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Technical sales specialists - wholesale trade

OaSIS code 62100.00

Technical sales specialists, wholesale trade, sell a range of technical goods and services, such as scientific, agricultural and industrial products, electricity, telecommunications services and computer services, to governments and to commercial and industrial establishments in domestic and international localities. Technical sales specialists in wholesale trade who are supervisors are included in this unit group.

Overview

Also known as

  • Aircraft sales representative
  • Communication equipment sales representative
  • Construction equipment sales representative
  • Electricity sales representative
  • Heavy equipment sales representative
  • Industrial supplies sales representative
  • Medical instruments sales agent
  • Software sales representative
  • Technical sales representative
  • Technical sales supervisor
  • Technical support specialist - wholesale trade

Main duties

This group performs some or all of the following duties:

  • Maintain and grow sales relationships with existing clients
  • Identify and solicit potential clients
  • Assess clients' needs, recommend or assist in the selection of appropriate goods or services, and negotiate prices or other sales terms
  • Provide input into product design where goods or services must be tailored to suit clients' needs
  • Develop sales presentations, proposals, or other materials to illustrate benefits from use of good or service
  • Estimate costs of installing and maintaining equipment or service
  • Prepare and administer sales contracts and maintain customer records
  • Consult with clients after sale to resolve problems and to provide ongoing support
  • Troubleshoot technical problems related to equipment
  • Develop and maintain technical product or service knowledge to explain features to clients and answer questions about goods or services
  • Develop, implement and report on sales strategies to achieve business goals
  • Assess market conditions and competitors' activities and develop an awareness of emerging markets and trends
  • May offer training in the operation and maintenance of equipment
  • May supervise the activities of other technical staff and sales specialists.

Additional information

  • Extensive company training programs for technical sales specialists may be provided by employers.
  • Progression to sales management positions is possible with additional training or experience.
  • Technical sales specialists usually specialize in a particular line of goods or services.

Similar occupations classified elsewhere

Exclusions:

  • Advertising, marketing and public relations managers (10022)
  • Retail salespersons and visual merchandisers (64100)
  • Sales and account representatives - wholesale trade (non-technical) (64101)

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

2 – Occupations usually require a college diploma or apprenticeship training of two or more years; or supervisory occupations

Major group

62 – Retail sales and service supervisors and specialized occupations in sales and services

Sub-major group

621 – Specialized sales occupations

Minor group

6210 – Technical sales specialists in wholesale trade and retail and wholesale buyers

Unit group

62100 – Technical sales specialists - wholesale trade

Occupational profile

62100.00 – Technical sales specialists - wholesale trade

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
Clerical Activities
3 - Moderate Level
Communicating with Coworkers
3 - Moderate Level

Work Context

Structural Job Characteristics

Structured versus Unstructured Work
Degree of freedom to determine tasks and priorities
5 - Very high amount of freedom
Work Week Duration
Worked hours in a typical week
2 - Between 35 to 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
2 - Less than 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

  • Computer service companies
  • Engineering firms
  • Hydro-electric companies
  • Industrial equipment manufacturing companies
  • Pharmaceutical companies
  • Self-employment

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
Fluency of Ideas
4 - High Level
Memorizing
4 - High Level
Speech Clarity
4 - High Level
Speech Recognition
4 - High Level
Verbal Ability
4 - High Level

Skills

Proficiency or complexity level
Management of Material Resources
4 - High Level
Negotiating
4 - High Level
Persuading
4 - High Level
Coordinating
3 - Moderate Level
Critical Thinking
3 - Moderate Level

Personal Attributes

Importance
Active Learning
4 - Highly important
Adaptability
4 - Highly important
Analytical Thinking
4 - Highly important
Attention to Detail
4 - Highly important
Collaboration
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: ECI

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.

Investigative (I)

Investigative occupations are characterized by the dominance of activities that entail the observation and systematic or creative investigation of physical, biological, or cultural phenomena. These occupations require an extensive amount of thinking and frequently involve working with ideas, searching for facts and figuring out problems mentally.

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

  • A university degree or college diploma in a program related to the product or service is usually required.
  • Experience in sales or in a technical occupation related to the product or service may be required.
  • Fluency in a specific foreign language, and/or foreign work or travel experience may be required for technical sales specialists seeking employment with companies that import or export technical goods or services.
  • Technical sales supervisors require experience as a technical sales specialist.
  • A driver's licence and a good driving record may be required.

Knowledge

Knowledge level
Sale and Marketing
3 - Advanced Level
Clerical
2 - Intermediate Level
Client Service
2 - Intermediate Level
Computer, Technology and Information Systems
2 - Intermediate Level
Languages
2 - Intermediate 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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