How often should a boss engage clients - when there are salespeople involved? Consider what will happen if your star salesman is G-d forbid hit by a bus. What’s your relationship with your clients? It better exist now. Remember, that every element of your company is STRICTLY your responsibility.  - Janitorial  - Executive  - Sales  - Account management - Administrative It’s nobody’s responsibility but yours. You may hire to compensate for skill and time constraints. But remember that this is only your company and when you lose hired help - you gotta pick up that slack. So be wise, see the future, and maintain a comfortable relationship with your clients even though you have your people sufficiently handling it right now. Agree?

Building a Winning Sales Team: Look Beyond the Resume 🌟 In an era where sales tactics are ever-evolving, what truly makes a sales team stand out? It's not just the accolades or years of experience listed on a resume. It's about grit, adaptability, and emotional intelligence. A top-notch salesperson thrives on challenges, adapts to changing markets effortlessly, and connects with clients on a human level. 🔍 So when building your dream team: - Consider attitude as much as aptitude - Value resilience and the ability to learn from failure - Prioritize emotional intelligence The right team can propel any business to new heights. It’s all about finding individuals who are as versatile as they are skilled. How have you approached building your sales team? What qualities do you value most?

Are you a sales person seeking a new position? Then you might be missing these KEY details on your resume to help you stand out… 📈 Highlighting year-to-date performance against targets 🗓 Emphasizing profit margins and quantify your average deal size Plus loads more tips Lewis mentions here 🎥: #SalesResumeTips #JobSearchSuccess #CareerAdvice

I was asked in a recent conversation: “Why is it that recruiting for salespeople is the hardest part of my job?” Here are my top three reasons: 1. You don’t know how effective a salesperson is based on their resume Beyond knowing that person has domain knowledge (usually only a minor advantage), you have no idea from looking at a resume whether that person has the soft skills and drive (two major factors) to be successful.   2. Past performance does not dictate future success either. Great sales numbers are an indication only. Was there a high demand for their offering at that time (think DCT over COVID)? Were the sales goals set appropriately? Were they carried by a couple of high-value accounts or deals? 3. The competition is high to secure them Who doesn't want to recruit and retain a great salesperson? They'll always get a counteroffer and often have multiple offers. What other reasons should be on this list?

Recruiters and hiring managers never rejecting sales professionals via email. Instead, use a phone call to deliver the news. This approach allows you to evaluate their skills in their natural environment. If the candidate simply thanks you and hangs up, it confirms your decision. However, if they try to understand and address your objections, consider giving them another chance. Sales is all about overcoming objections, and this interaction can reveal a true sales professional in their natural environment! You might avoid a very costly mistake.

For a good part of my recruiting career, I found this 4 letter word (#$%!) offensive. Sales 😏 I never could quite reconcile the idea that recruiting and sales were one in the same. Until, I went into business for myself. Customer acquisition is huge part of running and growing a successful business. I would need to deal with this flawed thinking pretty quickly in order to get traction. How did I do this? I played to my strengths. At the end of the day, sales is as simple as 👉 Clearly articulating your value prop. 👉 Sharing benefits of product or service. 👉 Why is your product/service superior? 👉 This all should be short and sweet. ✔️ KISS (Keep it simple sweetheart) 💕 Sales and recruiting are one in the same as it takes relationship building skills to be successful at both. There is nuance with both but one thing holds true for both without a doubt... They answer the question... ❓What's in it for me❓ Get good at answering that question and sales results and candidate hires will happen in no time. Agree? What am I missing?

Happy Friday Sales & Recruiting Professionals! One valuable piece of advice I received from a leader was to hone my "selling" skills even on weekends. It's essential to filling your toolbox with being inquisitive, confident, and assertive, so I urge all of you to dedicate some time this weekend to practice and enhance your negotiation skills with your encounters. Have a productive weekend and report back what you did!

In sales, you must build value somewhere in order to get the attention of the decision maker. When applying for a job as a candidate, you must build value in yourself in different ways to get the attention of the Recruiter/Hiring Leader and stand out. If you're just mass applying you're really diminishing your chances by not showing your value. You're just one of multitude of resumes. You don't have to be fancy or over the top or pushy but do small things that build value for yourself! 🔸 Connect with leaders at that company on LinkedIn and strike up conversations with no expectation. 🔸 Start creating content on LinkedIn and other platforms showing your skillset and tag the leaders/company. 🔸 A/B test your resume and see what gives you the best response rate. 🔸 Create an online portfolio if applicable to show off your work These are just a few easy things you can do than just blasting out applications blindly. Yes, there may be frustrations that come with this approach but it's also frustrating applying to 100 jobs and not getting a response either!

Top 3 things I've learned to avoid in my short time as a salesperson: (and all things I am so guilty of doing in the past!) 1) Asking someone you don't really know "How are you?" We've all seen/heard it. In an email. During the beginning of a meeting. There are better openers. 2) Asking your prospect where they live during an initial meeting. Your research should have included their company, their job and responsibilities (whatever you can learn from LinkedIn), and where they are geographically. 3) Asking for a meeting without giving your prospect ANYTHING. Sharing research, case studies, anything that your prospect could gain from you or your product. What are some other sales sins you've seen?

Anyone who works in Staffing and Recruiting knows it’s crucial to be a good listener. You have two sides of the sale; the candidate and the client. I was working in a hotel lobby earlier (great for productivity) and I spoke to a Sales Director of a huge company that told me this is the most important skill in sales. People like to work with someone who is able to listen. How can we apply this to our Cold Emails? When a lead gives you a response, listen and analyse properly what they’ve said, and respond accordingly.