Advice

HIRING SALESPEOPLE

Advice on hiring salespeople
Hiring tech salespeople

Dedicated to providing exceptional

Sales Recruitment Services

We are a sales recruitment specialist in Australia, with offices in Sydney, Melbourne, and Brisbane. Serving businesses of all sizes across the country, we match outstanding candidates with employers who are offering challenging positions that require the very best sales executives available. From IT and AdTech, to business intelligence, telecommunications and FinTech, we cover all of the most vibrant industries and market sectors. Our services to employers in Australia are focused on identifying the most promising candidates for all sales positions but they go well beyond this: we also offer a comprehensive business advisory service that includes corporate restructuring, brand management, employee coaching and performance management.

If you are looking to hire salespeople in Australia right now, we invite you to get in touch with us to discuss your requirements in detail with one of our experienced consultants.

PROVIDING YOU WITH

INDUSTRY ADVICE

The salaries that you offer will play a large part in determining the quality and quantity of applicants you can expect to attract for any given position. Whether you are looking for top sales reps with proven experience of prospecting for new leads or trainees who are just embarking on their career in sales, you need to make sure you find the right balance with the salaries you offer. You don’t want to overpay, for obvious reasons, but you also need to make sure that your salaries are competitive when compared to other major players in your industry. 

Broadly speaking, entry level sales jobs in technology have a starting base salary of around $50,000 – $55,000 + Super with the potential to earn up to $100,000 as an OTE (on target earnings). As you progress in seniority, the base salary increases and so does the earning potential. 

For example, an Account Executive with a proven track record in enterprise level sales can expect a base salary of anything between $130,000 – $180,000 + Super with the potential to earn in excess of $300,000 p.a. Should they exceed their sales targets.

Sales jobs in tech that are focused on bringing in new business will generally offer the opportunity to earn more commission than Account Manager jobs which will generally have a smaller element of commission. Typically the split between the base salary and commission element in Account Manager jobs is 80/20. In other words, if your base salary is $80,000 + Super as an Account Manager your OTE will be approximately $100,000 + Super.

The salaries listed above should ordinarily be enhanced by bonus schemes or commissions, which vary from industry to industry. If you don’t already know, it is important to acquaint yourself with the latest trends as far as bonus and commission structures in your market sector are concerned. In order to find sales employees that represent the cream of the current crop, you will need to ensure that the salary enhancements you offer are commensurate with those of your nearest competitors.

There are a number of important factors to consider when setting bonus and commission structures for sales vacancies in Australia.

Affordability — It’s easy to get carried away when setting up new commission structures, in an attempt to attract the very best performers in your industry. However, when setting commission levels you must ensure that they are attractive both to your company and to prospective employees. A commission structure that places too great a financial burden on your organisation will benefit no one in the long term and an inability to pay could lead to serious issues with future recruitment drives.

Average industry rates — As touched upon in the section on salaries above, it’s important to be aware of what your competitors are doing when setting commission and bonus structures. If you want to hire sales staff with proven closing skills and confidence in their abilities, a competitive commission structure will be of vital importance.

Conversion rates in your industry — This is a very important point as conversion rates vary widely from one industry to the next. Setting commissions that are comparable with those for sales reps in a completely different industry can backfire seriously. If they are too low, you simply won’t be able to attract the calibre of sales executives you are looking for and if they are too high, your company could encounter difficulties when it comes to paying the best performers on your sales team.

Balance of anticipated commission with base salary — You shouldn’t consider commission in isolation when setting structures for sales positions in your company: you need to make sure they match the base salaries you’re offering as well. A structure leading to anticipated annual commission that is many times the base salaries on offer may give job candidates the impression your company is unwilling to pay the going salary rates. Whether such a structure is deemed acceptable will ultimately depend on the average commission to salary ratios in your industry: for industries where anticipated annual commission is often multiples of the base salaries on offer, it is, of course, perfectly acceptable to follow the prevailing trend.

If you’re unsure of the current salary and commission trends for sales reps in your industry, we can help you to set them at appropriate levels when we search for candidates to fill your sales vacancies in Australia.

Once we have selected promising candidates to fill the positions you have available, you’ll need to interview those that are shortlisted to see which ones are truly capable of helping your company expand in the future. If you want to make sure the sales executives you hire are the best in the business, you should prepare a selection of challenging questions that will test their ability to think on their feet and reveal their real skills under pressure.

