Sharing our expertise


April - June 2017


As we noted last quarter, the number of suitable and available sales professionals is falling as organisations add additional staff to their teams. Most vacancies are permanent, with employers continuing to request candidates with local market knowledge and previous industry or product experience. Of course proven sales results remain essential.

Degree-qualified candidates remain the preference, while strong salespeople are never available for long.

Hotspots of demand

The hotspots of demand remain steady quarter-on-quarter. Starting with Business Development Managers, there is high demand but a short supply of candidates with both industry and local experience.

Account Managers are still needed by organisations that want to manage and grow their current client base. Candidates need a strategic approach with the ability to consider the wider picture, including analysing margins, costs, writing tenders and service agreements and creating long-term relationship plans.

We continue to see some demand for candidates who can perform both business development and account manager duties. In other words, professionals with a proven ability to win new clients while also managing and growing existing clients.

Telesales professionals remain in demand. These roles traditionally suffer from high turnover, with candidates looking to progress into other areas of the business. Therefore finding stable candidates is a challenge for employers.

Sales Managers
are needed too. These candidates are in short supply, especially those with a high level of experience.

Graduate Sales Professionals are sought but there is a shortage of people at this level who want a long-term career in sales.

Finally, Salespeople with architecture/specification industry experience are needed, both at the representative level as well as for senior roles. Employers want qualified professionals with proven successes in this area, ideally with one focused product range.

Jobseeker trends

Jobseekers continue to look for stable opportunities and a higher base salary than they are currently on. Commission is not as crucial within a role as it used to be, with candidates focusing more on the base for stability reasons. Consequently there is far less interest in roles with a lower base and firm commission capability.

Cultural fit is important too. However above all, there is a desire for flexible working options.

At the entry to mid-level candidates are not as keen as they once were to travel.  

How to get a job in 2017

If a new job is on your radar this year, you need a strong story, consistent brand and proof that you can add value. Watch expert tips from hiring managers. For all our videos, click here