging, time consuming, and important to success? Pre‐Prospecting Identifying Targets Researching Leads Building Lists/Plans Tracking Activity Prioritizing Time Prospecting/ Qualifying Initial Outreach Cold Calling Scheduling Meetings Articulating Value Pitching Identifying Stakeholders Creating Presentations Listening Uncovering Objections Developing Solutions Closing/Negotiating Consulting Negotiating Customizing Overcoming Objections Closing/Order Taking Service/Follow‐Up Setting Up Accounts Coordinating Team(s) Deepening Relationship Up‐Selling Generating Referrals
2. How are leads generated? Is lead generation involved in this role or will the hire be given a list of leads to call on? 3. How much cold calling is involved in this role? 4. How are leads qualified once they are contacted? 5. How involved is the sales hire, if at all, in ongoing account support? Will the hire be responsible for up‐selling or renewals?
5. What is the most challenging aspect of your sales process? 6. What sales activity has the biggest impact on success and why? 7. How is the sales force structured? How does the sales force fit in the larger organizational structure? 8. How do the sales process and sales activities vary for different members of the sales team?
A summary of the open position(s) details including location, territory, quota, compensation, etc.
‐ Location ‐ Quota ‐ Territory
Sample Questions: 1. What territory and quota will the hire be responsible for? 2. Where is the position based? Is it a remote position or an office‐based position? 3. How much travel, if any, is required?
‐ Base Salary ‐ Commissions ‐ Other (equity, benefits, etc.)
Sample Questions: 1. What are on‐target earnings for the first and second years? 2. How do the on‐target earnings break down in terms of base salary, commissions, bonuses, and equity? 3. What benefits does the position offer?
‐ Key position selling points ‐ Career Advancement ‐ Intangible benefits
Sample Questions: 1. What other intangible benefits are there for working at your company? 2. What opportunities for career advancement does the position offer? 3. What attracts talent to your company?
Urgent Career is revolutionizing the way top‐performing sales professionals are matched with roles in high‐growth companies. Our patent pending technology‐enabled process delivers high potential candidates suited to your company’s unique needs. More at www.UrgentCareer.com. Copyright © 2009 Urgent Career: Better Career Matching Through Technology 2