Joseph K.’s Post

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Sales Performance Specialist | Helping SMB Sales Teams Achieve 8x ROI Through Proven Sales Training & Coaching Solutions

Company: Does your candidate have 10+ years' experience? Me: Yep Company: In industrial sales? Me: Yep Company: Selling CapEx equipment? Me: Yep Company: To foundries? Me: Yep, among others. Company: And she's willing to travel 80% overnight and is comfortable with a $3M quota? Me: Well...your job description said 30-40% travel.... Company: Oh and it needs to be experience with foundries that specialize in zinc alloy casting. Base salary is $70k, high deductible health plan, 2 weeks of PTO after one year. Me: Never mind......... The amount of emphasis employers place on candidates having sales experience in their exact industry, in my opinion, needlessly rules out a lot of GREAT candidates. The questions should be: 1. Has this candidate demonstrated the ability to consistently sell similarly priced products with a similar sales cycle? 2. Does this candidate have the aptitude to learn this industry and these products? Obviously I'm oversimplifying it, but consider that you might be missing out on sales superstars simply because their experience is in a different industry. Rant over. :)

John Vogel

Marketing Director | Creative Innovator | Growth Maximization Expert

3mo

I run into the same issue in marketing. Hiring managers are overlooking the real skill sets at the heart of most job roles.

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