Post A FREE Job To Hire Sales Executives For Bijelo Polje
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HR OFFICER
"Skillbee is set up very well and very user friendly. Quite unique from the other job portals and very convenient even for someone who is a very new to hiring!! I can surely say the website is GREAT, it is easy to follow , convenient because you can pull the information whenever you need to."
Falcor Engineering and Construction LLC
MANAGING PARTNER
"As a fast growing organisation, hiring sales resources is one of the key challenges I face as a business owner. With a free platform like skillbee, we now have access to many active job seekers in Dubai. Looking forward to hire many more resources through skillbee!"
Al Wasl Drinking Water
HR MANAGER
"First of all thank you to Mr Bibin to introduce me with Skillbee. Top Hand has had a very good experience with it and got a lot of people to walkin for urgent requirements in cleaner roles. Thanks on behalf of our whole Tophand team!"
Top Hand Cleaning Services
1. Hire an experienced sales executive with a good track record in the industry
2. Conduct a recruitment process that includes interviewing several candidates and choosing the best one
3. Train your new sales executive thoroughly on how to sell products and services effectively
4. Ensure adequate resources are available for your sales team, such as training materials, office space, etc., so they can be productive and successful
5. Reward your top performers consistently
or less
The process of hiring a sales executive from overseas in Bijelo Polje can be daunting, but it doesn’t have to be. There are several ways that you can go about finding the perfect candidate for your company and ensuring that they successfully transition into your team. Here are some tips:
1)Research the market potential for your product or service. This means understanding what companies across various industries are doing to attract and retain top talent, as well as how those roles differ from yours. You want to make sure you're targeting someone who is qualified for the job and has a passion for both what you do and where you do it.
A great way to start researching candidates is by looking at LinkedIn profiles – this provides an overview of their experience, education, skillset (both technical & non-technical), current projects/jobs etc., all while giving users privacy controls if they choose not share personal information online。 Some other valuable resources include business directories like The Yellow Pages®, industry magazines such as Forbes® or Entrepreneur™ magazine、and websites specifically designed FOR recruiting professionals such as Indeed!® Job Searching pages which list jobs categorized by location・specialty area ect…etc..
2)Once you've narrowed down your search based on qualifications & interests listed above,. Next step would be conducting phone screens with finalists(typically 3-5 people). During these interviews we will probe deeper into why they left their last position; What was successful in previous positions? How did THEY manage difficult conversations? We'll also ask them questions specific TO YOUR COMPANY'S CULTURE ie "What does success look like here?". These assessments help us get a sense OF WHO THIS PERSON IS AND WHAT THEIR MOTIVATIONS ARE - NOT JUST IN terms of wanting THE MOST financially rewarding career path available OR WANTING WORK THAT ENVIRONMENTS THEM BUT ALSO FIT WITH THEIR OWN VALUES& GOALS………. After assessing each applicant's candidacy thoroughly we decide whom WE think could best thrive within OUR BUSINESS SYSTEM......Next comes contract negotiations.(depending on role , sometimes remote work options may also need negotiated ).