Posts tagged headhunters

Boredom: Fight It One Sales Pitch At a Time

Boredom:

Fight It One Sales Pitch at a Time

Reflect on the past 5 to 10 years of life. Boredom? Maybe. The most exhausting seasons of life are often submerged in complete boredom driving you to more tiredness and lack of satisfaction from day to day.  Boredom hits us all – from CEO to hourly paid parking attendants. We can’t avoid it, but we can work to overcome it.

Bored employees are less productive – “well DUH!” you exclaim. But beyond killing productivity, the work quality decreases and business is dragged down one by one – the bored employees are killing numbers, goals, and success. If we cannot erase boredom from our lives, we must focus on overcoming it.  As the CEO or parking lot attendant, boredom must be overcome for success.

We frequently work with sales managers. Hiring top candidates that drive the business forward. Sales Recruiters, Inc. represents the strongest sales talent in a number of verticals.

We’ve seen the best and the worst of candidates plagued by boredom and the ones successfully able to lead teams out of it.

Our years of experience has given us the ability to stay ahead of our competition through knowledge and adaptability.

Also over our years of experience, here’s what drive sales managers out of boredom and into success.

Go Big.

Is the wage high enough to make your heart beat a little faster? If not, what’s the point really? Develop sales plans and pitches that get your blood pumping and emotions excited for the potential partnership with each new business or client.

Fight For Closure.

In sales, closure is everything.  Give the perfect sales pitch and follow up. Do whatever it takes to get the deal.  Boredom comes when you give up time and time again on a potential deal.  Close. Close. Close. Find deep inside the extreme desire and drive to see sales deals close.

Seek Creativity.

Is your sales pitch boring all in itself? Perhaps you’re boring attitude and the outlook is spilling over into your pitch with potential clients.  Evaluate. Practice the pitch. Develop ways to keep listeners engaged and interest spiked.  Whatever it takes – be sure to incorporate creativity into every sales pitch.  Connecting with each client on a personal level through a quote, example, sports reference, compelling story, etc. will keep you top of mind after the pitch is long over.

Find Newness.

When clients have heard the same pitch over and over, they too become bored. When as a sales manager you grow bored of the industry it’s time to research and develop a new sense of wonder for what you do.

(Content provided by www.salesrecruiters.com)

https://salesrecruiterschicago.com/for-candidates/

HIRE: First Fire

HIRE: First Fire

Is there that one person on your team that causes more stress to you than all the rest combined? The one that continually needs checking up on? Or maybe the one that is just the “weak link”?

It might be time to say “adios” to the ones sucking time and life from you and your business.  They might be productive, but at what? Carrying out the mission and vision of the business or productive at planning the next office happy hour meet up?

It’s never easy to decide when is right to let the ones you originally hired go. Business owners will go to every extreme to ensure they don’t bring on the wrong hire in the first place, but perhaps good hiring actually starts with smart firing.

These two people should be nixed ASAP from your office:

1. The Avoider

Conflict is inevitable in any situation that multiple human beings with multiple personalities and opinions are present.  Conflict comes and goes – it can refine us and build our awareness and ability to develop if handled correctly.

The one in your business that flies out the door to a sudden doctor’s appointment or work meeting at the rise of potential conflict is the avoider.  Starting to get a gage for who this may be in your office?

Conflict resolution takes a time to learn. If hiring millennials they may need extra coaching for what’s the best way to handle themselves and others on a daily basis- so offer it. But after a period of grace, it might be time to let the avoider go if they cannot grow through and develop the ability to handle and resolve a conflict.

 2. Mr. & Mrs. Drama

Need we say more? Did their dog die for the 10th time this year and that’s why they’re late to the staff meeting, again? Did the Starbucks barista flop their late causing a bad attitude all through the morning?  The drama has to go.

If you’ve yet to have Mr. or Mrs. Drama then consider yourself one of the lucky ones. But brace for it, they will come.  They will believe their daily life is E’s newest reality TV show and all other co-workers are their petty extras in the cast.  You’ll see after time they are the source of gossip, arguments and a general force for breaking down the team you’ve worked endlessly to build.

Cut the drama. Cut the lack of productivity. Cut the useless time spent solving a crisis.

Employee management can be a full-time job all in itself, let alone trying to run your business.  Hire right, but know when it’s right to fire off too.

(Content provided by barclaypersonnel.com)

The Best Interview Questions

The Best Interview Questions

Getting to truly know a candidate during an interview can be a daunting process.   Hiring as a whole can set a business back or move it forward just by making the best hires. People are your most valuable asset, and working to find, hire and retain the best people to meet your needs takes true commitment.  Interviews are more than a get to know you process, they are a process to better understand work ethic, skills and how specific candidates may or may not fit into a company’s culture.

We’ve outlined four questions you should be asking in an interview to fully gain an understanding of each candidate for hire.

Question: Describe your ideal workplace.

This question tells you a candidate’s ideal company culture. If it doesn’t fit your client’s, it’s time to move on to the next person. Some candidates may be looking for a small office environment, while others a corporate setting.  Each of these varies significantly, understanding what style of office environment candidates find ideal will develop retention patterns.

Question: What style culture or environment in which you would not be happy.

Perhaps your candidate knows they don’t have time to burn the midnight oil in a startup, or maybe they can’t stand political driven environments. This question will help you determine what the candidate doesn’t want – more often than not, people will know what they don’t want, rather than what they do want. Piece the don’ts together to paint a better picture of what could work for each candidate.

Question: Give an example of one time you messed up at work, how you corrected it, and what was learned for moving forward.

Want to have a strong understanding of a candidates honesty and integrity? – Ask them how they messed up and how it helped to build a stronger future for them.  Everyone can easily talk about all the good they do, a real leader will be able to address mistakes.

Question: What would make this job successful to you?  

It might be a salary or title, the opportunity to travel, or the ability to have a flexible work schedule.  The way a candidate defines success will tell what company culture and style is the best fitting.

(Content provided by sales recruiters.com)

HIRING BEYOND WHAT’S ON THE RESUME

Perhaps it’s not about what’s directly on each resume you see, but what’s beyond the resume. Do they have international experience? Have they worked in a vast amount of industries? Was their education a quick or lengthy process? There’s much more to learn about each job candidate if you just “read between the lines” of each resume.

 

Check and evaluate their level of risk taking – what projects/ jobs have they held that were the “odd one out” to the rest? What was that job and was it a risk worth taking? Perhaps they’ve learned an extremely valuable set of skills during that risk and fail.

 

Similar to what risk have they taken, what expanded horizons have they reached?  Any international work experience? Has this candidate gone beyond the average job expectancy to complete a specific project that would advance the company? What kinds of things have they possibly done to be above the rest of their colleagues at a previous position?

 

There are hundreds of professional development trainings and events held each year, what ones has each candidates been part of and how has that helped to develop themselves? Study the extras of each resume and evaluate.

 

It’s lastly important to come to realistic conclusions on each candidates.  Just because there is more to their resume than a listing of jobs held, does not mean they are automatically your new top sales person – possibly, but it’s always best to hold realistic expectations even if they have a stand out resume.

 

(content provided by salesrecruiters.com)