| Owning an executive recruiting firm, we are often | | | | Managing people is a skill that needs to be mastered. |
| asked by clients to find executive level candidates | | | | Because the complexity of managing people is vast, |
| from all different industries, however they want | | | | the last thing a company needs is to bring in a sales |
| applicants who have been in their industry in a similar | | | | manager who knows less than the subordinates. This |
| position to that in which they are seeking to fill. | | | | lack of perceived knowledge by the sales staff or |
| Typically, this is what I recommend and I recommend | | | | "Foot Soldiers" regarding the new VP or Director of |
| doing this for a plethora of reasons. Below, you will | | | | Sales can greatly lower moral by having the current |
| find some big advantages that companies are bound | | | | sales representatives wondering as to the reasons |
| to see upon staffing open sales and marketing | | | | they were not up for the promotion. |
| positions with job applicants who fit the description | | | | Pro: Lower Ramp-up Period - Contacts, Contacts, |
| and have the proper background: | | | | Contacts |
| Pro: More Accurate Decision Making Upon the Hiring | | | | Sales Managers, Sales VPs and Sales Directors, upon |
| of the Applicant | | | | coming from a very similar industry are going to be |
| Hiring an executive level sales applicant is a big | | | | able to close deals and be trained in a very timely |
| investment; this is regardless of industry and | | | | manner, thus lowering the costs of hiring the |
| company size. If a job applicant comes from the | | | | individual. If your company brings in an outsider from |
| same industry, during the interview process, you as | | | | an outside industry, it could take up to six or more |
| an interviewer, will have a better gauge as to | | | | months for them to learn the "lay of the land," learn |
| whether the individual truly knows what he or she is | | | | the products in a very in-depth manner and begin |
| talking about. | | | | working their way into the targeted companies that |
| Also, if the applicant comes from a similar | | | | you wish to sell to. |
| background, upon getting a second opinion on the | | | | Also, contacts within the industry or industries that |
| hire, there are a good amount of other executives at | | | | you are trying to sell into attest to a few other facts |
| your firm who can either confirm or disagree as to | | | | about the sales executive whom you are looking to |
| whether the potential employee should be brought | | | | hire. If the individual has contacts that are willing to |
| into the company. | | | | vouch for him or her to others in the industry, it |
| Just as in life, decisions in business are sometimes | | | | alludes to the fact that the person whom you are |
| better made with second opinions. Almost always, if | | | | hiring is honest, does not "oversell and under deliver" |
| the business development applicant comes from a | | | | and, typically is a stand-up, reliable individual. Also, as |
| different background, that second opinion is not going | | | | the interviewer, you may know some of the same |
| to be as strong and the hiring process with continue | | | | people which will allow you to do more research as |
| to remain in a gray area. | | | | to whether the potential employee is the right fit for |
| Pro: Management Skills Tend to Be Stronger with | | | | your company. |
| Industry Experience | | | | |