What to consider during an interview of a candidate for the vacancy of commercial director with the owner.
When hiring such a specialist, a meeting with the taiwan business email list owner of the organization is usually held. A suitable applicant should be able to build equal and respectful relationships with the owner, regardless of the scale of the business. He will not bend himself or hurt the authority of the "first person". A sign of a successful meeting between the owner of the company and the candidate for the vacancy of the commercial director is a meaningful conversation, during which the participants discuss not only professional issues, but also personal hobbies.
The process of hiring a commercial director involves bargaining and negotiation.
A good commercial director is an expensive and sought-after specialist. It is important to take into account his requirements for salary and social package. For example, refusal to reimburse expenses for fuel and lubricants or mobile communications may be the reason that he will give preference to another company, and this will be a disappointment.
Small preferences of a potential commercial director should not be overlooked. The ability to understand and willingness to satisfy such "whims" can become an important criterion when assessing the adequacy of a future employer. The goals of the future commercial director in the medium and long term should be discussed. The candidate should understand that the company has all the necessary resources to implement his ambitious plans.
Do
not forget that the most effective motivational system for employees, including the commercial director, is the Herzberg two-factor method. There are hygiene criteria, failure to meet which leads to the dismissal of a specialist, but one should also take into account motivational factors that will allow the commercial director to earn billions for his company.
How is the work of a commercial director assessed during the initial three months?
The initial period, as a rule, does not give a full idea of the potential of a manager of this level. To form conclusions about the advisability of continuing cooperation, the following indicators should be taken into account:
Increase in battery capacity.
Increase in sales.
Changing the level of motivation within the commercial department and among sales managers.
Download a useful document on the topic:
Checklist: How to Achieve Your Goals in Negotiations with Clients
Frequently asked questions about the job description of a commercial director
Job descriptions should be drawn up for all top managers of the enterprise. In the context of the commercial director, the task of such a document is to organize his work and eliminate possible discrepancies in the understanding of the main functions and responsibilities.
How often should the job description of a commercial director be reviewed?
Changes and adjustments to such a document are made if such a need arises or every 5 years and are formalized by a corresponding order. Employees to whom the provisions of the job description apply must familiarize themselves with it and sign it.
Is it necessary to notify an employee about changes (additions) to the job description?
In the event that adjustments are made to such a document unilaterally, the specialist to whom the provisions of the instruction apply must be notified at least two months before the approval of the new version of the job description.
Who is responsible for drafting job descriptions?
The job description of a commercial director, a sample of which is presented above, can be formed by the head of the organization, HR specialists, lawyers, and in some cases by the employee himself. A set of basic requirements for such a position based on standard documents is drawn up by the "first person" of the enterprise. In this case, the manager can assign such a task to the HR department or the legal department of the company.
Having a job description helps improve the performance of the sales department and the company as a whole.