How to Hire a Sales Executive
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Sales Executive Job Description
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Our organisation is searching for a highly experienced Sales Executive to operate as a critical intermediary between our company and its customers. In this role, you will be responsible for introducing new products, demonstrating their benefits, and offering advice to clients. You will pursue new sales prospects, maintain customer satisfaction levels, and negotiate deals in person or via email or telephone. The ideal individual will have experience as a Sales Executive, with proficiency in CRM and sales systems and an aptitude for delivering presentations.
Sales Executive Duties and Responsibilities
- Research and analyse sales opportunities
- Build and maintain professional networks
- Stay up to date with industry news and trends
- Sell products and services
- Contribute to the team to accomplish financial goals
- Prepare sales and performance information and reports
- Identify opportunities for improvements
- Handle custom enquiries and complaints
- Prepare quotes and business proposals
Sales Executive Skills and Requirements
- Proven Sales Executive experience or a relevant role
- Excellent written and verbal English comprehension
- Knowledge of CRM and MS Office software
- Negotiation and marketing skills
- Goal-orientated and self-motivated
- Quick learner with an ability to adapt and respond to achieve results
- Passion for sales and exceeding targets
How to write a Sales Executive Job Description
To write a job description, we recommend starting with a job description template from our job description library, which contains examples for 800+ positions and professions. Our job description examples include a job summary with duties and responsibilities and skills and requirements, which can be personalised for your job vacancy.
How to write a Sales Executive job Advert
Use our job advert template to write a job advert for posting on job sites and job boards. Our job advertising templates are carefully created to help you reach your audience and beat the competition to the best talent.
Personalising Your Sales Executive Job Description Advise
The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.
When creating your bespoke description and advert, you should cover and promote these points:
Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.
Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.
Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.
Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.
The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.
Career progression: Including the career path will entice candidates looking for career growth.
Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources.
Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.
Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.
Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.
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