Some of the questions you ask in interviews will be run-of-the-mill enquiries designed to ensure each candidate has relevant experience, which we won’t cover here. The questions below should go further than simply prompting a factual answer and help you to assess how each potential employee will handle themselves in real-life selling situations.

How do you stay abreast of the latest developments in your field? — Rather than asking a candidate to demonstrate their current knowledge of the products they sell, this question is designed to find out what they do to make sure their skills and knowledge remain relevant in their chosen field. If you want to find sales employees who are genuinely committed to excelling in their industry, this is an excellent question to lead with at the start of an interview. Any hesitation or stumbling is a sure sign that they aren’t really investing time and energy into their future performance.

Can you provide details of successful sales strategies you’ve employed in the past? — With this question you can establish not just what skills the interviewee possesses but whether or not they really know how to use them in the workplace. By asking them to go into detail about the way in which they have employed various strategies in the past, you can make sure they are not only aware of the most effective sales techniques but know when and how to employ them too.

What actions would you take in your first month as a new sales executive with us? — If you want to hire salespeople who are self-starters and who have a concrete plan to help them realise their full potential, you can ask questions such as this one during interviews. In common with the first question above, any hesitation when answering this question may suggest the candidate has not really thought about what they have to offer your organisation and how they can be sure to make a positive impact if they are recruited onto your sales team.

What customer objections have you overcome in the past to close a sale? — The ability to turn objections into opportunities is invaluable and one that all top sales executives should possess. Candidates who are able to provide concrete examples of real customer objections and explain in detail how they used them to their advantage can be expected to capitalise on the opportunities they are afforded when working for your company.

At what point do you abandon your attempts to close a deal or generate a new lead? — There are no hard and fast rules when it comes to the answers you will receive to this question. What you’re really looking for is evidence that the candidate being interviewed has actually thought about this matter in the past and has their own methods for determining when to stop pushing. Answers such as ‘I never give up’, may be intended to present an image of ruthless determination but they are not really sufficient. Even the most determined of sales reps should know when it is inadvisable to continue with a pitch or presentation.

For more help with questions that you can incorporate into your interviews, please feel free to talk to our consultants about your requirements for sales executives in Australia.

Whatever questions you use in interviews and whatever procedures you prefer to follow, your hiring process should be focused on identifying sales staff in Australia that possess all the necessary qualities to excel in their chosen career.

Drive and ambition — Every good sales executive needs to have a burning desire to reach peak performance in their field, to surpass previous sales achievements and to provide real value to their employer.

Ability to empathise — Being hungry for success should not affect a sales representative’s ability to empathise with their customers, to understand how they feel and what problems they are trying to solve. A sales professional who is truly able to see the world from the perspective of his or her customers will be more easily able to find effective ways to close deals.

Resilient nature — Rejection is a fact of life for sales executives at all levels and will be encountered no matter how skilful each individual may be. Candidates with a highly resilient nature will not let temporary setbacks affect their performance on a day-to-day basis.

Excellent communication skills — If there is one area in which all sales staff must excel it is communication. The ability to communicate clearly and effectively, and in a manner that appeals to prospective customers, is crucial for sales reps, managers and directors in all industries.

 

As sales recruitment specialists, we understand the need for thoroughness when hiring sales executives in Australia but the whole process needs to be as efficient as possible if both employer and employee are to be satisfied at the end of it. We generally recommend that the process of interviewing and selecting a candidate from a shortlist is completed within 2 weeks, to keep recruitment costs under control and to avoid losing potentially valuable sales professionals to competitors.

The process should include no more than 3 interviews, with the first interview seen as an opportunity to sell what your company has to offer, as much as to find out what each candidate has to offer your company.

Whilst facts and figures are important, interviews for sales reps should be an engaging experience that both parties are able to enjoy. Good sales executives often trust their instincts more than their logical mind so you need to make sure they are motivated to join your company from the very start of the recruitment process. When you find sales employees who have all the skills and qualities you require, don’t let them slip away by taking a completely dry and factual approach to interviewing, recruitment or onboarding.

GET IN TOUCH

To make sure you are able to hire staff in Australia of the calibre you need, contact Pulse Recruitment today to discuss your current and forthcoming vacancies.

