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(More on that in a later article.) In short, take the time to find out what qualities your stars possess that makes them successful in their roles. What if you do not employ any back office people at the moment?
Just make sure that you don't misrepresent yourself as looking for "models" if you are really looking for candidates, both to the individuals themselves and (if applicable) their employers.
When you interview candidates you can select someone based on having the "nice-to-haves" as well as the essentials.
Of course, getting the right people to apply is only the first step in recruiting the right person for the right role.
You may even be able to organize to meet with these salespeople if you offer to take them out for say, breakfast or lunch.
If you are not going to use an executive search firm, it's time to network!
) But if you're not fully familiar with what your company's sales people do or will do, you may have a risk of describing a wish list that turns the right candidates away and attracts the wrong ones.
Although you should know the key points for the job -- for example, the ability to build rapport -- you might add some not essential ones as well. You should find that there are basic attributes that all your stars share, and certain attributes that differ between them.
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