Last Updated on 29/03/2014
Kristin Condon is a Toronto-based recruiter specializing in sales positions. We picked her brain on what recruiters recommend and look for, how to get a job and the state of the job market.
– Kristin, could you elaborate on your experience and career thus far. What is your area of focus?
I have 13 plus years of recruitment experience – both agency and corporate. My current area of focus is sales recruitment of all levels, for all industries.
– What is some advice you would offer to individuals seeking a sales role or seeking a team management role? What traits are needed and what background is desirable?
This all depends on the level of role and industry – and there may be specific experience needed or required for example industry experience, inside sales management experience over outside, et cetra. Overall, most sales management roles are looking for leaders that have previous experience managing a team, someone who has previous experience as a proven salesperson and someone who is passionate about coaching and mentoring others.
As for Salespeople, desirable traits are previous experience, motivation, drive and being incented by money is key. Any sales metrics where they can show and prove their success – ideally on an incline in their career is key, that is how each role provides new and additional experiences. As far as advice please make sure to have voice-mail on your cell phones! So many salespeople do not and be sure to leave your name and number when you leave a message. Have firm handshakes, know your metrics like what is your sales quota, did you meet it or exceed it and if so, by how much, were you number one on your team? What was your average sale size? What was the sales cycle? Who do you sell into? Et cetra.
– What does a recruiter look for when interviewing, filtering and assessing a candidate for the above-mentioned roles? What would a recruiter appreciate from the candidate?
The ideal candidate is someone who is truly looking for a partnership. They value the recruiter and what the recruiter can do for them which is to get them in front of the decision-maker, give them all the necessary details so that they can properly prepare and give them feedback afterwards whether good or bad. A recruiter needs the candidate to have the right attitude – positive, thoughtful – and to know what they want. It is very difficult to help candidates that are looking for any role in any industry and don’t know what type of role or environment they like or at what they have excelled. A candidate needs to prepare properly. At the end of the day a sales interview really is a sales meeting. It is up to the candidate to sell himself to the hiring manager and to close the deal – or at least get to the next step in the process.
– Conversely, what are the bigger mistakes or faux-pas you have seen from candidates?
Candidates that try to wing the interview and don’t prepare; are not specific in their answers and are vague rather than giving specific examples; that are negative about past employers; that have too many excuses about why they were not successful and that have jumped around too much.
– Any recommendations or thoughts for individuals who are interested in a career change into sales or group management?
You need to expect to start at the bottom. The best sales role to get into is a hunting or business development role even if you only do it for a year or two. It will give you great insight into sales and help you evolve.
– How is the market as of today? What is the job market outlook for candidates in your territories?
Great! Sales is one of the best roles to be in – no matter what the market looks like, companies are always hiring sales people – they help grow the bottom line (smiles)!
Kristin can be reached at Kristin@salestalentagency.com or by calling 416-605-5964.
Never seen a better post! ICOCBW
Thanks for that! It’s just the answer I needed.