Advice

HIRING SALESPEOPLE

Advice

HIRING SALESPEOPLE

Dedicated to providing exceptional

sales recruitment services

We are a sales recruitment specialist in Australia, with offices in Sydney, Melbourne, and Brisbane. Serving businesses of all sizes across the country, we match outstanding candidates with employers who are offering challenging positions that require the very best sales executives available.
From IT and AdTech, to business intelligence, telecommunications and FinTech, we cover all of the most vibrant industries and market sectors.
Our services to employers in Australia are focused on identifying the most promising candidates for all sales positions but they go well beyond this: we also offer a comprehensive business advisory service that includes corporate restructuring, brand management, employee coaching and performance management.
If you are looking to hire salespeople in Australia right now, we invite you to get in touch with us to discuss your requirements in detail with one of our experienced consultants.
Previous
Next

PROVIDING YOU WITH

INDUSTRY ADVICE

The salaries that you offer will play a large part in determining the quality and quantity of applicants you can expect to attract for any given position. Whether you are looking for top sales reps with proven experience of prospecting for new leads or trainees who are just embarking on their career in sales, you need to make sure you find the right balance with the salaries you offer. You don’t want to overpay, for obvious reasons, but you also need to make sure that your salaries are competitive when compared to other major players in your industry. 

Broadly speaking, entry level sales jobs in technology have a starting base salary of around $50,000 – $55,000 + Super with the potential to earn up to $100,000 as an OTE (on target earnings). As you progress in seniority, the base salary increases and so does the earning potential. 

For example, an Account Executive with a proven track record in enterprise level sales can expect a base salary of anything between $130,000 – $180,000 + Super with the potential to earn in excess of $300,000 p.a. Should they exceed their sales targets.

Sales jobs in tech that are focused on bringing in new business will generally offer the opportunity to earn more commission than Account Manager jobs which will generally have a smaller element of commission. Typically the split between the base salary and commission element in Account Manager jobs is 80/20. In other words, if your base salary is $80,000 + Super as an Account Manager your OTE will be approximately $100,000 + Super.

The salaries listed above should ordinarily be enhanced by bonus schemes or commissions, which vary from industry to industry. If you don’t already know, it is important to acquaint yourself with the latest trends as far as bonus and commission structures in your market sector are concerned. In order to find sales employees that represent the cream of the current crop, you will need to ensure that the salary enhancements you offer are commensurate with those of your nearest competitors.

There are a number of important factors to consider when setting bonus and commission structures for sales vacancies in Australia.

Affordability — It’s easy to get carried away when setting up new commission structures, in an attempt to attract the very best performers in your industry. However, when setting commission levels you must ensure that they are attractive both to your company and to prospective employees. A commission structure that places too great a financial burden on your organisation will benefit no one in the long term and an inability to pay could lead to serious issues with future recruitment drives.

Average industry rates — As touched upon in the section on salaries above, it’s important to be aware of what your competitors are doing when setting commission and bonus structures. If you want to hire sales staff with proven closing skills and confidence in their abilities, a competitive commission structure will be of vital importance.

Conversion rates in your industry — This is a very important point as conversion rates vary widely from one industry to the next. Setting commissions that are comparable with those for sales reps in a completely different industry can backfire seriously. If they are too low, you simply won’t be able to attract the calibre of sales executives you are looking for and if they are too high, your company could encounter difficulties when it comes to paying the best performers on your sales team.

Balance of anticipated commission with base salary — You shouldn’t consider commission in isolation when setting structures for sales positions in your company: you need to make sure they match the base salaries you’re offering as well. A structure leading to anticipated annual commission that is many times the base salaries on offer may give job candidates the impression your company is unwilling to pay the going salary rates. Whether such a structure is deemed acceptable will ultimately depend on the average commission to salary ratios in your industry: for industries where anticipated annual commission is often multiples of the base salaries on offer, it is, of course, perfectly acceptable to follow the prevailing trend.

If you’re unsure of the current salary and commission trends for sales reps in your industry, we can help you to set them at appropriate levels when we search for candidates to fill your sales vacancies in Australia.

Once we have selected promising candidates to fill the positions you have available, you’ll need to interview those that are shortlisted to see which ones are truly capable of helping your company expand in the future. If you want to make sure the sales executives you hire are the best in the business, you should prepare a selection of challenging questions that will test their ability to think on their feet and reveal their real skills under pressure.

