Job Postings: How To Post and Advertise Your Sales Jobs | The Sales Connection

Job Postings: How To Post and Advertise Your Sales Jobs | The Sales Connection

Learn how to create successful recruitment and hiring postings with this comprehensive guide. Get tips on job postings and more for your sales jobs!

Kayvon Kay
Kayvon Kay

January 3, 2023

Three women in room having a conversation

Recruitment Posting: How You Should Be Posting Jobs

The best candidates are only on the job market for an average of 10 days, and 39% of candidates who decline a job offer do so because they accepted another one. So you need an efficient recruitment process to ensure you don't miss out on the top candidates.

Additionally, managing recruitment postings, screening applications, interviewing candidates, and everything else involved in hiring is a time-intensive process. It can suck hundreds of hours away from other things that you, the business owner, or your administrative staff could be doing. So let's review some job-hiring best practices to save you time.

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What Is a Job Posting?

A job posting advertises an open role at your company. Your human resources or administrative staff will typically write job postings.

Job Hiring Posting Sample

Below is an abbreviated job posting sample that we would recommend to a company seeking an account representative who would be working with a sales team. You can find more examples on a free job posting sites that you can use to post jobs on job sites. To flesh it out further, we would include one to two sentences about the company’s culture, four to five more bullet points about job responsibilities, a specific salary, benefits, and KPIs we would expect the person in this role to meet.

Title: Account Representative

Description: We seek an account representative to help our clients via phone, text, DM, and email. You’ll be helping our clients with administrative issues they run into, building relationships with new clients, upselling clients when appropriate, and sustaining long-term relationships with our clients.

Job Responsibilities:

  • Conduct welcome calls with all new clients.
  • Help clients navigate our client dashboard if they run into problems.
  • Generate new sales from existing clients via upselling and cross-selling.

Location: Remote. Must be available weekdays 8:30 am — 5:30 pm US Eastern Time and willing to get on frequent video calls.

About Us: We build, manage, and optimize remote sales teams. We convert our clients’ inbound leads into customers, clients, and profits. Our focus is clients selling B2B and B2C in the financial, education, coaching, consulting, expert space, and emerging markets.

What Is Job Posting in Recruitment?

Job postings, also known as job ads, are the primary way companies find new candidates for open positions. Recruiters used to post job openings in newspapers' classified sections, but today recruiters post vacancies online. Organizations use recruiting software, headhunters, and vacancy-listing websites to create and distribute job postings.

When looking for a new hire, you can post two types of job ads: internal or external.

Internal Job Posting

An internal job posting goes out to your current employees and gives them first access to the job. This helps employees advance their careers by allowing them to change departments or take on a new position within their existing team. 

Many companies favor internal over external job postings because there's less training, saving time and money. Additionally, as The Wall Street Journal reports, a study from the Wharton School found that “external hires get paid 18% to 20% more,” costing companies more money.

External Job Posting

External job postings are available to the public, allowing outside candidates to apply. For external job listings, companies usually use the career sections of their websites, online job boards, staffing agency availability lists, industry-specific listservs, Craigslist, or LinkedIn.

How Do I Write a Recruitment Post?

When creating a hiring posting, ask yourself the following questions:

  • Why did your company create this position? What need is there that the role fills?
  • Given the position and your company's culture, what kind of person would be the best fit?
  • What personality type is most likely to succeed in this role?    
  • Have the job's requirements changed over time?    
  • How does this position relate to and support other positions in the company?
  • What does success in this role look like?
  • What skills are essential, and which skills are optional?
  • Are there any KPIs that the person in this role has to meet?
  • Do you see a growth opportunity in this position?
  • Do you offer unique perks and benefits?
  • Is your company involved in charitable activities outside of the office?
  • What's the most compelling thing about your job opportunity?
  • How is your compensation package compared to competitors in your region or industry?

Once you have the answers to most of these questions, writing the job hiring posting will become much easier.

What Should a Job Posting Include?

