天空之城 2007-3-16 01:42 PM
Inside Sales Job Seekers Look No Further
If you're a top telesales professional and looking for a new job opportunity, make sure to register yourself with Cube Management. Why? We're constantly placing top inside sales, lead generation, and telemarketing telesales professionals into some of the top companies in the Pacific Northwest and across the country. There are few companies that recruit extensively for telesales talent who really understand the nature of your profession. Cube Management does. l"v-p!O K7{ u+ssk
"Llhg b BN)A%V
6R? T)o2@I(~
Yl I5h$vb C0t L
Why do we? Because we deploy inside sales and lead generation functions into large corporation's nationwide. As a result of that, we have lots of experience in hiring and placing people into those kinds of position, whether you're an enterprise software sales professional, or have worked in manufacturing, health care or business services. If you're a B to B inside sales professional, we'd like to speak to you and receive your resume. We'll make sure that we'll follow up with a conversation and talk to you about your career search so that we can best match your needs with the opportunities that we have at hand. Whether it is telecom, or healthcare or biotech or any other major field, we'd like to talk to you.
天空之城 2007-3-16 01:43 PM
understand that a lot of companies out there don't feel that they need to use outside recruiters, even if they specialize in sales and marketing or other types of outside support resources. If your company is planning on going it alone with the regard to hiring new sales people, consider using an outside sales profiling tool such as the one that we use at Objective Management. The express screen tool is a very helpful tool that will help you to determine whether or not a particular candidate can and will sell for your company and whether or not their selling style and experience is aligned with the profile of what it is that you are looking for in a top sales person. This tool, while not providing the only information that you need for the hiring process, will give you yet another set of inputs and data which will make it extremely helpful for you as you make your hiring decision.
0h-T FmH `
.v~!c`
y O_s-y u
qS Mw+R,} w-k4B
3PI,YdY;{Uv z
All of us have blind spots when it comes to hiring sales people. Often times, we bond with the candidates and we tend to hire people that we like or have the same style as we do, yet a lot of miss-hires come from this exact flaw. This is why it is so important to get an objective, outside read as to whether or not a candidate is really suitable for your company's need before you make an offer.
Li1L
`^
.Qyl;NZ/B~N
o6d&sj*F(k-C/I G
7k%s'I!S-gT,{M ?
An online sales profiling tool should be used as a compliment as opposed to a substitute for other parts of your interviewing process. Those interviewing processes should include behavioral interviewing, team interviewing, and sales achievement tracking to name a few, but by using this outside tool, it will greatly reduce your risk of a miss-hire when it comes to hiring sales people. I suggest that if you're not using an outside tool such as this as a part and partial of your sales hiring process, you're missing an opportunity to adopt a widely recognized best practice when it comes to hiring sales people. So, even when you don't want to use a recruiter, consider getting outside support and looking at the tools that are available on the internet today.
moon 2007-3-16 01:43 PM
If you're a sales and marketing executive, you've probably spent a good portion of your career developing and refining specific positioning and messaging that you've used for the companies that you've worked with with your customers, right? Well, all I'm saying here is, before you go out to market yourself, make sure that you're properly packaged, just like any company would be properly packaged in its marketplace. What that means is that you've got to make sure that your marketing message is clear, concise, and lines up perfectly with what you want to be doing.
K M Q b$j5~m/i LD
This is where a lot of executives fall down. They say, "Well, I'll be happy to take anything in sales and marketing, I'll do just about anything." Again, that's not good enough.
QKq5vTo`3a
[y3y9p,vg
?R/M2QV g O E
If you're passion is working in manufacturing automation software, focus on that. If you are looking for a VP of business development position, make sure that's part of your message. If you're looking for that kind of an opportunity in a start-up or emerging growth company, make sure that's part of your career objective as well. Instead of saying I'd take anything, approach you鈥檙e networking with, "I'm looking for a VP of business development position with a start up or emerging growth Software Company in the manufacturing automation sector." That kind of career objective is something I can get my arms around and start helping somebody along the way to find the opportunity they're looking for. So, make sure if you鈥檙e a sales or marketing executive to eat your own dog food when it comes to honing your own message before you get out on the search beat.
moon 2007-3-16 01:44 PM
Tips for Candidates Working With Recruiters
We gets lots of sales and marketing executives, mid level and front line job seekers who come to our office and we're happy to spend time with them to get to know them and to understand their skill sets, what they're looking for, and to put their resume into our search database. We make sure to follow up with every candidate because we feel it's important that we get to know them so that when we do have a search that's relevant to their skill set, we can immediately consider them for those opportunities. \2X.xVC"UZs+?6Gb
H8H b`$p `
Q uW.C%FA+g0jq"`
6d5[#l2uw Y4^9i UP
Many candidates come to us not actually understanding exactly how a search firm works. As a result of that, they continue to pound us for opportunities, even when we've already told them that we aren't working with anything that is relevant to their skill set at a given time. Candidates need to remember that executive recruiting and sales and marketing search firms like ours are client retained. Our clients are the ones who pay our bills and therefore we focus a very large part of our effort on sourcing, screening, interviewing and presenting candidates that line up with exactly what our clients are looking for at any given time. This does not mean that we're not interested in meeting candidates. As I've said before, we are happy to network with them and get acquainted, but it's important for a candidate to remember that if you approach a search firm, if they are willing to give you time, don't keep following up too often with the search firm if they don't have something that fits your skill set right now.
#d j|V%i-{
G O.PN Eg9y yh
z
n#?ZAw ?(j
MY
a~'e S,c
Why is this? Well, for one thing, the reason why we spend time to meet candidates is so that we can develop a very good profile of their skill set, exactly what they're good at and what they want to be doing, so that when a search does come up, we're actually capable of presenting them with those opportunities. We make it our business to know candidates specifically so that when the right opportunity comes along, we can jump on that with good talent. *B3S [/`/h NpL-z
m I} g jx"I/V0d
m-y!Sa$e P;D
0VB1F/a0d3N/i U
Does this mean that if you're a candidate, I'm saying, "Don't call us, we'll call you?" Well, partly. The best candidates that we see understand that once they're in our system, what's required is just from time to time, an email or some sort of touch base communication telling us what they're up to, how their job search is going, whether or not they're still available. What this does is it serves to keep them in our minds which is important so that we can make sure that we do give them a shot at any opportunities that are relevant. The worst candidates are constantly harping on us, trying to get us to give them a job, and it just doesn't work that way. /Cyr |$s m
If you are a candidate and you're approaching recruiting firms looking for a new position, practice the following rules: 7d ay F3g
yr l"b,n0S ^
%?Rr}Zc
w[Hh1}LDm
1. Get the appointment and make sure that you've brought an up to date resume with a very clear depiction of the kind of position you're looking for.
*R f ]Y;e
O8]-Y _ ofA8_
^ rwL1A;s:m j
2. After the appointment, make sure to follow up with the recruiter, and thank them to remind them what it is that you're looking for. ({(R&f%M4PL
+W z FdA e n
e8w$A]~
3. Then, periodically, once every four to six weeks I'd say, ping them via email or call them and leave them a voicemail and just let them know what you're up to and how your search is progressing, and remind them in a nice way that you're still looking and that you appreciate any consideration of opportunities that are relevant.