When employers come to us, they all have broad requirements as to the traits they are seeking in the sales or marketing rep whom they are looking to hire.
Some have overly stringent background requirements. Others may just want someone who is intelligent, ambitious and fits in well with the company culture. Regardless, in an overall sense, all employers want the same thing. What’s more, the best ones are willing to pay for it.
While background requirements may vary, here are 6 bankable elements that hiring managers want to see on your resume or when interviewing you:
1. Longevity – Employers want to see that you’ve remained at your current or past job(s) for as long of period of time as possible. Aside from literal payroll cost, managers figuratively spend countless hours training their employees and don’t want to see quick turnover.
Not only do turnovers waste time, they waste money, pose a threat to the organizational structure and lower employee morale.
2. Resiliency – If an employer interviews intelligently, they are going to be interviewing with an end-goal of staffing someone who can produce after failure.
In many companies, even the smallest defeats make all outcomes look dismal for long periods of time. Hiring managers want a change of pace. They want an employee who is going to stay calm and be analytical when problems arise.
3. Friendly with clients and colleagues – Especially when recruiting for sales and marketing positions, an interviewer is going to interview as themselves, but they will also put themselves in a client’s analytical shoes.
“Friendly” refers to the fact that all individuals are attracted to outgoing, optimistic and upbeat people with strong listening skills.
4. Can become an expert at the product he or she sells – When a candidate has expertise in an area, it has a positive reflection for a few different reasons.
First, experts are natural leaders. Because of their superior knowledge others look to them for guidance, and they can therefore upgrade the entire team’s performance. Also, clients tend to buy from them more often, as there is a trust in expertise.
Not only does it make money, but expertise saves money. Companies have to train employees less when they know the business. The ramp-up time until that individual is up and running is much shorter and takes less from the firm’s bottom line.
5. Fits the corporate culture – Company cultures with strong team-oriented goal setting fare much better than when each employee has trouble working with one another.
Individuals within an organization make each other better when they encourage and appreciate each other. While nobody has to be best friends, when employees can’t get along, they lose momentum, creative aptitude and ability to generate revenue.
6. Has a history of meeting quotas or reaching goals – If they know how to hire, employers look for individuals who have concrete achievements. The most desirable employees know how to set firm, specific goals then go to far lengths to achieve them.
Often, organizations are overly crowded with employees who possess little to no direction. Having that one individual who can get everybody on track is priceless and companies will pay to have that person on their team.
In the end
Regardless of position type, company or title, employers want and pay for people who are difference makers. The more a potential hire can add to the organization’s aligned achievements, the more they are worth to that company.
Luckily, it is never too late to begin to develop the above traits and skills. After all, everyone wants to make more money but not everyone wants to do what it takes to get there.
Put in the necessary work, be patient and you will become more valuable to hiring managers.
Ken Sundheim is the CEO of KAS Placement Recruiting a sales and marketing executive search firm based out of New York City. He is also a writer for Forbes.