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The commercial director is one of the key positions in any organization that is aimed at making a profit. The successful construction of the sales system depends on this person, he directly influences the position and share of the company in the market.
The commercial director's functions are quite broad: managing logistics, purchasing, sales, marketing. He is responsible for the company's profit.
Any manager will agree that finding a competent specialist, especially for a top position, is a difficult task. Sometimes it is easier to find money than a reliable person who can effectively manage this money! It is not for nothing that we mentioned reliability, because the commercial director gets access to customer and supplier databases, makes decisions that directly affect the sustainability and security of the business.
What to do and where to virtual phone number service look for “golden shots”?
Step 1. Determine what your company's commercial director should be like. Draw his portrait
Qualities. First of all, a commercial director needs the ability to see opportunities in the market and the ability to count. Organization and planning skills, communication skills and the ability to negotiate with a variety of people are also important.
But the personal qualities and characteristics of the person with whom the company manager will have to work in close direct contact are determined by the manager himself, and must correspond to the corporate culture.
Specialization. The specialization of the market in which the specialist worked is of great importance. It is better to look for a professional from the same market in which you work, or close to it.
For a direct search for professionals in the required market segment, the consulting agency Administrative Resource offers an Executive search selection service .
Achievements. Pay attention to the person's achievements at their previous place of work. For example, if the candidate proves that thanks to their efforts the company significantly exceeded its financial goals, then this factor alone outweighs doubts related to personality traits or a less than prestigious education. Yes, diplomas from prestigious universities and an MBA will be a plus, but this should not be the key value when making a decision.
What to pay attention to when searching for people for leadership positions, you can read in the article: selection of a manager .
how to choose a commercial director
Step 2: Catch the fish you want
The whole difficulty of selecting top managers is that professionals of this level are almost never looking for work. They already have an established career, a stable place of work. It seems that they have no reason to change anything in their lives.
This is where the question arises: how can you make sure that the person you need at least begins to consider the possibility of changing jobs?
First of all, remember that all people are different and their motivations differ from each other. But, as a rule, for top-level managers, human values and opportunities for further career development are not the most important thing, but human values.
A powerful incentive to change jobs can be the need for self-actualization. This is especially common when a person feels that he has achieved everything he wanted in his professional and personal development, but the desire to develop further does not leave him.
So, let us repeat once again, all people are different. There is no single set of rules on how to motivate the person you need. It is important to study the specialist in detail, identify his motives, interests, needs and, based on this, offer him opportunities for realization in your company that are truly important to him. Show him a picture of his ideal career. This is the approach that the HeadHunting method of attracting specific professionals to the company is based on .
how to choose a commercial director
Step 3: Check for strength
None of the personnel assessment methods provide a 100% guarantee that this is really the one and only person you need. The only objective assessment is the candidate's direct work in the company, i.e. the probationary period, which for this position is usually six months.
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Do you want to attract a person to your company who will make your business commercially successful? The professionals of the Administrative Resource company will help you with this, using the capabilities of Headhunting and Executive Search .
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