Regardless of your company size, you must have qualified and experienced sales engineers. However, finding an outstanding sales engineer takes time and requires the employer to put in a lot of effort. This is particularly challenging given the intense rivalry for talent in the sales industry.
Why not use the tips below if your company has trouble finding qualified candidates for the sales engineer position? Businesses might be able to access the best applicants right away after reading this article of Navigos Search.
1. Build a business brand
The labor market is increasingly competitive, needing candidates to have experience and expertise to adapt to the job rapidly. However, potential candidates have more career opportunities to choose from with their own criteria, so finding talented and suitable personnel is not a simple problem. When salaries for similar positions vary little between companies, it is the reputation of the latter that stands out and draws in prospects.
Employer branding is crucial in assisting companies differentiate themselves from rivals in the market. In fact, a growing number of businesses are working hard to develop their image. Without any advertising or public relations, good sales engineers are quite simple to attract if the company is on the correct path in this field.
To successfully entice potential candidates in the sales industry, businesses should concentrate on articulating cultural values, mission and vision, people management, developing a professional working environment, etc.
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Build a good business brand to attract more potential candidates
2. Clarify the need of sales engineer recruitment
Most qualified candidates want to know that they will have a good position at the business where they can perform their best work and have an impact on their professional development. You must therefore inform the applicant of the precise hiring requirements of your company. To do this, the technical sales engineer recruiter must collaborate with key stakeholders in the industry to comprehend problems like:
What are the objectives of hiring a sales engineer in the short- and long-term?
What will the newly hired sales engineer add to the company's long-term plan?
What kind of career path does the business anticipate the hired sales engineer will take?
What goals do you have for the upcoming two to five years and beyond?
At each level of development, what kind of experience does the company require in a sales engineer?
You risk selecting the incorrect candidate if you do not fully comprehend the requirements for recruitment. This is a predicament your organization has to avoid because you can only imagine the "pain" that everyone would experience after layoffs. However, the aforementioned problems might not have a quick solution, therefore your company needs to organize many meetings to get clear answers.
Read more: The secret to becoming an excellent sales specialist
3. Write a thorough sales engineer job description
The purpose of the job description is to accurately depict the activities and responsibilities of the position inside the company. The candidate will be able to decide to apply if they have a clear understanding of the duties in the job description. The primary duties that sales engineers often have to do are as follows:
Present products and clarify technical concerns relating to the company's products and services to clients, prepare papers, arrange participation in workshops, seminars, etc.
Assess user demands and decide on product requirements by interacting with consumers and having conversations with other engineers.
Ensure order release process and delivery schedule
Plan and propose strategies to upgrade products and services to better meet the needs and tastes of customers
Support customers to solve technical problems during equipment installation
Research the market, competitors to improve and develop products and services
Companies need a thorough job description
4. Focus on vital skill
A good sales engineer must have at least three years of relevant job experience, be well-versed in his field, and hold a bachelor's degree or higher. For a successful application, professional skill is merely a "necessary factor." More "necessary conditions," which are crucial abilities for improved career development, are required of candidates. Businesses should pay special attention to candidates who have abilities like good foreign languages (especially English), tech-savvy, complicated problem-solving abilities, communication skills, and the capacity to tolerate pressure,...
5. Offer a competitive salary
One difficulty that hiring managers face is budgeting for vacancies. It is difficult to give an exact number due to many influencing factors such as qualifications, experience, working history, workplace, etc.
However, your business still needs to be clear and reasonable about the candidate's salary. Giving a number that is too low will "dispel" potential candidates, while a number that is too high will put you at risk of exceeding your budget. And certainly, your business cannot forever race with sky-high salaries to recruit potential candidates.
The best solution at this time is that businesses need to research the salary of the units paid for the position of sales engineer with experience, workplace,... to ensure the best interests for both candidates and businesses.
Competitive salary is still the most attractive factors with candidates
6. Access to locations that prospective sales engineers frequently visit
To effectively reach good sales engineers, you need to find the places they often visit. Some suggestions you can incorporate into your recruitment process are hosting a sales seminar on a corporate website, following well-known sales communities, using specialized sales recruitment websites, business,...
7. Navigos Search Recruit via Navigos Search headhunter service
The aforementioned advice can assist your company in successfully hiring new personnel. The manager will put a lot of time and money into the search, but they might come up empty-handed. The majority of businesses whether they are large, medium-sized, or small, are currently choosing to choose Navigos Search, a recognized headhunter firm, for their recruitment needs.
The tips shared above can help your business find employees successfully. However, the manager will spend a lot of time and money and still cannot find the most suitable candidate. The current trend of most companies, large, medium and small businesses is to choose recruitment services through a reputable headhunter company - Navigos Search.
Navigos Search belongs to Navigos Group, which owns the largest recruitment and job search website in Vietnam - VietnamWorks. With a huge data of 375,000+ potential candidates, 85,000+ senior management candidates have become a fertile resource for headhunters to assist businesses in recruiting sales engineers and many industries and other areas.
In addition, a team of dedicated consultants will always stand by your business from the time of recruitment needs to the time of receiving candidates. All of our consultants have solid knowledge, extensive experience and methodical recruitment process, ensuring to find and select the best candidates for your business in the shortest time.
Navigos Search is the leading headhunting service in Vietnam
Hơn 20 năm kinh nghiệm trong lĩnh vực “săn nhân tài” cấp trung và cấp cao, Navigos Search tự hào đã hỗ trợ, mang đến giải pháp tuyển dụng thành công cho hàng trăm ngàn doanh nghiệp, tập đoàn đa quốc gia trên khắp Việt Nam.
Every month, we receive thousands of potential CVs. Therefore, if your business is in need of recruiting a sales engineer or any other mid-level or high-level personnel position, please contact Navigos Search to quickly get potential and suitable candidates.
Navigos Search - The leading headhunting service for middle and senior level positions in Vietnam