When you’re posting hiring information, include the seven items below:

  1. Concise, descriptive job title. Use the same language job seekers are likely to use so they find your ad.
  2. Job description. Detail the job requirements, and skills candidates must have.
  3. Salary information. According to LinkedIn, “61% of candidates say the salary range is the most important part of the job description.” Make sure to include actual numbers in your job posting.
  4. Benefits. In addition to listing standard benefits like 401(k) and health insurance, you should include any perks that will make your company stand apart, e.g., flexible schedules or remote work.  
  5. Location. Ensure to include the location, as this is a sticking point for most job seekers. If the position is remote, emphasize that.
  6. Company culture. Briefly discuss your company's mission, corporate culture, and values. Include a mention of any awards or recognitions your company has received
  7. Keywords. In your job posting, use keywords and phrases that job seekers commonly use in their searches. This will help your job posting appear in searches.

Characteristics of an Effective Job Ad

These are the components of effective job advertisements.

  • A descriptive job title that candidates will be searching for (even if internally, the job has a more creative title).
  • Relevant keywords, so your job posting gets found by the right people. 
  • Requirements, KPIs, and skills that the position requires.
  • A tone that matches how your company communicates internally, giving candidates a preview of your company's culture.

A well crafted job posting is an ad for your open position, and it's often the first contact a candidate will have with your company. So it's worth putting time into getting it right. To make a job posting clear, avoid wordiness and corporate jargon.

Job Posting vs. Job Description

The goal of a job post is to attract qualified candidates. You want an effective job posting to be concise because job seekers skim hundreds of job postings during their search.

By contrast, the goal of a detailed job description is to let a new hire know everything their job entails. For example, a job description includes details on the role's responsibilities, working conditions, processes, decision-making authority, and who the position reports to. In addition, many companies use job descriptions as compliance documents and internal references for employees.

How Do You Advertise for Recruitment?

Below are the steps to advertise for recruitment when you’re doing it yourself:

  1. Prepare to advertise: Determine your needs; decide on your budget for job advertising, onboarding, and hiring; write your job description for internal use.
  2. Write your job ad. Drawing from your job description, write a concise job ad.
  3. Publish your job ad: Post the job board to your website and job boards.
  4. Follow up on your job posting: Respond to applicants quickly and set up interviews after reviewing applications.

Time Investment That Goes Into the Recruitment Process

Be prepared to invest a full workweek (about 46 business hours) per person you hire. Below is a rough estimate of the time it takes to recruit and hire someone:

  • Writing the job description and posting: three hours.
  • Posting to job boards: one hour.
  • Reviewing resumes and applications (admin staff does this part): about 17 hours (ten minutes per application * 100 applicants).
  • Screening resumes and applications that made it through the previous step: five hours (ten minutes * 30 applicants).
  • Interviewing candidates: 15 hours (1.5 hours per interview * 10 candidates).
  • Processing post-interview and calling candidates’ references: two hours.
  • Making an offer, negotiating salary, and completing paperwork: three hours.

Building Your Own Recruiting Platform To Maximize Hiring Success

Knowing what to look for can be challenging if you're hiring a sales team, but your business focus isn't sales training. Even worse, you may miss red flags during the interview process, hire someone who seems perfect on the surface, and only realize it’s not a fit after wasting time and money onboarding and training them.

It can also be difficult if you are experienced in sales but run a solo sales operation or have one or two sales reps. You may have developed a unique way of selling that works perfectly for you but doesn’t translate to scaling a larger sales organization — especially remotely.

That’s where The Sales Connection comes in. We build, train, manage, and optimize sales teams, so business owners can focus on their clients while their business grows. We convert your leads into sales and profits. Our leadership has over 20 years of sales and operations experience ranging from pharmaceuticals and healthcare to financial services, eCommerce, and self-transformation programs.

We can be your recruiting platform and do all your sales training and management.

Read more about how The Sales Connection can help you scale your sales here.

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Kayvon Kay

Kayvon Kay

Kayvon has over two decades of experience working with high-level closers and perfecting his sales methodologies. He has earned the title of Canada’s #1 pharmaceutical sales representative and continues to share his expertise as a keynote speaker and through his multi-million-dollar coaching program.

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