You’re a hiring manager working with a search firm, your recruiter sets up an interview and right after the candidate calls them to tell them how it went… Ever wonder what job candidates say about you? The interview? How you positioned the opportunity?
Here are a few things we’ve heard:
SDR, LDR and BDR… what is the difference?
Sales, Lead and Business Development reps in a SaaS sales context…. are these just different words for the same role?
Times have changed and so has sales. As a business leader in today’s competitive landscape, your team can’t afford to fall behind. So what’s going to really set your organization apart? Your modern sales team, of course. But what does it look like? From my experience as a recruiter who builds technology sales teams of every level, I can tell you that the single most important thing you can do to improve your sales and lead generation results is to specialize your sales roles into the following:
I’ve been recruiting in the perm world for 15 years now… And I must say that it’s been a heck of a ride and I feel extremely blessed. I feel like I’ve got this business down pretty well and have a beat on what challenges I expect to hit every day. I specialize in placing technology sales executives, many of whom make $300K+. It’s the only reality I know in recruiting.
As my boss Danny Cahill famously says at his training seminars,“salespeople enjoy the world’s only job security.” This is indeed a fact, yet I’ve never understood why some candidates (particularly in the sales world) say that they are looking for a more “stable” opportunity, by gearing their search towards bigger companies.
If the length of time it recently took me to find a parking spot at the mall is any indication…the holiday season is in full gear! As busy as everyone is with holiday planning, now is the time to also get busy with your career planning for next year.
As you’re writing your shopping list, take a moment to read this:
No, it’s not what you think. I’m talking about getting real, as in being your true self.
For example, everyone says to “be yourself” during a job interview. But what does that really mean? How do you strike the right balance between being genuine and professional, while effectively articulating your ideas, beliefs, cultural fit, process, methodology, etc.?
“To escape criticism- do nothing, say nothing, be nothing” — Elbert Hubbard
When a recruiter tells a candidate post-interview “I’d like to share some feedback”,the candidate may translate it in their mind to “I’m going to tear you down”. They automatically imagine the worst case scenario and their defenses go up.
" I GOT THE JOB!”
…OK, well, that goes without saying.
Here are some more:
From the Client (Company):
I’ve been a successful recruiter and a partner at a prestigious firm for a long time, so while lots of things make me crazy about the business that I love, tops on the list would be when my client companies…well, OVERTHINK it!!! Here is how it happens, I find a “perfect” candidate for a position I am recruiting on.
You get a lot of calls from recruiters. Well, guess what, I make a lot of those calls. Every morning before donning my headset I down a thermos of hot coffee. (Because showering in it would be scalding but kind of awesome.) Caffeinated and retained by an excellent client with a compelling story and value prop, I enthusiastically start talking to candidates, and I am genuinely excited about the possibility of changing lives! Maybe yours!