Stratford Davis Staffing’s Post

A big Thank You to all my Network for support of Bua Bua’s 1st Quarter in Business!   A huge thank you to everyone clients, candidates and colleagues alike for your support, advice, and insights. A new journey with a new business cannot be achieved alone so thanks for all your help to date. It’s very much appreciated.   The key thing so far has been establishing a ‘Unique Selling Point (USP)’ , a ‘Point of Difference’ or to put it another way an  “Authentic Voice” in what is a very crowded very competitive recruitment landscape. What can I bring to my clients that sets me apart ever so slightly from my competitors? Well I went back to my previous clients to understand their pain points both with the regular recruitment process & in dealing with IT Recruiters more generally. As a result of this engagement process I have developed a client charter with 4 clear promises to my clients that I will uphold.   - We will always strive to build relationships with you ‘our client’ to understand your culture, technology, and products to ensure we match the most suitable candidates to your organisation. - We will always take time to understand and clarify your job description, including the must-haves and only send you 3-4 top profile CVs, with details of each candidate’s suitability for your role. - We will always prepare our candidates thoroughly for interview and validate that they are genuinely interested in your role rather than just going through the motions of interviewing. - On placement we will always support our candidates through your probationary period to ensure they have the best chance of being a solid long-term fit at your company.   Bua Bua is open for your business 😊!   Beir Bua d

Data from our upcoming State of Sales Development report shows that, when SDRs leave their role, 79% of the time, it's to take on other roles at the organization. Now, more than ever, sales development is becoming a feeder system to inject incredible talent within your company. As a follow-up to last week's video with Jason Dorfman about hiring strategies, here are his thoughts on bringing in new talent with an eye for their career progression. -Who should be involved in hiring? -When do you start their career path planning? -What tactical steps need to be taken? This is a must-watch for any sales leader looking to grow their headcount.

🌟Are you a company with sales of $1 million looking for top talent to drive growth? Let's connect! Our ethical recruitment practices and deep industry knowledge ensure successful placements that elevate both businesses and candidates.🚀 →↳ With a focus on mid to executivelevel positions across various industries, including operations, healthcare, and finance, we deliver tailored recruitment solutions that match skills with opportunities. →↳ Reach out today to supercharge your team with the best talent available! EthicalRecruitment BusinessGrowth

“I want to go ahead and hire you, but you are the most expensive” 🤣🤣🤣 The most common objection a quality company will face by far! You need to learn how to manage this objection better than the others, and teach your staff how to do this effectively. A few steps ⬇️⬇️⬇️ Find out How Much More! Ask them for the information you need to win. Prove Affordability. Talk about Return on Investment, the Cost of Failure if they hire a loser to do the job of a winner and use the specific problems you are solving as examples of what can go wrong💣💥🌋 Check in. What are you willing to spend to solve this problem “our way”, with an emphasis on what differentiates you from others. Sell Value. Talk about what has contributed to a higher price. Better safety - quality - more effective results! Talk about what makes you better - trained professional team, award winning designs, special work processes, better materials, reliable equipment, more capability to serve customers using technology for service verification or automated communications. Remember ➡️ practice makes perfect. Use role play training with all sales and account management teams to ensure they fully understand the importance of handling these objections. Your business success relies on the ability of your staff to overcome this challenge - otherwise they might practice finding ways to drop the price 🤷♂️

When hiring for sales roles, you’re entrusting someone else with the most critical function in your business. Let that sink in for a minute. 😳 Before you make that next hire, it’s critical to have the right processes, systems, and training in place to support their success. It’s about creating a culture where everyone is aligned with your vision and equipped to achieve great results. Here’s why I believe in investing in a solid foundation for your sales team: 🧭 Our brains are wired to seek clear direction. When team members understand their role and have the support they need, they perform better. Clear processes and systems provide a roadmap that increases focus and productivity. 📈 High-growth companies are twice as likely to provide customized training to their employees (Uplead). Tailored training programs address the unique opportunities of your company and target customer, leading to higher engagement, better skill retention, and more effective application on the job. 👫 Consistent processes build trust within the team. When everyone knows what to expect and follows the same guidelines, it creates a cohesive work environment. Trust and consistency also extend to client interactions, fostering stronger relationships and loyalty. 🔮 Hiring with a long-term vision in mind ensures that your sales team can grow with your company. It’s about more than filling immediate needs - it’s about finding the right people who can evolve and take on greater responsibilities as your business expands. Focusing on these key things will enhance the performance of your sales team and drive sustainable growth. If you’re ready to position your team for maximum success, message me and let’s chat about the best place to start.