Some of the questions you ask in interviews will be run-of-the-mill enquiries designed to ensure each candidate has relevant experience, which we won’t cover here. The questions below should go further than simply prompting a factual answer and help you to assess how each potential employee will handle themselves in real-life selling situations.

How do you stay abreast of the latest developments in your field? — Rather than asking a candidate to demonstrate their current knowledge of the products they sell, this question is designed to find out what they do to make sure their skills and knowledge remain relevant in their chosen field. If you want to find sales employees who are genuinely committed to excelling in their industry, this is an excellent question to lead with at the start of an interview. Any hesitation or stumbling is a sure sign that they aren’t really investing time and energy into their future performance.

Can you provide details of successful sales strategies you’ve employed in the past? — With this question you can establish not just what skills the interviewee possesses but whether or not they really know how to use them in the workplace. By asking them to go into detail about the way in which they have employed various strategies in the past, you can make sure they are not only aware of the most effective sales techniques but know when and how to employ them too.

What actions would you take in your first month as a new sales executive with us? — If you want to hire salespeople who are self-starters and who have a concrete plan to help them realise their full potential, you can ask questions such as this one during interviews. In common with the first question above, any hesitation when answering this question may suggest the candidate has not really thought about what they have to offer your organisation and how they can be sure to make a positive impact if they are recruited onto your sales team.

What customer objections have you overcome in the past to close a sale? — The ability to turn objections into opportunities is invaluable and one that all top sales executives should possess. Candidates who are able to provide concrete examples of real customer objections and explain in detail how they used them to their advantage can be expected to capitalise on the opportunities they are afforded when working for your company.

At what point do you abandon your attempts to close a deal or generate a new lead? — There are no hard and fast rules when it comes to the answers you will receive to this question. What you’re really looking for is evidence that the candidate being interviewed has actually thought about this matter in the past and has their own methods for determining when to stop pushing. Answers such as ‘I never give up’, may be intended to present an image of ruthless determination but they are not really sufficient. Even the most determined of sales reps should know when it is inadvisable to continue with a pitch or presentation.

For more help with questions that you can incorporate into your interviews, please feel free to talk to our consultants about your requirements for sales executives in Australia.

Whatever questions you use in interviews and whatever procedures you prefer to follow, your hiring process should be focused on identifying sales staff in Australia that possess all the necessary qualities to excel in their chosen career.

Drive and ambition — Every good sales executive needs to have a burning desire to reach peak performance in their field, to surpass previous sales achievements and to provide real value to their employer.

Ability to empathise — Being hungry for success should not affect a sales representative’s ability to empathise with their customers, to understand how they feel and what problems they are trying to solve. A sales professional who is truly able to see the world from the perspective of his or her customers will be more easily able to find effective ways to close deals.

Resilient nature — Rejection is a fact of life for sales executives at all levels and will be encountered no matter how skilful each individual may be. Candidates with a highly resilient nature will not let temporary setbacks affect their performance on a day-to-day basis.

Excellent communication skills — If there is one area in which all sales staff must excel it is communication. The ability to communicate clearly and effectively, and in a manner that appeals to prospective customers, is crucial for sales reps, managers and directors in all industries.

 

As sales recruitment specialists, we understand the need for thoroughness when hiring sales executives in Australia but the whole process needs to be as efficient as possible if both employer and employee are to be satisfied at the end of it. We generally recommend that the process of interviewing and selecting a candidate from a shortlist is completed within 2 weeks, to keep recruitment costs under control and to avoid losing potentially valuable sales professionals to competitors.

The process should include no more than 3 interviews, with the first interview seen as an opportunity to sell what your company has to offer, as much as to find out what each candidate has to offer your company.

Whilst facts and figures are important, interviews for sales reps should be an engaging experience that both parties are able to enjoy. Good sales executives often trust their instincts more than their logical mind so you need to make sure they are motivated to join your company from the very start of the recruitment process. When you find sales employees who have all the skills and qualities you require, don’t let them slip away by taking a completely dry and factual approach to interviewing, recruitment or onboarding.

GET IN TOUCH

To make sure you are able to hire sales staff in Australia of the calibre you need, contact Pulse Recruitment today to discuss your current and forthcoming vacancies.

    Close Menu