Tuesday, 18 October 2016

Most Common Sales Roles and the Salary you should expect to pay

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 - £34K bracket.

Business 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 salaries.

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 Applications Engineer.

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.

Sales 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.

Written by Liam Oakes



LinkedIn - http://www.linkedin.com/pub/liam-oakes/4b/536/403  

Wednesday, 12 October 2016

The Need to Move Quickly in a Candidate Driven Market

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 process.

Write A 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 Plan Template

Agree the Time-frame – Set out an agreed time-frame with colleagues for your recruitment process.  Check out our Recruitment Checklist for advice.

Are the 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.

Make Quick 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.

Trust Your 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.

Shorten the 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 recruited elsewhere.

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 process.

Written by Liam Oakes





Wednesday, 20 July 2016

The Importance of Closing at a Sales Interview

When asked, “Do you have any questions” at the end of the interview, it is the opportune time to close.  This truly can make all the difference as to whether you get the job, or not.
A colleague recently sat alongside a client during five interviews, and only one closed at the end; I bet you can guess which one stood out and moved onto a second interview.

How to Prepare for a Close
Before your interview ensure that you prepare how you’re going to close but in a straightforward way. Prepare the closing questions that you’re going to ask and ask a friend if to roleplay them with you. You may get taken off in a different direction by the interviewer so have that in mind. By the time you get to the interview you will be confident and ready to close at the right moment.

Why You Should Close?
You would never leave a sales meeting without agreeing the next steps forward, would you? Every sales interview is a sales meeting. Sales professionals must be able to close deals so closing at an interview shows the potential employer you are confident and willing to close when you start the job. Be that individual who stands out by making sure you close.

When to Close
You will feel the meeting is heading towards a natural end; the questions are not so intense and there may be a glance at the watch, it will be instinctive, and you should start thinking about what you’re going to say in your close. In almost all interviews the interviewer will ask if you have any questions, this is the ideal time to close.

How to Close
Once you have made your points about why you are the perfect candidate for the role and mastered any objections from the interviewer, you have to overcome the final hurdle of closing the interview. The minimum you should be asking is what the next step in the process is and how long the process is likely to be. You should also be asking how many candidates are in the process, and if you feel it has gone really well, be direct and ask if you have got a second interview or even ‘have I got the role’!

You should always look to 'leave your mark' on the interviewer. Make them aware you have enjoyed the meeting and reiterate your interest in the vacancy, don’t just get up and go!

Written by Liam Oakes

Liam is the Sales Recruitment Manager at Aaron Wallis and has been with the company for 5 years after having a career with the RAF; Liam has helped hundreds of Sales Professionals secure a new Sales role and ensures that Aaron Wallis runs smoothly.