{"id":24533,"date":"2017-12-20T00:00:00","date_gmt":"2017-12-20T05:00:00","guid":{"rendered":"https:\/\/demo.wwwebdesignstudios.com\/client05\/marketing-representative\/"},"modified":"2026-04-17T19:25:05","modified_gmt":"2026-04-17T23:25:05","slug":"marketing-representative","status":"publish","type":"post","link":"https:\/\/demo.wwwebdesignstudios.com\/client05\/marketing-representative\/","title":{"rendered":"Improve the Selection and Development of Marketing Representatives"},"content":{"rendered":"

<\/h2>\n

<\/h2>\n

FIRST, BUILD A JOB COMPETENCY MODEL<\/a>\"Improve<\/a><\/strong><\/h2>\n

Having a job competency model will help identify the skills, knowledge, and personal characteristics (aka competencies) that are required for
\nsuperior performance of Marketing Representatives. Shown below is a list of competencies in an actual model. Probably 70-90% of the competencies can be found in the models of most Marketing Reps. Technical competencies requiring knowledge of a specific industry can be described in a Technical Expertise competency on a separate list. <\/em>A model that is customized to an organization is more accurate and valuable because it will reflect the organization’s unique culture and strategy.<\/p>\n

 <\/p>\n

\"marketing<\/a>
\n<\/a>Three Methods for Model Building<\/strong><\/em><\/p>\n

a. Build a basic model using focus groups and job analysis interviews.\u00a0>>><\/a><\/em>
\nb. Be trained and certified by Workitect to build competency models.\u00a0>>><\/a><\/em>
\nc. Retain a Workitect consultant to build a model. >>><\/a><\/em>
\nNote: Use a generic competency dictionary<\/a>\u00a0to ensure that common skills and characteristics are always described with the same competency names.<\/em><\/p>\n

_________________________________________________________________________<\/p>\n

Use a Customizable\u00a0Tool to Interview & Select Marketing Representatives<\/strong><\/h2>\n

\"competency<\/a>COMPETENCY INTERVIEW GUIDES<\/a><\/strong><\/h3>\n

Recruiting, interviewing, assessing, and selecting exceptional Marketing Reps requires a coordinated effort by HR staff and hiring managers who have the competencies to complete the \u00a0process. The process can be vastly improved by using templates to guide interviews.<\/p>\n

Workitect has developed a set 35 interview guides, one for each of the competencies in Workitect’s Competency Dictionary. The interview guides provide an easy-to-follow format for structured, behavioral-based interviews. Each guide, with specific questions related to each of the thirty-five competencies in Workitect’s competency dictionary, makes it easy for a hiring manager or interviewer to collect behavioral examples about a candidate’s relevant work experiences and accomplishments.<\/p>\n

There are twelve competencies in the Marketing Representative model. An example of an Interview Guide is the guide for Influencing Others<\/a> competency (#2 in the model shown above). With twelve competencies in the model, twelve interview guides would be utilized.<\/p>\n

Use a Comprehensive Tool to Develop Marketing Representatives<\/strong><\/h2>\n

\"competency<\/a>COMPETENCY DEVELOPMENT GUIDE<\/a><\/strong><\/h3>\n

Developing competencies can be initially overwhelming for even the most experienced Marketing Representatives. Workitect\u2019s Competency Development Guide – Resource Guide for Developing Competencies provides a helpful starting point, as well as in-depth information to guide users through the entire process of developing competencies. The 280-page, 8.5\u201d x 11″, spiral-bound workbook (e-versions available) will give Marketing Reps \u00a0the information they need to develop the competencies in their competency model. <\/span><\/p>\n

The Guide also helps organizations implement competency-based human resource systems, and helps individuals improve their competencies and opportunities for career advancement. It provides background on competencies and instruction on setting competency development goals, along with specific suggestions for developing each of 35 different competencies. There are twelve competencies in the Marketing Representative model. An example of a Development Guide is the Influencing Others competency<\/a> (#2 in the model shown above).<\/p>\n

 <\/p>\n

\"Workitect\"Contact Workitect<\/a> for information about services and products to improve the selection, development, and retention of Marketing Representatives, Sales Representatives, Project Managers, Managers, Executives, and thirty additional positions in eleven industries.<\/p>\n

To learn more about our products and services<\/a>, and how competencies and competency models can help your organization, call 800-870-9490, email\u00a0edward.cripe@workitect.com<\/a>
\nor use the contact form at Workitect<\/a><\/p>\n

\u00a9\ufe0f2024, Workitect, Inc.<\/p>\n","protected":false},"excerpt":{"rendered":"

FIRST, BUILD A JOB COMPETENCY MODEL Having a job competency model will help identify the skills, knowledge, and personal characteristics (aka competencies) that are required for superior performance of Marketing Representatives. Shown below is a list of competencies in an actual model. 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