According to a
candidate survey from
totaljobs, 66% of candidates say that salary is what attracts them to a company;
this makes it very important for Employers to understand the going rate for the
most common sales jobs. Below you will be able to see the most common sales
roles and the salary you should expect to pay.
Internal Sales - Internal Sales roles can be a combination of sales,
marketing and general administration. The role can often expose you to
many different sales and marketing skills and as such an internal sales role
can be a great starting point for a career in sales. Salaries are
typically £16k - £22k.
Telesales - Encompassing telemarketing, appointment setting, and
incoming sales to complex technical solutions sold via the telephone. Often the roles support or 'buddy' with a field sales professional.
Salaries range from £14K to £28K. Sometimes the 'on target earnings'
or OTE is double the basic so the potential to earn can be extremely high.
Field Sales Executive – This is the most common field sales role
which is a client facing role and a mix of new business generation and account
management.Typical basic salaries are £20K to £32K.
Account Manager Jobs- Usually a field sales or client facing
role where you are tasked with maintaining accounts and increasing the account
spend. Salaries range from £18K to £70K although typically are in the £24K -
Development Manager Jobs - A more
sophisticated new business orientated sales role where accounts are
strategically targeted and are normally high valued. Perhaps targeting clients where some business
is already being done and the objective is to leverage the account. Salaries are typically £32K - £55K basic
Channel Sales/Distributor Sales - Selling product through a distribution or
wholesale chain the role is often introducing new products, product training,
encouraging the distribution staff to sell your product over competitors,
setting incentives, etc. Salaries range from £25K to around £45K.
Regional Sales Management/Field Sales Manager- Managing a team of field based sales
professionals this is a people management role where you will mentor, drive and
develop your sales team to greater success. Normally
your bonus is based upon their performance. Salaries
typically range from £32K to £50K.
Sales Manager- A hands on management role ensuring that your
team are trained and motivated to succeed. Usually
you are remunerated on your team hitting their sales performance targets and
key performance indicators (KPI's). The role normally has a heavy element of
administration - sales forecasting, sales appraisals, etc. Salaries range from £35K to £80K.
Field Sales Engineer - Sales Engineer roles vary widely from
component sales to hugely complicated project led solution sales roles. At the more complex end an engineering/science/mathematics qualification
is often required and the sale is often won by your technical abilities rather
than your sales skills. Salaries range from £22K - £45KBasic.
Pre-sales or Technical sales support - Normally in technical, engineering or IT
sectors your role is to support the sales team from a technical capacity in
order to 'close the deal'.The role varies enormously between companies as do
the salaries as they range from £16K - £60K and sometimes the role is titled
Export Sales and International Sales - Selling outside of the UK.
Representing UK manufactured products (or more normally US or Chinese
manufactured products!) overseas. From the UK this is typically into
Europe or EMEA (Europe, Middle East and Africa). Languages and knowledge of customs/cultures
are normally required. Salaries range from £25K to £55K Basic.
Director - As Sales Director you are
ultimately responsible for all of the commercial aspects of an organisation -
bids, tenders, costing, estimating, marketing, etc. Dependent on the size
of the business it could be a largely 'desk job' analysing data and performance
to a very hands on people management role. Salaries range from £50K to
£140K dependent on the size of the business and the industry sector.
A lot has changed in the since the 'Great Recession' in 2008-09,
especially in the 'job market' and many employers have realised the ‘hard way’
that they no longer ‘hold all of the cards’
Whilst there used to be lots of competition for jobs, with clients able
to pick and be spoilt for choice, this is no longer the case. Gone are the days
of slowly shifting to a candidate driven market over seven year cycles; it is
here and, despite Brexit, the Scottish Referendum and other distractions, it has
been here since before at least 2012.
Candidates have a lot of power and are able to 'flex their muscles' when
looking for a new role. This means bad
news for sluggish hirers as the talent they seek to acquire are receiving
multiple job offers in a very short space of time. In addition to that, latest research
from ‘Consol Partners’ show that at least 80% of candidates accept the first
job offer that they receive.
This makes it vitally important for all employers to move quickly when
recruiting and here’s some straightforward tips to help you speed up your
Clear Job Description – This may sound simple but often employers interview
candidates that meet their criteria but don’t realise it. They’ve aimed for a
target that they haven’t defined and without a job spec they didn’t grasp that
they’d actually met their perfect candidate! Several weeks later, after meeting
several further candidates that didn’t meet that benchmark, they return to
offer the original candidate. Surprise,
surprise their perfect candidate has been recruited elsewhere. Save yourself time, and lost opportunity, by
having the criteria to recruit against from the outset. Advice on writing job specifications can be
found in our Recruitment
Agree the Time-frame – Set out an agreed time-frame with colleagues for your recruitment process. Check out our Recruitment
Checklist for advice.
Decision Makers there? Be aware of the availability of colleagues involved
in your recruitment process. Check their
diaries and ‘pencil in’ agreed dates for all interview stages.
Decisions Against Agreed Criteria – Don’t take
days/weeks to decide if a candidate is the right fit, try to sit down straight
after the interview to decide while the candidate is still fresh in your mind.
Gut – Hiring decisions need to be a combination of both insight and instinct. Aaron Wallis can help employers add effective
recruiting tools into their service which do not necessarily prolong a hiring
process. Waiting for references can
potentially add another week to the hiring process. We recommend making verbal offers, ‘subject
to references’ to ensure that you do not miss out on your perfect candidate.
Process – Try not to drag out the process to more than 1st
and 2nd interviews, any more than this and the candidate is already
likely to have received an offer elsewhere.
Communicate – Things
happen in business that ‘blur’ a recruitment process, we get that. However, if you don’t inform candidates that
there is a delay, with valid reasons, then they’ll simply assume that you’ve
Moving quickly is likely to be the difference in securing the best
talent and it could save you a lot of time, and lost opportunity, in the