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Sales and account representatives - wholesale trade (non-technical)

OaSIS code 64101.00

Sales representatives in wholesale trade (non-technical), sell non-technical goods and services to retail, wholesale, commercial, industrial, professional and other clients domestically and internationally. Auctioneers are included in this unit group. Sales representatives in wholesale trade who are supervisors are also included in this unit group.

Overview

Also known as

  • Advertising time sales representative
  • Food products sales representative
  • Freight sales agent
  • Graphic design sales representative
  • Hotel accommodations sales executive
  • Liquor sales representative
  • Magazine sales representative
  • Oil distributor
  • Security services sales consultant
  • Transfer company agent
  • Wholesale trade representatives supervisor

Main duties

This group performs some or all of the following duties:

  • Promote sales to existing clients
  • Identify and solicit potential clients
  • Provide clients with presentations on the benefits and uses of goods or services
  • Estimate or quote prices, credit or contract terms, warranties and delivery dates
  • Prepare or oversee preparation of sales or other contracts
  • Consult with clients after sale or signed contracts to resolve problems and to provide ongoing support
  • Review and adapt to information regarding product innovations, competitors and market conditions
  • Represent companies that export and import products or services to and from foreign countries
  • May conduct sales transactions through Internet-based electronic commerce
  • May supervise the activities of other sales representatives.

Additional information

  • Progression to sales management positions is possible with additional training or experience.

Similar occupations classified elsewhere

Exclusions:

  • Advertising, marketing and public relations managers (10022)
  • Technical sales specialists - wholesale trade (62100)
  • Retail salespersons and visual merchandisers (64100)
  • Royalties manager - arts (in 50011.00 Managers - publishing, motion pictures, broadcasting and performing arts)

Skills match:

View occupations with similar skills and abilities requirements

NOC hierarchy breakdown

NOC version

NOC 2021 Version 1.0

Broad occupational category

6 – Sales and service occupations

TEER

4 – Occupations usually require a secondary school diploma; or several weeks of on-the-job training

Major group

64 – Sales and service representatives and other customer and personal services occupations

Sub-major group

641 – Retail salespersons and non-technical wholesale trade sales and account representatives

Minor group

6410 – Retail salespersons and non-technical wholesale trade sales and account representatives

Unit group

64101 – Sales and account representatives - wholesale trade (non-technical)

Occupational profile

64101.00 – Sales and account representatives - wholesale trade (non-technical)

Work characteristics

Work characteristics gathers the various components describing the work environment of each occupation, such as employers, work activities, and the work context. Each category displays up to 10 descriptors in descending order based, firstly, on their attributed ratings by the level of complexity (for Work Activities) or other measurement dimensions (for Work Context), and secondly, in alphabetical order. The whole list of descriptors and their ratings can be expanded at the bottom of each page.

Work Activities

Proficiency or complexity level
Selling or Influencing Others
5 - Highest Level
Communicating with Persons Outside Organization
4 - High Level
Analyzing Data or Information
3 - Moderate Level
Communicating with Coworkers
3 - Moderate Level
Developing Objectives and Strategies
3 - Moderate Level

Work Context

Structural Job Characteristics

Structured versus Unstructured Work
Degree of freedom to determine tasks and priorities
4 - High amount of freedom
Work Week Duration
Worked hours in a typical week
3 - More than 40 hours

Physical Work Environment

Physical Proximity
Physical distance from others
3 - Somewhat close (e.g. share office)

Physical Demands

Sitting
Duration
4 - More than half the time
Standing
Duration
3 - About half the time
Bending or Twisting the Body
Duration
1 - Very little time

Interpersonal Relations

Contact with Others
Frequency
5 - Every day, almost continuously
Duration
5 - All the time, or almost all the time
Work with Work Group or Team
Importance
3 - Important
Frequency
4 - Every day, a few times per day

Workplaces/employers

  • Business services firms
  • Clothing manufacturers
  • Food, beverage and tobacco processing establishments
  • Hotels
  • Motor vehicles and parts manufacturers
  • Petroleum companies
  • Transportation companies

Skills and abilities

This section displays the various competencies required for an occupation. Each category displays up to 10 descriptors in descending order based, firstly, on their attributed ratings by the level of proficiency (for Skills and Abilities) or importance (for Personal Attributes) and secondly, in alphabetical order. The whole list of descriptors and their ratings can be expanded at the bottom of each page.

