Food Ingredients Sales: Looking Ahead
Food Ingredient Sales positions are becoming increasingly harder to fill and sometimes, even harder to retain. The stigma of a sales role is that they are risky and highly competitive which is disengaging for a lot of candidates. In order to fill Food Ingredients Sales positions and retain professionals you have to make sure you’re looking ahead and not back.
When you evaluate candidates now you look at their resumes which allow you to see their competency; their past success and skill sets. Those are great base observations but have you taken a step back to look at their potential? The food ingredients market is an ever-changing market – new research, new health trends, new competitors. If your industry is adapting to these changes, shouldn’t you measure your sales teams ability to do the same – to adapt? Don’t wait to see if they can, allow executive recruiters to gain that insight for you on their ability to do so during the interview process.
Determining what your company envisions for progressive sales teams (trainable, diligent, communicators, persuasive, etc.) is unique to your company. Allowing professionals to provide their expertise in indentifying those qualities is crucial in order for your company to hire and retain those with the ability to change and adapt along with the food ingredients market.
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