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Topics Covered: <a href='/resources/search/?query=Online job boards'>Online job boards</a> | <a href='/resources/search/?query=Written Communication'>Written Communication</a> | <a href='/resources/search/?query=Sales personnel'>Sales personnel</a> | <a href='/resources/search/?query=Tips and techniques'>Tips and techniques</a> | <a href='/resources/search/?query=Recruitment and selection'>Recruitment and selection</a>
Talent & Recruitment
Mar 17, 2010 | Canadian Professional Sales Association (CPSA) lock

Many commercial e-cruitment services (e.g. Workopolis, Monster.ca, Jobshark etc.) have a template that the employer fills in outlining pertinent information—job location, title, starting date, name of company hiring, company/industry specialization, job description and job category.  It is recommended that you don’t just cut and paste data from the formal job description into the template.  Although this may seem like a fill-in-the blanks exercise, you must keep in mind that your goal is to attract candidates and get them to forward their résumés to you.

  • State the specifics up front starting with job title, position’s reporting relationship, company name, territory location (include city or region), and job reference number.
  • Use headings (e.g. Key Responsibilities, Required Qualifications and Desired Qualifications) as signposts.  Online job seekers are drawn to headings.
  • Isolate three or four personal characteristics that have the greatest impact on successful job performance (be careful that each requirement you identify is specifically job-related). 
  • Rank the position’s responsibilities in order.  List major job duties followed by minor job duties.  
  • Identify client types and markets segments that the salesperson will be handling.
  • Outline Total Target Compensation for the position, including allowances.
  • Indicate method of application preferred—email, fax or mail.
  • Use objective language. Avoid hype (e.g. “unlimited income opportunity”) hard-sell and buzzwords, which distract and deter candidates wanting real information about the position you are offering.
  • Use shorter words and write sentences that are short (20 words or less). 
  • List information using bullet points, or numbered lists if appropriate.
  • Arrange information in short paragraphs, with one main idea per paragraph 
  • Use highlighting and boldface type where appropriate.  Never use italics as they are hard to read, especially in smaller types.  
  • Never use underlining as it looks like hypertext. 
  • Edit your copy for spelling errors before hitting the “submit” button.  
     
    If you plan on using e-cruitment services as a key means for recruiting sales personnel to your organization, you may want to save yourself some work by doing the following:
  • Have your company logo scanned into a PDF file so you can submit it along with your ad.
     Set-up a document template/style sheet to create a uniform look for all employment classifieds with set headings.
     Set-up an electronic folder on your PC and whenever you run across an effective online ad for a sales position similar what your company has to offer, copy the ad into the folder for future reference.

About the Author:

The Canadian Professional Sales Association (CPSA) is a national organization of 30000 sales and marketing professionals. Members receive significant savings on travel, business costs and more. The CPSA also offers exclusive sales training and certification programs.

Click here to read part six, "Outsourcing the Recruitment Process"
 

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