A Salesperson’s Job Description

Salesperson's Job Description

Salesperson’s Job Description

I’ve met far too many salespeople who really have no idea what an actual salesperson’s job description entails. “Uh, I’m supposed to sell,” is the answer I get more times than I can count.

Really? That’s all they know?

If you’re going to hire a true superstar, you really need to put some effort into creating a superstar salesperson’s job description. Even though you had to create a job description for your ad or to describe the job during the recruiting and hiring process, now is the time to get more formal, include more specific information and can now get into some company-specific information.

This particular version of the job description will serve to not only outline the functions and duties but will also get into performance requirements, evaluations and other areas not covered in the original.

Here is a sample you can use the one you created for the hiring process as an outline, but you must go much deeper with this “official” version.

When creating this version you should include the following:

  • Exact Job Title: If you call them Account Managers, Account Executives, Business Development Mangers, whatever the case may be—this should be the exact same thing you would have on their business card.
  • Key Duties and Overall Job Purpose: Be precise, but flexible. The job may change with time but construct it in a way that lists all the duties expected along with the overall purpose (i.e. “to maintain and grow business with the assigned territory”
  • Define Location: Again be specific as to where the new employee will be working.
  • Reports to: Self explanatory, but needs to be listed
  • Managing/Overseeing: To be used if anyone reports to this person. Be specific as to the scope of their responsibility for the other employees actions, schedule, performance and so forth.
  • Compensation: Give a detailed account of how any commission or bonus program works and if there are any minimums, maximums or other pertinent information.
  • Performance Review Information: This is where you need to include how often performance will be reviewed and employee assessments will be completed and by whom.

There’s really no better way to describe this document than to provided a sample for you to use as a template. Yours may be longer, shorter or completely different. That’s fine. The key is to get everything in writing you need to have on record.

Sample Salesperson’s Job Description

Account Executive
Reports to: Sales Manager

Job Description/Duties: The Account Executive (AE) is responsible for the development of new businesses through identifying qualified sales leads, determining client needs, making proper proposals, presenting programs and closing the sale. Additionally, the Account Executive will maintain an ongoing relationship with his/her customer base at the decision maker level and is responsible for overall client satisfaction.

The AE can and should have a goal of ultimately managing approximately $500,000 per week in volume within the geographic territory assigned: Adams County, Baker County, Charleston County, Denton County and East River County.

Compensation: AE will earn a base salary plus a commission on all sales under his/her control based on the following formulas:

New Business: 5% of Gross Profit

Repeat Business 10% of Gross Profit

In addition, the AE will receive a company vehicle, fuel card, expenses and benefits as outlined in the offer letter and New Hire Packet.

Account Executives for the Company are expected to conduct themselves in a professional manner at all times when dealing with internal co-workers, prospects and customers. Timely communication and response to issues is required.

The Account Executive will have an Initial Performance Review with the Sales Manager after 90 days of employment and annually after that.

Remember, this is not an ad to recruit the greatest salesperson. This is the actual job description by which you will judge your new employee and there is a huge difference. While it’s called a job “description”, focus your thinking on duties: what do you want them to do every single day? Or perhaps the best question is this: “What do you want you new representative thinking about every morning when they wake up? That’s what needs to be in the job description.

That’s the best way to ensure you’re both on the same page going forward.

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