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Companies Should Recruit People Who Are Hungry For Money For The Sales Position - IELTS Band 9 Essay


Some people think that companies should recruit people who are hungry for money for the sales position as they will make the most dedicated workers - IELTS Task 2 Band 9 Sample Essay

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Model Essay 1

Some argue that hiring individuals driven by monetary gain is optimal for sales positions due to their high dedication. While money can indeed motivate hard work, it is not the sole factor. Effective recruitment should also consider intrinsic motivation, interpersonal skills, and resilience. This essay explores the role of financial incentives in motivation and highlights key qualities necessary for successful sales staff.


Money undeniably serves as a powerful motivator in the workplace. Employees seeking higher income are often more willing to go the extra mile, driven by the desire to achieve their financial goals. For instance, a salesperson motivated by commissions may work longer hours and actively seek new clients to maximize earnings. This pursuit of financial rewards can lead to impressive sales figures. However, reducing employee motivation to monetary factors alone oversimplifies the issue. Intrinsic motivators, such as job satisfaction, passion for the product, and personal growth, also play significant roles. A salesperson who genuinely believes in what they are selling is likely to be more persuasive and effective. Additionally, job satisfaction and career development opportunities foster a more committed and productive workforce.


When recruiting for sales positions, companies should consider a balanced approach. Apart from financial incentives, they should look for candidates with strong interpersonal skills, resilience, and a positive attitude. Effective salespeople must build and maintain relationships with clients, requiring excellent communication and empathy. Moreover, resilience in the face of rejection and a persistent attitude are crucial traits that enable sales professionals to navigate the challenges of their roles successfully. Furthermore, candidates who demonstrate problem-solving skills and adaptability can handle diverse client needs and market changes effectively. By prioritizing these qualities alongside a candidate’s financial motivations, companies can build a well-rounded and effective sales team, leading to long-term success and stability.


In conclusion, while money is a significant driving force behind hard work, it should not be the sole criterion for recruiting sales staff. A combination of intrinsic motivation, interpersonal skills, and resilience is essential for success in sales roles. By considering these factors, companies can ensure a more dedicated and effective workforce.


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Model Essay 2

Some argue that hiring individuals motivated by financial gain for sales roles ensures dedication. While money can drive hard work, it is not the sole motivator. Intrinsic motivation and relevant skills are also crucial. This essay argues that, although financial incentives are important, companies should also consider personal drive and expertise when recruiting for sales positions to ensure sustained performance and ethical conduct.


Money undoubtedly plays a crucial role in motivating employees. A lucrative commission structure can incentivize sales staff to perform at their peak. For instance, a salesperson who knows that closing a high-value deal will significantly boost their earnings is likely to put in extra effort. However, relying solely on financial incentives can lead to burnout and unethical practices. Employees who are motivated only by money might cut corners or engage in aggressive sales tactics, ultimately harming the company's reputation and customer trust. Moreover, such practices can result in long-term damage to customer relationships and decreased employee morale, which can adversely affect overall business performance.


Beyond financial incentives, intrinsic motivation is essential for sustained performance. Sales positions often require resilience, persistence, and a positive attitude—qualities driven by passion and personal satisfaction rather than external rewards. Employees who genuinely enjoy the process of engaging with customers and solving their problems are more likely to excel in their roles. Additionally, relevant skills and experience are critical factors in the recruitment process. A candidate with a strong understanding of the product or industry can communicate more effectively with potential clients and address their needs more accurately. Therefore, a comprehensive approach that balances financial incentives with intrinsic motivation and skill development is essential for recruiting effective sales staff.


In conclusion, while money can be a powerful motivator, it should not be the sole criterion for hiring sales staff. Intrinsic motivation and relevant skills are equally important in ensuring sustained performance and ethical conduct. By considering these factors, companies can build a dedicated and effective sales team.


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