Aspire People - Recruiting Talent for Education’s Post

The other day I was having a conversation about a potential role and was asked (paraphrased): “What is most important to you as you look for your next opportunity?” This got me thinking about my last seven years at Purple, and what I did (hopefully) to help create and sustain an environment and culture that people wanted to be a part of. And as I thought more about that question over the last couple days, I found myself remembering a “stump speech” of sorts that I would give at the end of our monthly Customer Care update/recognition meetings. I would say, almost invariably, that “as long as I am standing in this position,” I would do these four things: ·       Do all in my power to make this a great place to work. ·       Always put employees first. ·       Promote an inclusive environment, where everyone is treated with respect, courtesy, and decency. ·       Talk to anyone, anytime, about anything. I know these are easy platitudes to just say (and there is a lot more to it), but I would like to think that we lived up to this. This is due in large measure to the amazing leaders I had the great honor and privilege of working with. And though I will no longer be saying these words to my old group, they will be uttered again… People and relationships matter! And happy, engaged employees will treat your customers better, and support growth, revenue and success. As you think about your own work situation, what is most important to you?

I think that one of the greatest ways that trust is earned is through accountability. When things don't go our way, it's easy to assign blame to some external factor and just keep going. But just because it's easy, doesn't mean it's right. It's a lot more difficult to hold someone accountable, especially when that person is us. At GavinHeath, we hold ourselves to the highest standards of accountability, ensuring transparency, reliability, and integrity in all our interactions. Here is how we define Accountability at GavinHeath: ✅ Taking ownership of our actions and decisions ✅ Delivering on promises and commitments ✅ Learning from mistakes and continuously improving Learn more about our award-winning team at www.gavinheath.com Looking for a job? Check out our job listings here: https://lnkd.in/efazRvk Didn’t see what you’re looking for? Add yourself to my talent pipeline here: https://lnkd.in/eKdpqgRg Hiring and interested in working with us? Contact me directly via DM or email at brent.tullius@gavinheath.com 

Candidates always want to know whether to apply right away to new roles, especially in a soft market where roles get 1000+ applicants in a week. The problem is you'll need to spend all day refreshing LinkedIn jobs. Alex Conway's approach is sound when you know no one at the company, or if you only have 3rd degree connections. If you have 1st degree connections: do yourself a favor and take the time to get referred. In most cases, your application will be reviewed. This is the only guarantee you can get that you will actually be considered for the role. If you have only 2nd degree connections: go ahead and apply to get in the queue and then get intro'd to your mutual connection. Ask if they will chat with you to share insights about the role or culture. If you vibe, ask if they wouldn't mind referring you even though you already applied. It doesn't hurt to ask, and your application will still get preferential treatment, even if the referral comes after you apply. Check out the comments on the thread. Matthew Douglas in particular has a good approach.

Some may disagree with my opinion on this topic but hear me out! 📣 Do not use alternative methods to locate a company e-mail address if that individual didn’t give it to you! That means they don’t want you to have it! 👏 Those in favor of this practice preach it shows the candidate is proactive, tenacious, and very interested in the company/job! (I could see this being beneficial for sales roles!) 💪 I have been a hiring manager for a number of years now! These are the 🚩🚩 I see: If hired can this person follow the internal chain of command? What about internal processes? Will they be regularly interrupting the team's workflow? 🤷♀️ This is your first chance to show you can follow directions/processes! How will you choose to handle it? Thoughts? 🎤

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I believe that trust isn't given - it's earned. I think that one of the greatest ways that trust is earned is through accountability. When things don't go our way, it's easy to assign blame to some external factor and just keep going. But just because it's easy, doesn't mean it's right. It's a lot more difficult to hold someone accountable, especially when that person is us. At GavinHeath, we hold ourselves to the highest standards of accountability, ensuring transparency, reliability, and integrity in all our interactions. Here is how we define Accountability: ✅ Taking ownership of our actions and decisions ✅ Delivering on promises and commitments ✅ Learning from mistakes and continuously improving Learn more about our award-winning team at www.gavinheath.com Looking for a job? Check out our job listings here: https://lnkd.in/efazRvk Didn’t see what you’re looking for? Add yourself to my talent pipeline here: https://lnkd.in/eKdpqgRg Hiring and interested in working with us? Contact me directly via DM or email at brent.tullius@gavinheath.com 

Are you or anyone you know hiring entry-level sales talent? Then you're probably aware of the numbers currently on the market. Spend enough time, you may find a candidate sifting through resumes. If that's working - keep doing what you're doing. For some, they're spending more time on that vs. revenue-driving activities Needing one too many screening calls to find the right person. You eventually bring someone in... and they're gone after 4 months If that's something you've experienced, you should check out Shift Connect. A portal housing everybody that has completed Shift Group training Hundreds of former elite athletes and military vets That have dedicated 40+ hours in the interest of their personal development Who will outwork and outperform the expectations set within your org Trained on foundational skills that will make them productive, right away. Ranging from many different cultures and backgrounds ----- It's Friday afternoon and you have some time on your hands...... Comment or Tag a sales leader in the comments

Managers who not invest in people with the right soft skills but no experience, are losing the chance to get wonderful employees, with fresh perspectives and innovative ideas. Embracing talent regardless of experience can lead to diverse skill sets, enhanced collaboration, and ultimately, long-term success for the organization.   While the desire for candidates who can hit the ground running is prevalent, overlooking those without experience may be a missed opportunity , we need to be aware that a job can be learned, of course, providing  proper training, mentorship, and support; and this is “job” that certain managers do not want to execute.   A true leader take the chance knowing that can cultivate a pipeline of talent that not only meets immediate needs but also grows and evolves with the company, ultimately driving innovation and sustainability.   I hire colleagues with no experience, what about you? 

I love getting feedback like this. A conversation with this candidate came following him accepting a job offer to head specialized product sales at an IAM leader. Yet we planted the seeds for a long term relationship by simply understanding where he’s at and what excites him. Like all my existing candidates, whether on or off the market, I seek to cultivate these relationships for the long run beyond a certain role. When we change our approach to focus on what the candidate wants first, rather than what a role wants of them and selling them on what we think excites them on a role, our ability to build trust and long term engagement grows. “What’s in it for them?” Well, maybe first, ask, “what do they want in an opportunity?”

💯agree. Positive attitude, passion, work-ethic, teamwork, and many other important competencies can positively impact employee performance.