If you’ve already thought about the information you’ll include in your job description, it’s time you looked over a great Sales Trainer job description sample to help guide you through your rough draft. Below you’ll find a great example of a standard, but very effective job description.
Sales Trainer Job Summary
As a Sales Trainer, your top priority will be giving new sales persons the tools, skills and knowledge they need to be effective in the corporate sales environment. Identify any issues with training methods and make suggestions for improvements as needed.
Sales Trainer Responsibilities and Duties
- Conduct training for new and current sales associates and develop individualized training plans for underperforming sales persons.
- Schedule orientations and related training events for individuals and teams
- Observe sales encounters and determine the training needs for individuals and/or sales teams.
- Develop sales performance policies and methods for evaluating performance in a far fashion.
- Improve training techniques when need to meet the unique demands of certain accounts and/or the corporate sales market at large.
- Meet financial objectives for various trainings.
- Recommend budget for training events and monitor costs during the program.
- Stay updated with current market trends and the changing demands of the corporate sales environment.
Qualifications and Skills
- Bachelor’s Degree or equivalent sales experience
- 7+ years experience in sales
- Experience in sales training preferred, not required
- Highly developed interpersonal skills
- Excellent coaching skills
- Familiar with performance management methods
- Very self-motivated and goal oriented
At A to Z Corporate Sales, we specialize in helping corporations find new clients and meet their sales quotas. Our young and vibrant sales team is well known for enthusiasm, customer service and indisputable charm. We work with all types of corporate manufacturers, but we always keep an eye out for green products and anything designed to improve the global culture in a meaningful way.
As a company, A to Z Corporate Sales believes million dollar sales companies can be ethical too. Furthermore, small companies with a great product and mission should have a fighting chance. Every member of our sales team is dedicated to connecting great companies with a growing client pool. However, we believe if we want our sales team to work hard we should give them everything they need to succeed. That’s why we need an excellent Sales Trainer who can light a fire under our new sales personnel and inspire them to take our company and our clients to new heights.
Common Components of a Sales Trainer Job Description
While you should certainly cater your job description to your unique company needs, there are still a few expected components for your description. See the list below:
• Job Title: Your job title should be both compelling and descriptive. You only have a few words so choose them carefully. If you were seeking a sales trainer position, what kind of title would convince you to click and read more?
• Job Overview: What is the core responsibility of the position? You’ll have an opportunity in the next section to talk about daily tasks, but in this section, focus on what the professional will contribute to the company overall. Think about whom he or she will work with and what kind of decisions they’ll regularly be responsible for.
• List of Duties: Here, you can focus on daily tasks and responsibilities. However, don’t make the list too long or sound like an employee manual. It should give the reader a great idea of what a sales trainer does in your company. You can save the more finite details for orientation day.
• Necessary Qualifications: Think about the minimum qualifications of a quality hire. How much experience do you need? What kind of character traits are you looking for? Don’t get too caught up in perfect ideals. Focus on a short list of qualifications that will allow this professional to succeed in your company and grow over time.
• Company Summary: This is you best chance to sell your company culture. Especially if you are a small or growing company that can’t beat salary or benefit offers from chains and similar companies, you may win over top talent because of your work environment. Your main draw as a company may be your company culture, the causes you support or even regular company barbecues. Hone in on what makes your company stand out from other employers.
• Search Engine Optimization: If you’ve updated your website in the last few years, you’ve probably had an encounter with search engine optimization or SEO. You might not need to do a full scale SEO plan for your job description, but you should be aware of keyword and content trends. When in doubt, try to be relevant and choose keywords your ideal hire would use in a search engine or job database.
• Call to Apply: Like any good salesman, you want to drive the sale home with your conclusion. In this case, you are selling yourself as the employer and the open position as a better option. End your job description with a warm call to apply and even point your readers towards the submission instructions.
• Extra Add-ons: Your may find your have extra information, that though important, doesn’t fit into the above categories. If you find you need another section, add it in. Be sure it is relevant to the job description and will ultimately help you attract the right professionals. As long as you keep your description succinct and informative, a little extra information can be help.
Making better hires starts with building better job descriptions
• Browse 100s of templates across 40+ industries
• Customize your template with your company info & job requirements
• Post it to 20+ job boards in seconds – for FREE!
Get a professional, candidate-centric job description quickly & easily with MightyRecruiter
Do’s and Don’ts for Writing Your Sales Trainer Job Description
As you cater your job description to your ideal hire, keep these do’s and don’ts in mind:
• Don’t include any benefit package or wage information until you’ve checked your company’s policy. Additionally, you may want to check with common industry practices.
• Do clearly state the job level. For example if you are looking for an experienced professional, you don’t want to receive a steady stream of entry-level applications.
• Don’t omit location details. Also if you only want local candidates, you may want to include this as well.
• Do make you application submission guidelines very clear for any candidate. Even if you have the candidates complete a survey, it shouldn’t take too long to finish.
Best Practices for Writing a Job Description
- As you write your job description, you’ll want to observe a few best practices to make sure your efforts lead to an effective post. You may find you need to add or modify sections to write a job description that works for you. As you draft your description, follow these guidelines:
- Talk to a Sales Trainer. The best way to understand what your ideal hire is thinking is to speak with your current sales team. Ask them what drew them to the company, what the most important parts of their jobs are and what might encourage others to apply.
- Make it short. Your job description shouldn’t exceed 700 words. This is description is designed to help you in the first step of the hiring process: getting resumes. Keeping it short helps you maintain the attention of your readers and stay succinct.
- Don’t be vague. Be clear and honest about what you expect from a sales trainer. If you are looking for someone who will be a great fit, you’ll need to be upfront about what qualifies as a great fit. Being clear will help you attract the right candidates.
- Spell-check, proofread and edit. You know how it’s a bit annoying when you see typos on resumes? The same can be said for job descriptions. If you know you frequently miss those pesky commas and other common mistakes, ask another hiring manager or professional to read over the description.
- Skip trivial tasks. Every job has trivial tasks whether it’s entering data into a spreadsheet or filling the printer with paper. However, you don’t need to include these in your job description. Instead, focus on the most crucial and engaging tasks of the position.