Organizations can have the best ideas or products in the world but without great employees and more particular talented leadership to facilitate the process of managing the flow of operations, those ideas and products will die. In today’s economy, hiring the best people is more critical than ever. Entrepreneurs to Large Organizations can’t afford to lose time, money and results from a bad hiring choice (a recent Forbes article by David K. Williams pegs the cost of a single bad hire at anywhere from $25-50,000). “The cost of finding, interviewing, engaging and training new employees is high”, says Williams. When trying to identify new employees there are 7 factors to consider in your evaluation process that David Williams framed “the 7 C’s”.
1. Competent: This is still the first factor to consider. Does the potential employee have the necessary skills, experiences, and education to successfully complete the tasks you need performed?
2. Capable: Will this person complete not only the easy tasks but will he or she also find ways to deliver on the functions that require more effort and creativity? For me, being capable means the employee has potential for growth and the ability and willingness to take on more responsibility.
3. Compatible: Can this person get along with colleagues, and more importantly, can he or she get along with existing and potential clients and partners? A critical component to also remember is the person’s willingness and ability to be harmonious with you, his or her boss. If the new employee can’t, there will be problems.
4. Commitment: Is the candidate serious about working for the long-term? Or is he or she just passing through, always looking for something better? A history of past jobs and time spent at each provides a clear insight on the matter.
5. Character: Does the person have values that align
with yours? Are they honest; do they tell the truth and keep promises? Are they above reproach? Are they selfless and a team player?
6. Culture: Every business has a culture or a way that people behave and interact with each other. Culture is based on certain values, expectations, policies, and procedures that influence the behavior of a leader and employees. Workers who don’t reflect a company’s culture tend to be disruptive and difficult.
7. Compensation: As the employer, be sure the person hired agrees to a market-based compensation package and is satisfied with what is offered. If not, an employee may feel unappreciated and thereby underperform.
What makes a great sales person is the wrong question? When I do hiring for Sales Managers looking to staff up their sales teams, the key attribute they want me to search for is problem solvers. Below are quotes from my intake meetings with various Sales Managers that I feel is valuable for anyone hiring a sales person!
“I have been asked by many people in my career on how I have led teams to sales, marketing, and operational records, awards and success. Here it is in a nutshell and today let’s focus on sales. It has nothing to do with me, I am just a dating service provider. I take two great parties who think alike and allow them to build a relationship. My team members and our customers. Want the big secret?
Here it is, I have had great sales results because I don’t look for great sales professionals…”
“I look for problem finders and problem solvers, I look for behaviors first, I look for people who listen before they speak, I look for people who should have worked at The National Inquirer (Inquiring minds want to know. Get it? Ok I am dating myself again). I look for people who are looking deeper and longer term than the sales results, and value that experience is just as critical as the end result. What does that get me? The industry’s best, with all the “sales” results you would expect.”
“While you are off looking for Alec Baldwin in Glengarry Ross, who will always be closing, I am off looking for Sherlock Homes with the Servant heart of Steve Jobs in solving the customer’s true why”
The successful sales people I have hired for my hiring managers have had the following three traits in common:
1) Inquiry vs. Advocacy
Be forewarned, if you apply to join our exclusive team of elite professionals, membership involves a role-play. I make each candidate that gets to a final interview with me role-play a sales experience with me as a client. I send them all the info on a real community, all the product and pricing , corporate info etc.
Most candidates comeback ready to wow me on what they know about the product and advocate why I should buy. They don’t get hired.
Some candidates ask me questions like do you want a 3 bedroom or 4 bedroom, hardwood or carpet, 1 car garages or two etc. They don’t get hired either.
Now some rare candidates come in and ask me about my life: Why are you moving? Why now? Tell me about your family? What does your future look like? How is a day in the life now in your home? What would you change? What do summers and winters look like around your house? What are you afraid of? What have you heard? Those ones. They have a chance.
Talk about a candidate pool being narrowed down. Finally the ones who have asked the right questions, solved the right problems, and now advocate proudly based on their expertise and how their product best solves my customized functional and emotionally problems, needs and wants, THEY GET HIRED ( if they are the best among the best being interviewed)
2) The Experience is everything
I look for people who have great results and are winners, but for those who define that success as coming from how they made their customers feel, not just what they bought.
If you have a professional who is empathetic and demonstrates “do unto others, as you would have them do to you” and is driven to make a difference in others’ lives and believes in that responsibility, you will never have to hold them to account on this, they raise their own bar.
They view themselves as the brand and as the customer’s champion, and you can’t lose. These are people who thrive off getting results, but thrive on the qualitative recognition as much as the quantitative. Look for this.
3) Their personal brand means more than their sales results
Some of the best sales professionals out there with the best sales results, define themselves based on what the market says about them, not their sales results.
The great ones get the results as a bi-product of upholding their reputation for service and
relationship skills, not with
The players you want on your team are the ones that people rave about because they value that more than any number they will produce
We are in an age where it is seller beware not buyer beware. Are you hiring people who are always closing or are always opening up new relationships?
You go your way, and I will go mine, let’s see who crosses the line first, and keeps their sanity🙂
Sales has and always will be one of the most rewarding careers available!
