Employers Want Those With A True Willingness To Travel
Because virtual or home offices are becoming more of the "norm" these days, travel is proving to be a large determinate as to whether a sales applicant can cover clients that are within, but somewhat outside of the firm's office territory.
Upon formulating a local as to where the new sales professional is going to live and work, the hiring organizations typically pick a major city within a specified, strategically and targeted region in the U.S. Aside from the accounts within the urban sprawl, this is done to set the individual up with a close airport and, typically better road transportation.
Despite the home base for the sought after sales representative, that person is going to have to cover client management and new business acquisition in multiple, surrounding states. Therefore, if a sales applicant is actively willing to bounce throughout the required territories and has traveled a good deal in the past, the compensation that they are provided with is, more times than not, going to prove to be elevated and more comprehensive than those hesitant to travel.
Other indirect monetary benefits that the frequent traveler enjoys are the tax benefits he or she will be able to write off regarding the home office expenses incurred throughout the fiscal year. Because of this, the willingness to travel that often leads to a virtual office that allows the traveling sales representative to obtain further compensation on the backend.
Employers Want Acute Industry Experience
In relation to the employer's industry vertical and target market, the more specific and matching the potential employee's background is, the more he or she is going to be compensated. Most of the time, this is regardless of the company's initial recruitment budget.
Organizations want to be able to have employees that require less and less training and even less ramp up time. For any company in any industry, training team members proves to be quite taxing and even more expensive. Therefore, if the sales applicant has the correct background, they are in the driver's seat upon commencement of negotiation.
In the end, if the business development professional saves the company money upon the hire, they are more likely to obtain an offer letter with additional compensation that formerly was unexpected.
Employers Want Contacts Within The Firm's Targeted Industry
To expound on the above, when a sales professional comes from the industry or a very parallel vertical to that of which they are interviewing with, typically this will trigger the employer to pay whatever it takes to procure the talent.
Part of the logic for the higher compensation is that if the sales professional has the correct industry experience, they most likely will have the contacts within the organizations that the hiring entity is currently targeting and competing for business via the job market.
Aside from the ability to get into accounts that would have otherwise been unavailable to the hiring company (another factor that boosts compensation over than initially planned), the sheer fact that the sales representative has contacts alludes to several other speculative, but mostly true facts concerning the individual.
Initially, since the individual has contacts, this also translates to the fact that the sales professional has established trust within the industry community via good account management and subtle, yet effective closing skills.
Moreover, a multitude of contacts indirectly tells the potential employer that the person is honest as a bad reputation within a small industry spreads quickly and prompts the person to leave vertical altogether. Therefore, stability in one's vertical means a lot and it means higher compensation for the sales representative.