When hiring for sales roles, you’re entrusting someone else with the most critical function in your business. Let that sink in for a minute. 😳 Before you make that next hire, it’s critical to have the right processes, systems, and training in place to support their success. It’s about creating a culture where everyone is aligned with your vision and equipped to achieve great results. Here’s why I believe in investing in a solid foundation for your sales team: 🧭 Our brains are wired to seek clear direction. When team members understand their role and have the support they need, they perform better. Clear processes and systems provide a roadmap that increases focus and productivity. 📈 High-growth companies are twice as likely to provide customized training to their employees (Uplead). Tailored training programs address the unique opportunities of your company and target customer, leading to higher engagement, better skill retention, and more effective application on the job. 👫 Consistent processes build trust within the team. When everyone knows what to expect and follows the same guidelines, it creates a cohesive work environment. Trust and consistency also extend to client interactions, fostering stronger relationships and loyalty. 🔮 Hiring with a long-term vision in mind ensures that your sales team can grow with your company. It’s about more than filling immediate needs - it’s about finding the right people who can evolve and take on greater responsibilities as your business expands. Focusing on these key things will enhance the performance of your sales team and drive sustainable growth. If you’re ready to position your team for maximum success, message me and let’s chat about the best place to start.

HIRING is not equivalent to SALES. Lately, I have participated in numerous conversations where recruiters use terms like "convincing the candidate to accept our terms" or "highlighting perks that don't even exist." This rhetoric has muddled the true essence of recruiting. Hiring is not a sales job. It is a strategic role aimed at identifying and acquiring the right talent for your organization. The focus should be on finding individuals who genuinely fit the job role, rather than attempting to shoehorn candidates into positions that may not be suitable for them. There is no need to sell the position to the candidate. If you are confident in the brand and the opportunities your company offers, there is no reason to oversell. A well-informed candidate, who has done their research, will already understand the value of your organization. If they have not taken the time to learn about the company, they likely are not the right fit. We must change the misconception that hiring is akin to sales. It is not telemarketing. Every conversation with a potential hire should stem from the perspective that you are seeking talent that fits the job description and has the potential to excel in the role. With this in mind, we are seeking a Talent Acquisition Lead at Artha Group. If you align with this primary rule of hiring, I encourage you to apply. However, if you believe your role is to sell the company to candidates, then this position may not be suitable for you. Please refrain from applying. https://lnkd.in/d2nk-N_b

Do you hire people? Do you have a responsibility for a team? Are you "on the hook" for some level of performance? If so, please take 30 seconds and read this. SMG (for 46 years) has sold assessment tools which predict performance and retention. We're biggest in sales roles, but also the many other many shades of sales and service and many other parts of most companies - which for the record includes everything with a sales force, and hospitals, police forces and frankly - you name it. We use a "stoplight" model as the base of our extensive feedback, to highlight how well a candidate is likely to do in a role (where we have run the company's data and compared it to their assessment scores). The result is an "ideal candidate model" and there's a photo below. In a study just done for a major Financial company in Canada, "Green lights" outperform "red lights" by an average of $3 million per year. Guess what (?) ... they hired roughly 100 redlights and were unable to convince the better part of 700 green lights to join them . Well, hiring the red lights is classic "it seemed like a good idea at the time" stuff and the green lights not being hired is due to a very slow process or an inability to bring them over.......so many end up going somewhere else. We can help with all these problems and it won't cost anywhere near what one more green light will bring in. Those hundred red lights ... times $3 million = ouch! We help you see clearly what's up. You don't need description - you need prediction.

"New in the role" is not a signal aimed at a person who just got hired. "New in the role" is a signal aimed at a company going through some form of restructuring. As a consequence of this restructuring, they decided: -to hire a new person -consider new tools -develop new features -improve security -restructure their team -change the ICP definition -many other initiatives depending on the department Too many salespeople are just relying on one person. The "new in the role" trigger should be multithreaded to all stakeholders impacted by this hire. ◼️ Go to a level below the hire - "saw you got a new manager..." ◼️ Go to a peer level - "saw you hired a new VP of Sales, as a VP of Marketing does this mean..." ◼️ Go to the executive level  - "noticed you had a strategic hire in your Sales team recently..." If you're using this trigger, what are your success rates? -- Follow for more sales talks - Radisa Radisic

3 underrated traits to look for when constructing your dream Enterprise Sales team (That go beyond “knowing how to sell”): 1) Energy Look for those who bring a vibrant, infectious enthusiasm to their work. They'll power through tough days but also inspire and bring life to the entire team. Exceeding individual targets isn't the only focus; helping the team achieve its number with passion is the goal. -- 2) Intelligence It's not just about IQ. Seek out those who show emotional intelligence, adaptability, and a thirst for learning. Make sure they can navigate complex deals, understand client needs deeply, and innovate in ways that keep your team ahead of the competition and creating new industry standards. -- 3) Integrity Find those who consistently do the right thing, even when no one is watching. Trust takes time to build with customers and can be lost in a single moment. Every team member needs to support a culture where everyone feels they can rely on each other. -- Anyone can learn how to "sell". But not everyone will bring: — Positive energy every day — New levels of insight — And unbreakable integrity Make sure you look for these traits when hiring. It's not just about the record of hitting quota. Company > Team Bonus: It'll also be much more fun to work with people like this. (Especially during stressful or complex situations).