Abilities

Proficiency or complexity level
Speech Clarity
4 - High Level
Speech Recognition
4 - High Level
Fluency of Ideas
3 - Moderate Level
Numerical Ability
3 - Moderate Level
Verbal Ability
3 - Moderate Level

Skills

Proficiency or complexity level
Negotiating
4 - High Level
Persuading
4 - High Level
Management of Financial Resources
3 - Moderate Level
Oral Communication: Active Listening
3 - Moderate Level
Oral Communication: Oral Expression
3 - Moderate Level

Personal Attributes

Importance
Adaptability
4 - Highly important
Analytical Thinking
4 - Highly important
Attention to Detail
4 - Highly important
Collaboration
4 - Highly important
Concern for Others
4 - Highly important

Interests

The OaSIS uses the Holland Codes to describe the work-related interests. According to the Holland model, people work best in work environments that match their preferences, which means that people and work environments can be matched for a best fit. Occupational environments in Holland’s theory are described according to a combination of main interests and the activities they represent. There are six interests in the Holland typology: Realistic, Investigative, Artistic, Social, Enterprising and Conventional. All occupations in OaSIS have up to three interests assigned to them.

Interests

Preferences for work environments and outcomes.

Interests profile: ECS

Enterprising (E)

Enterprising occupations are characterized by the dominance of action-oriented activities to attain organizational or self-interest goals. They frequently involve starting up and carrying out projects, influencing, leading or mobilizing people, making decisions, and sometimes require risk taking and dealing with business.

Conventional (C)

Conventional occupations are characterized by the dominance of activities that entail following sets of procedures and routines. These activities may include systematic manipulation of data, such as keeping records, filing materials, reproducing materials, organizing written and numerical data according to a prescribed plan, and operating business and data processing. They often require following a clear line of authority and usually involve working with data and details more than with ideas.

Social (S)

Social occupations are characterized by the dominance of activities that entail the interaction with others to inform, train, aid, develop, cure, or enlighten. These occupations often involve helping or providing service to others, teaching, working or communicating with people.

Employment requirements

Employment requirements includes the education, training, certifications and the knowledge required to work in each occupation. The Knowledge category displays up to 10 descriptors in descending order based, firstly, on their attributed ratings by the level of proficiency, and secondly, in alphabetical order. The whole list of Knowledge descriptors and their ratings can be expanded at the bottom of each page.

Education, certification and licensing

  • Experience in sales or in an occupation related to the product or service is usually required.
  • Voluntary certification is available from the Canadian Professional Sales Association.
  • Fluency in a foreign language and/or foreign country work or travel experience may be required for sales representatives seeking employment with companies that import or export goods or services.
  • Completion of secondary school is required.
  • Supervisors and senior sales representatives require experience.
  • A university degree or completion of a college or other program may be required.

Knowledge

Knowledge level
Client Service
3 - Advanced Level
Clerical
2 - Intermediate Level
Mathematics
2 - Intermediate Level
Sale and Marketing
2 - Intermediate Level
Accounting
1 - Basic Level

Skills for success

 
Skills for Success Model
 
Skills for Success are skills that help you in a quickly changing world. Everyone benefits from having these skills. They can help you to get a job, progress at your current job or even change jobs. The skills also help you become an active member of your community and succeed in learning.
 
 
Linkages Between ESDC Skills Models and Frameworks
 
ESDC makes available a dictionary of over 300 terms (or descriptors) and definitions, known as the Skills and Competencies Taxonomy (SCT). Descriptor information from the Taxonomy is used in the Occupational and Skills Information System (OaSIS).
 
While there is general commonality of meaning between the descriptors in the SCT and the Skills for Success model, there are some differences in their definitions due to their distinct purposes. The Skills for Success Model [9 broadly defined skills] identifies the skills that are universally applicable. The SCT displays specific skills and competency requirements for 900 occupations. Users of the Skills for Success Model and Essential Skills content may find competency information from the Taxonomy and the OaSIS to be complementary.
 
Stay tuned to this section for more information and updates regarding linkages between the Skills for Success model and the OaSIS.

O*NET in-it

This page includes information from the O*NET 27.2 Database by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA). Used under the CC BY 4.0 license. O*NET® is a trademark of USDOL/ETA. Employment and Social Development Canada has modified all or some of this information. USDOL/ETA has not approved, endorsed, or tested these modifications.

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