Sell yourself: what 3 recruiters actually look for in sales candidates

by Jess Ryan
March 27, 2017

Working in sales means you should be able to convince a company to hire you in a snap, right? Well, the best ways to “sell yourself” may not be what you think. If you’re a salesperson looking for a new gig, we checked in with some recruiters to learn what they really want to see from your application.

 

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Dana Monroe is an HR recruiter for Layer3 TV, a Denver-based company seeking to change how we use cable. Pictured is Layer3 sales rep, Corrinne Willis.

What are the top qualities you look for in sales candidates? Why are they important to you?

The top three traits we look for in sales candidates are focus, adaptability and spirit.

Focus means not just being on task; it means demonstrating a passion for the work and an innate curiosity to seek knowledge. Focused individuals have a clear vision and discover ways to improve processes.

Adaptability means being flexible and nimble. Adaptability is crucial. We’re a startup. Things change. We want people who can roll with the punches of an ever-changing work environment and who embrace a little chaos.

A candidate with spirit has an infectious personality and an enthusiasm that is contagious to both coworkers and customers. Spirit drives us to push forward and want to share our passion for our product with everyone.

How can sales candidates stand out when applying with you?

Resumes are often the first impression candidates make. Something that stands out strongly is job tenure and demonstrated growth. Longevity in a job shows that you are invested and you have endurance to hang in there as challenges arise. Also, being able to show that you’ve held different positions at your company gives us a glimpse into your career path.

Impressive candidates can also speak to why the job they are applying for is a relevant move for their career and how their skills and experience will benefit the company.

Lastly, preparedness is key. You should be prepared for the interview. A sharp outfit exudes confidence. It’s more than your appearance, though. You need to know what you applied for and demonstrate how you as an individual will add value to the organization.

What’s something candidates seem to think you care about, but actually isn’t that important?

Something that candidates tend to think is important but doesn’t matter that much to us is years of experience — whether in sales or in our industry. We are looking more for attitude and aptitude than years of doing the same thing.

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Personal Capital helps people track and manage their finances, including offering investment advisory services. Will Hewitt (pictured) is a recruiter with the Denver company.

What are the top qualities you look for in sales candidates? Why are they important to you?

They did their research and are well prepared. We’re always impressed by a candidate’s knowledge of the role and company. This is a simple way to highlight your level of interest and showcase your ability to gather critical information which is valuable in any sales role.

They have an inquisitive nature. Our best candidates ask questions, ask for feedback and ask for the next steps (or for the business). Good salespeople are always asking questions, so this trait is a strong signal that someone will be successful in the role.

They are highly motivated. We look for a track record of success; a great candidate should be able to point to specific events in their history that exemplify their work ethic and perseverance. Hard work is likely the biggest contributor to a salesperson’s success.

How can sales candidates stand out when applying with you?

Come to each stage as prepared as possible, including probing questions about the opportunity. The deeper you dig into the role, company, etc., the more confident we are that you’re finding the right role for yourself. Be ready to sell yourself by articulating your success stories, why you’ll be a valuable asset to the firm, and why this job is the right short- and long-term fit.

What's something candidates seem to think you care about, but actually isn't that important?

Cover letters. We use your resume to understand your background and then the interview allows us to dig deeper. Cover letters don’t add much value; they usually contain fluff along with things we already know or will find out during the process. This isn’t true for every type of role (particularly creative roles), but for sales roles, it’s an outdated formality.

 

Jon Foley (pictured, right) works as OpenTable’s director of restaurant development and new business development. Restaurants around the world use the company’s software to manage reservations and build relationships with their customers. Recruiting manager Rachel Kargas also shared some thoughts on this topic in a Dec. 2015 blog post.

What are the top qualities you look for in sales candidates? Why are they important to you?

We love to hire salespeople that have a strong understanding or passion for restaurants, are able to thoughtfully challenge the way a customer thinks about their business and absolutely crush their sales goals!

How can sales candidates stand out when applying with you?

I’m always impressed by candidates that research our products, talk to our customers about what they like and ask really smart questions.

What’s something candidates seem to think you care about, but actually isn’t that important?

I think sometimes people will answer questions in the way they hope you want them to. That’s pretty easy to spot, so I really encourage people to be honest about what motivates and inspires them.

 

Photos via featured companies.

Feeling ready to dive into your next sales role? View open ones here.

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