Picture it … You’ve just had an amazing meeting with a client who has articulated their business is feeling significant pain. You have the product, in my case, the candidates, that can alleviate that pain. You gain the commitment for the client to set aside the time to meet with them and then …. Nothing.

You’ve sat there and calculated the revenue, you’ve told your bosses that you’re quietly confident, you’ve boasted to your colleagues about how you’ve got it in the bag but the egg definitely feels as though it’s on your face.

And then the amateur psychology starts. It’s end of financial year, the client is under the pump. The candidates were not as strong as you thought they were despite the buying signals the client indicated to them in the meeting. Maybe they don’t have the spend just yet.

Recruitment is a three way street and we as recruiters are most definitely in the middle trying to direct traffic. To avoid crashes however we need to be armed with the information we need to get the right outcome.

So, clients I ask you, I beg you! We don’t mind what the business circumstances are. In fact in general no matter the concern from your side, we can support you in getting the outcome you desire. If it’s the wrong candidates, tell us, we’ll go get you some more. If you don’t have the spend, let’s put it on hold. We’re here to provide a service and support you.

So with that in mind, send us an email, even a text. That way you don’t have to worry about us pestering you to get answers and we can protect your brand and let the candidates know.

P.S. Yes, I know recruiters are known for our lack of communication with candidates but two wrongs don’t make a right!

If you’re looking for a sales professional that can bring these types of qualities to your clients or you’re looking to find a new employer that will bring these qualities out in you, reach out to me on 0413 627 955 or email luke@selectionpartners.com.au

With this experience comes some clarity about what common qualities outstanding sales professionals have within them. Want to know what that is?  Wait for it, it’s ground-breaking …. It’s their ability to build relationships.

That’s not to say that you have to be a people person, some of the most successful sales people I’ve met are natural introverts, but every single one of them develops good relationships and has these three qualities in spades.

Genuineness – They have a genuine interest in what it is that you do, in a professional context they take a genuine interest in what it is that your business does and are compelled to assist in any way that they can.

Belief – This isn’t about their belief in their chosen product or service, this is a belief in themselves. They truly believe that none of their competitors can provide the service and support that they are able to provide.

Energy – I’m not talking 2 red bulls and 3 coffees energy, I’m talking about the infectious enthusiasm that breaks down the iciest of decision makers, that you can’t help but be drawn into.

This is a brief list (I feel a bite sized blog is always best) and yes there are other common themes running through successful sales people, but when I look back at those truly outstanding sales professionals they all seemed to have these three traits.

If you’re looking for a sales professional that can bring these types of qualities to your clients or you’re looking to find a new employer that will bring these qualities out in you, reach out to me on 0413 627 955 or email luke@selectionpartners.com.au

Employers value their staff, that’s what every company espouses, but never more so than when an outstanding performer is looking to move on. In these instances, they are compelled to try and keep them within the business, offering everything including the kitchen sink and offering to change the business or role to suit their requirements. Where the employer is left with a matter of hours to make strategic decisions that would usually take months of thought and planning, it invariably is not in the best interests of the business or the employee. 

Alterations to responsibilities or business structure are important decisions requiring thought and planning and input from internal and external stakeholders. Very soon afterwards, the employer is left feeling as though they had a gun put to their head to make a strategic decision that was not in the best interests of the business and that they had not had adequate time to consider. The candidate is left fighting against an ingrained structure and an unfulfilled promise of change in the immediate timeframe.

In essence, counter offers are in nobody’s best interest. There will always be the exceptions to this rule, but those will be where the plans had already been set in motion, the business was already in a position to adapt and change to facilitate what they are willing to offer their employee. Employers, employees, think before you look at a counter offer. A resignation is an emotional time for everyone involved but business is about strategic thinking. Is it worthwhile to change a business structure to facilitate one employee? Is it worth feeling let down should your employer not be able to provide the change that they promised you?