Like most things directly or indirectly effected by the power of technology (THE INTERNET); technology has dramatically effected the dynamics of how selling is executed in the 21st Century! Here is the “Good News/Bad News” scenario around this.
Linkedin/Facebook/Email/Text/etc…, finding information on your customers and locating them is easier then ever
As Sales People we have come along way since frequenting the “Yellow Pages” to find sales leads. Now for the bad news, the B2B and B2C customers also have access to these same tools. Now more than ever we all have access to an incredible amount of information at our fingertips about products and services out there. In fact to take it one step further, with the recent burst of e-Commerce innovations in the last 5 years we can purchase almost any product or service out there without even leaving our homes.
Technology Effects on How Sales People Interview
Because of this “technology craze” we “the consumer” have really set the bar high for who we buy from. This means sales people have to completely change their selling style to keep up.
Demonstrate People Skills:
Should be able to give good examples of how they leveraged contacts and relationships to close deals.
Walk me through the process of how you have built your relationships.
Talk to me about how you have built up credibility with your external/internal customers and how that has helped you in closing a deal.
Talk to me about your selling style how you qualify leads and explain how that has made you successful in closing deals
Talk to me about your career highlight opportunity you won and walk me through how it unfolded.
What did your quota look like and where did you land in achieving those quotas.
Ask about trends in financial services
How this knowledge helped close a deal
How do you keep up on trends affecting your customer
Name a situation where you have taught your customer something to change their opinion.
Bottom line my Sales Candidates, interview like you try to close a major sales deal!
Steve Rosen-Talent Acquisition Consultant
Are you a technology professional in a career search and your employer must not find out? Are you avoiding, publishing your resume due to excessive emails and calls from recruiters, that have openings that are not your match? If you answered yes to either of those questions, I have a solution.
I propose social media strategies, for technology professionals conducting a career search, where discretion is important. I am specifically referring to LinkedIn, Facebook, Twitter, Google+, etc. Most professionals use social media, fact is there is much more that these applications could do for your career search that you are not using. As a technology recruiter, I use Social Media for each client. The only boundary social media has, is the limits of your creativity!
A Career Search for Technology Professionals is different from all Professions.
There are reasons I wanted to focus on technology professionals. I have spent the majority of my professional career, recruiting, evaluating and hiring Information Technology skill sets. I have the knowledge of the way technology professionals affect an organization. I have specific career search strategies that best market each person. The second reason is, I want to reach out to hiring managers and technology professionals. Each search is very specific and focused, thus making it different and in most cases difficult.
Conducting a search when employed is more difficult, compared to when you are a “free agent” or in between careers. The reason is when you are employed, you don’t want your current employer to know you are looking. This means you don’t have the ability to publish that you are looking, out the consequences your employer finds out. The second problem with looking for a career when employed, is the lack of flexibility to interview. In fact having initial conversations with potential employers to do initial inquires are even difficult during business hours when employed.
The level of difficulties that technical professionals possess make them attractive to many potential employers. The training IT people have to endure is intense and expensive. Hiring managers want employees that have that training. With that said, technical people have many opportunities, most of them are not a match. If you ever have taken a wrong position at the wrong place, it might be a disaster to your career. In saying that, the focus of this article, is leveraging social media to conduct a confidential career search.
Create Your Personal Brand Using Social Media
Social media is technology that allows us, at the touch of a mouse, to communicate and access any information.
With that freedom, there is a downside. You have the ability to communicate and research anything, everyone else, has that power. That is why, the first rule of social media is, establish your credibility. This way hiring managers would consider you from a professional perspective, and that you have expertise in at least one area. If you can’t do this, no amount of technology that will help your career search. The way to accomplish this, is professional branding yoursel,f that will create “buzz”.
When I talk about “buzz” I’m referring to your professional accomplishments at each position you had. The results are, hiring managers want to know more about you.
This means, do not have an empty profile on Linkedin or Twitter. As a recruiter I use social media to find people. If your profile does not say the way you made a difference and your accomplishments, your profile is going to be ignored.
Speak about special projects you were involved with.
The role you had on those projects and the results you had.
The business problems you solved.
Some examples might be ( reduce cost / increased revenue / processes you implemented for efficiency). These results display your value to a future employer.
Search And Research
Once your professional branding is completed, you have credibility. With keyword searches your profile is found. This is where your social media search begins. Be selective and identify organizations that match your abilities . You are employed and you have skills that are attractive to hiring managers.
(I have made this mistake, you are better to be mildly miserable at your current employer, than risk taking on a role you are not 100% sure about.)
What I mean is, you have credibility and tenure at your company, With your current position, you have some flexibility since and you have proven yourself. When you are hired at a different company you must prove yourself, usually there is a lack of flexibility. If things go bad you could be in a nasty situation.
This is where you search and research businesses. You want to take into account factors that are personally relevant. Such as industry preference, company size, initiatives they are involved with, that match your career goals. Most important is, their reputation with their customers and employees. With social media, this information is easy to find and confirm.
I recommend using LinkedIn and Glass Door.
