Example roles: Sales Executive, Sales Representative, CMO, VP of Sales, VP of Marketing, Account Manager, Business Development Manager etc
Here are some common issues users often encounter. For more details on configuring projects, please refer to our article here: Project Configuration Deep Dive
Common Project Configuration Issues on Talendary for Sales/Commercial Roles
Lack of Clear Sales Competencies:
Generalizing skills can overlook specific sales competencies (e.g., negotiation, lead generation).
Tip: Define competencies specific to sales, like relationship-building, objection handling, and deal closing.
Not Distinguishing Between Experience Levels:
Without clear seniority distinctions, junior candidates may score similarly to experienced professionals.
Tip: Set experience requirements (e.g., years in B2B sales) or weight advanced skills to prioritize senior candidates.
Overly Narrow Product/Industry Knowledge:
Focusing too specifically on certain products or industries may exclude qualified candidates from similar backgrounds.
Tip: Broaden requirements to “experience in similar industries” or “familiarity with CRM software” instead of specifying brands.
Overemphasis on Technical Skills:
For sales roles, technical knowledge might not be as crucial as interpersonal skills, yet it can heavily influence scores.
Tip: Assign lower weight to technical skills and emphasize soft skills like communication and persuasion.
Overusing “Must-Have” Filters:
Strict “Must-Have” filters can limit the pool by excluding candidates with potential to excel.
Tip: Use “Should-Have” for desirable but flexible criteria, keeping “Must-Have” for core sales skills only.
Ignoring Value of Additional Skills:
Overlooking “Nice-to-Have” skills, like knowledge of additional languages, can miss valuable extras.
Tip: Include a low-weight bonus category for additional skills that enhance candidate versatility.
