The frequency of layoffs has started to rise as the economy continues it’s slow progression (no, it hasn’t recessed). Up here in Minnesota we have experienced some large layoffs recently. But there is an interesting point in all of these layoffs when it comes to salespeople. Many times the underperformers are released first as a method for upgrading the sales force. One of the large corporations up here announced a sizeable layoff that reduced their employee count by 5%. Yet, the following week they had multiple employment ads on multiple sites looking for different levels of salespeople. This approach is not surprising as you will see it often during slow… Read More
Continue ReadingA Database Of The Discarded
A headline from the Wall Street Journal – Employer Alliance Aims To Streamline Recruiting. “Streamline” is one of those overused business terms that I find annoying. Yet, the article is rather interesting: Seven of the nation’s largest employers have teamed up to help one another with recruiting. They’ve formed a consortium called AllianceQ, which allows them and future members to share information about job applicants they don’t hire. Which leads to this: Since QuietAgent.com doesn’t feature job ads, professionals will only learn about career opportunities if employers contact them. By giving out referrals to QuietAgent.com, AllianceQ members are helping job hunters they don’t hire find employment elsewhere, says Jason Kerr,… Read More
Continue ReadingDefinition Of Insanity-ATS And Sales Hiring
According to Albert Einstein, the definition of insanity is doing the same thing over and over again and expecting different results. According to a recent post on Recruiting Trends and a 2007 survey from DDI & Monster regarding corporate hiring systems: Less than 50% stated that they were satisfied with current selection systems. At least two-thirds expressed dissatisfaction with the efficiency of hiring systems, even with access to automation technology to help organize and track applicant information. From our experience in the sales world, I would have to say those dissatisfied numbers are much higher when it comes to the results of their hiring system or process for salespeople. So why not… Read More
Continue ReadingNow Is The Time
We have been sourcing for a handful of sales positions around the country this past weekend and we are starting to see some potential movement of strong candidates. What I mean is that there is some contraction about to start among large sales forces. Some strong salespeople will be pushed out in the contraction which makes for an excellent time to expand or upgrade your sales team. Revenue-generating positions are always a priority no matter what the economy does. A slowdown generally pushes companies towards cost-saving maneuvers which is good for sales hiring – some good salespeople are going to be squeezed out. One example is a candidate we recently… Read More
Continue ReadingThe Power of Humbition
Interesting article here from BusinessWeek.com titled Talent and “Humbition” that discusses a common problem with hiring superstars – they tend to have a me-first mentality. Part of that mentality is what makes them successful, but there are stars out there who approach their work with a humbleness that is inspiring. Here is a good point in regards to this approach: First, to CEOs, HR directors, and the founders of startups: The best-run companies I know are indeed obsessed with filling their companies with great people. But they also believe that recruiting stars doesn’t mean succumbing to a me-first star system. They understand that what it means to be great is… Read More
Continue ReadingSmall Company Rewards
One of the real draws of working at a smaller company is the opportunity to have direct access to management-level decisions. As larger companies trim their payrolls, skilled employees will enter the candidate pool. These candidates may find a smaller company provides new opportunities for their personal skill set. The Wall Street Journal discusses this topic in Moving to a Small Company Can Lead to Big Rewards: That close proximity to upper management often leads to quicker action. Mr. Macdonald, the former Bristol-Myers worker, says he has the power to get things done more expeditiously at his new employer, Acorda Therapeutics Inc. in Hawthorne, N.Y. “There’s less bureaucracy,” he says.… Read More
Continue ReadingRainmaker Traits
Here’s a good post on sales “rainmakers” from my friend Bob Rosner. I suspect that most of you are aware of our emphasis on salespeople with strong listening abilities. Part of a rainmaker’s skill set? Absolutely: DO Listen and synthesize. The biggest difference between an average salesperson and a rainmaker? Mr. Average assumes his most important tool to making a sale is his golden tongue. While Ms. Rainmaker knows that it’s her ears. That may be the most important aspect of their abilities. Unfortunately, we have seen this work against them in an interview. Some hiring managers want to be wowed in the interview by some form of verbal gymnastics. … Read More
Continue ReadingCandidate Requirements
Might be a good idea to leave this bit of data out of the cover email: Position must be daytime hours and reachable BY THE BUS SYSTEM. I am without a vehicle and License at this time, this is only temporary until I pay a fine.
Continue ReadingThe Negative Effect
We’ve been working through a fair amount of initial sourcing activities the past week or so and I’ve come across something that catches my attention. I’m seeing more and more posted resume/cover letters that state what a candidate is not looking for in their next position. No telemarketing positions. No work-at-home schemes. Not interested in travel. Must have benefit plan or not interested. I understand the desire to be focused in a job search, but I notice a negative effect when I read through these types of statements. Immediately, I start thinking about what other restrictions may be part of this candidate’s baggage. I suspect there are many companies out… Read More
Continue ReadingPaid Interviews?
Lee sent this short article to me – Paying Recruits to Interview? I’m woefully out of touch on this one: Notching Interviews: Why would corporate recruiters pay candidates to interview for jobs? To Los Gatos Hills, California-based Notchup.com, the answer is simple: Companies ideally will find top candidates, so the money will be well spent. The startup job board adds a twist to the traditional online job search by enabling job-seeking professionals to name their price at which they will agree to interview with prospective employers. Notchup.com says employers benefit by being able to target passive candidates. The company says its tools include optional background checks on candidates and a… Read More
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