With LinkedIn, you search company and employee profiles, who the key personnel are who run that organization. You find if the projects they do match your skillset. Also you find if you have any connections with the current employees and if your personalities are alike. This is the most important indicator if this organization is for you.
Glass Door, is basically Yelp for Companies. Employees go to Glass Door on a confidential basis. They post their experiences and feelings about employment at a company without fear of being discovered. This is where you learn about the ways a company treats their employees. I have found it very accurate, especially when a majority of comments are alike.
Let the Networking Begin
At this part, you have done your search and research of organizations that match your values and likes. You have a professional personal branding profile, where hiring managers see if you are a match. Let the networking begin.
Networking is where mistakes take place. This is not where you connect with others to ask for employment. Networking is more passive and less aggressive and is one of those situations where “less is more”. This is where you connect with professionals, your personality and skills are alike and they are employed at a company you researched. Reaching out to others should be for the purpose of learning what they like about the company, initiatives that they enjoy, things the company could improve on and last, advice seeking.
People are more likely to answer your invitation requests, and are open to speaking with you. If you let them know you want their advice or want to share information. It is ok to say, once you have established some credibility “I am looking to potentially make a move from my organization but I want to seek your advice on some places that you feel would be best for me to perform certain types of work”. “I notice you are doing some similar things to what I have done, what do you like about your organization”. This tactic will get you much further with people, because all you are asking them for is information as opposed to employment. Also you earned respect, because you are presenting yourself as intelligent and serious about your career, and not desperate for any employment.
Another way to get yourself known as an expert in your field is joining professional groups in LinkedIn and Meetup, in your areas of expertise. When you post useful information and questions, you get yourself known in the industry and you become an authority of knowledge.
Steve Rosen-Talent Acquisition Consultant
If you only look to hire in a Reactive Mode when a need arises, as an organization that leaves you vulnerable to your competition when it comes to acquiring a limited resource of specific talent. In order to thrive as an organization, you not only have the strongest talent onboard but talent that is a right fit for your organization’s chemistry makeup. That takes a lot of planning from a Talent Acquisition standpoint.
Hiring to profiles that fit your organization is a strategy that can be highly effective when executed in the correct manner! This training will help your organization understand how to plan for and assess the type of talent needed at all times. This allows for building a proactive pipeline of people to hire when your customer demand calls for additional resources.
Creating profiles that fit your organization based on evaluating people in your organization that are successful and more important people in your organization who HAVE NOT been successful.
Learn the method for creating a pipeline for these profiles once they have been identified.
Learn how to do initial phone screens based on how candidates fit the organization/job and motives for wanting to work at your organization. Learning how to ask the right questions for this type of call.
Conduct an on the job experience type of interview to assess how candidates would perform in the role in your organization as well as how they would collaborate with your specific team. Learn how to create this type of simulated experience.
Learn how to close a candidate that you have identified as someone you want to hire.
Learn about options for Applicant Tracking Systems to house your candidate data and how to strategically use that for your pipeline hiring.
This is much different from candidates branding and marketing themselves to Hiring Managers and Companies. As an organization you are viewed for your reputation much more in Social Media than individual people. Therefore everything from your company message to all activities your organization partakes in needs to be scrutinized. It’s imperative you are promoting the brand you want the public to identify with. If it’s not, this could greatly impact your hiring efforts which will impact your business and it’s mission.
In this training we will help your organization design a specific value proposition for the specific type of candidates you hire for. You will learn how to leverage a variety of social media platforms to convey messages from a Talent Acquisition Perspective on why your organization is an exciting place to come work.
Learn how to target and reach the type of candidates you are looking to hire based on your hiring profiles, then relating your company brand message to them.
Ingredients to make your company page and website more appealing from a hiring perspective.
Importance of getting your employees involved in not only recruiting but promoting your brand.
Creating appealing hiring events to create awareness.
If you have looked for a job anytime in the last 5+ years, then you probably have heard about the hidden job market. If not, the idea on around this is only a small portion of the jobs out there are publically advertised. There are lots of reasons why, but usually when employers need to fill an opening they are trying to fill it first through other methods and leaving job postings on the web as the last resort. The most popular method has always been “word of mouth” and networking. Now with the power of Social Media Platforms such as Linkedin, Employers now have a new way to find the exact type of candidates they desire.
Finding these jobs on the “hidden job market” is not easy, but very much possible. The key ingredients to finding these jobs is actually targeted reach outs and believe it or not, letting these jobs find you. In this course we will train our audience on how to use Linkedin to create a very targeted search to find the jobs out there that are not made public. Also we will go over some strategies on how job seekers can make their Social Media Profiles attractive enough where Employers will seek you out.
Learn how to use Boolean Search Strings to conduct deep dive searches into finding the types of jobs you desire as well as finding those people that are hiring for that job.
a branded message to hiring managers that will get their attention to engage a professional conversation
Tips on stepping up your Linkedin Profile to include Search Engine Optimization Techniques that match the jobs you are looking for to make you easily searchable by people hiring.
How to utilize the Groups and Alumni feature of Linkedin as a strategy for marketing yourself.