The One Thing That Matters for Sales Hiring Success - Your Career Intel

The One Thing That Matters for Sales Hiring Success - Your Career IntelRecently, I sat down with the hiring team at a major Houston company. The team expressed the same frustrations Ive heard before weve been through hundreds of resumes but cant find anyone qualified within the industry, we keep running into non-compete issues and we needed to hire our new sale lead yesterday. They were facing the classic needle-in-a-haystack problem by making the job requirements so restrictive, theyd effectively eliminated the entire talent pool. No wonder no one made the cutI told the team I could solve their problem, but they needed to trust me really trust me.I get it when youre on the frontlines of hiring at your company and feel like youve been through every resume 10 times, trusting a recruiter can be difficult. Will a recruiter just send you more of the same applicants who arent working or can they help you break through a hiring impasse? Effective recruiters do much more than simply recrui t. Were expert consultants who see the bigger picture. We look across industries to find talent who is uniquely qualified to succeed at your company.Learning to trust your recruiter may not be an easy process, but its worth it. Heres whyFind your needle in the haystack. Yes, that perfect candidate does exist, but probably not where youve been looking. Before making any hiring recommendations to a company, I have a candid conversation with each candidate. During this conversation, I assess a candidates attitude and motivators. How have they succeeded in the past? How will their experiences apply to your company? What are they looking for in their next position? Candidates are much more honest with me than they are with hiring managers. Thats why I dont waste your time with a long list of 50+ options I only recommend a handful of exceptional candidates who I know will be the right fit.Avoid non-compete agreement (NCA) problems. NCAs have proliferated in recent years, leaving hiring ma nagers and would-be employees in a tricky spot. Is it worth taking the risk to hire a new employee when doing so could trigger legal action from their former employer? This is a major reason I recommend looking for new hires in other industries with transferrable skills. Doing so sidesteps the NCA problem without compromising talent quality.Identify transferable skills. Candidates who dont look great on paper can still turn out to be your best hire. For example, someone who worked in operations for 10 years can make a great salesperson because they intimately understand what theyre selling and the problems theyre solving. I look for candidates who have the back-end knowledge, the client-facing expertise and the motivation to succeed in sales. This combination often results in much better performance than simply hiring a competitors sales lead.Avoid counter offers. After a lengthy recruitment process, youve offered your dream candidate the job only to find out they were using your o ffer to leverage a better offer from their current employer. This is a scenario that doesnt happen with a recruiter. We only connect you with candidates we know will be enthusiastic and passionate about your company from day one.Sales hires can be tricky. In an industry thats evolving rapidly, past performance is no guarantee for future success. When you trust a recruiter to bring you the right hire, you may not get the candidate you expect with the perfect sales record. Trust that were bringing you this candidate for a reason. Im confident the results will energize your entire sales team.What is your biggest obstacle when it comes to building trust with a recruiter?

Diversity and Inclusion Are Critical 5 Signs Your Company Is Lacking

Diversity and Inclusion Are Critical 5 Signs Your Company Is Lacking Diversity and inclusion at the workplace are CEO-level issues these day, but what is diversity and inclusion?Top companies around the world binnensee diversity and inclusion as more than, when put together, a comprehensive strategy thats woven into every aspect of their office cultures to enhance employee engagement, improve their brands and drive performance. We no longer live in an era in which diversity is a box that needs to be ticked.Rather, diversity and inclusion, today, are recognized to make workplaces healthier, more productive, more progressive and more forward-thinking places. And a lot of companies realize that diversity and inclusion notlage only benefit employees, but they also benefit the companies themselves. An inclusive culture that doesnt discriminate against gender identity, socio-economic status, sexual orientation, race, religion, age and disability and, instead, expresses a commitment to dive rsity is one that thrives.Except not all companies are there yet. Some still need some work in that department.Women and minorities no longer need a boarding pass, they need an upgrade, said R. Roosevelt Thomas, who was one of the first diversity consultants to Fortune 500 companies. He went on to say, The schwierigkeit is not getting them in at the entry level the problem is making better use of their potential at every level, especially in middle-management and leadership positions. This is no longer simply a question of common decency it is a question of geschftliches miteinander survival.Thomas made this statement back in 1990 for an article in the Harvard Business Review. Twenty-eight years later, effectively managing diversity and inclusion in companies continues to be a critical topic. With attention on leveraging different thoughts for company innovation, while creating an inclusive environment where all employees, regardless of background, feel like they belong.As an employ ee, how would one know if diversity and inclusion matters to the company? Here are five signs that your company does not betreuung diversity and inclusion.Signs Your Company Doesnt Support Diversity and Inclusion1. The Company Makes its Efforts all About the NumbersIf your companys leadership is obsessed with increasing diversity numbers through recruiting initiatives but not identifying ways to create an inclusive environment, they are operating in the past. Historically, diversity efforts at the workplace focused on Affirmative Action laws, dating back to the John F. Kennedy administration. This law was intended help underserved populations gain access to employment opportunities and protect them from discrimination in the workplace. Increasing diversity numbers is only one element of diversity and inclusion. More than ever, companies create strategies to support an inclusive environment and a diverse workfoce, where people feel like they belong and can contribute to the company.2 . The Company Makes its Efforts all About Race Look around your office and see if your company has a diverse group of people (on the surface) and if the people seem to have different backgrounds, as well. Or are they all from the saatkorn socio-economic status or educational systems, or do they exhibit the same personal characteristics? Diversity is not just about race, gender identity, sexual orientation, age, ethnicity or culture. Diversity is much broader, according to scholars. It also encompasses two additional concepts situational diversity and behavioral diversity. Situational diversity includes the current factors in an employees life, such as age, marital status, family stage, economic status, geographical location and other things that can be perceived as differences. Behavioral diversity refers to the subjective characteristics of an employee such as work style, problem-solving styles, specific needs, desires and values.3. Diversity and Inclusion Is Not Well DefinedIf you r company approaches diversity and inclusion with a vague statement then you may have a situation in which no one knows what diversity and inclusion means at the company. Instead, the company should explicitly define them and broadcast that message internally within the company and externally within the community. Is diversity and inclusion a strategic business imperative because different mindsets contribute to innovation? Or does the company support their diverse customer base by providing a product, content or services that resonate with the varying needs of the consumer? Whatever the diversity and inclusion focus is, your company should be clear about it.4. Theres Diversity but ExclusionYou cant have diversity without inclusion, and you cant have inclusion without diversity. For example, when you walk around your office, do you feel like you belong? Do you feel like others (regardless of how similar or different they are to you), treat you with respect, kindness and aim to under stand you? When youre in a meeting, does everyone pay attention to the loudest person in the room or do your colleagues make an effort to encourage participation from everyone?5. The Leaders at the Top Look the SameWho are the executives in your organization? As R. Roosevelt Thomas once said that theres not an issue of women and minorities at entry-level positions, but in your company, who are the ones whove been given an upgrade and advanced into the higher levels in the organization? And on that note, what types of people are usually getting promoted in your department or company? Do they resemble the leaders who are promoting them or do they have a diverse background, skill or experience? If the former, there may be a problem in how people advance into leadership.The next time you are in a meeting, walking around the office, or interviewing at a company, be sure to take note of whether or not you notice a diverse group of people in the mix. Equally important is whether or not you feel like you belong. When you feel included, you dont spend time worrying about fitting in. Instead, you focus on your best ideas and making positive contributions.

The Ultimate Solution for Need Help Writing a Resume for Free You Can Learn About Today

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