I’ve met with thousands of sales people, literally thousands. Being a sales recruitment specialist at Selection Partners means that every commercial interaction with a client or a candidate will have me promoting my services to someone who is pitching their product/service every day.
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.
When I started a search firm dedicated to sourcing female talent for industry, I was told by many people, including loved ones, that I was crazy. And in many ways they were right. What ensued was a frequently challenging and oft unrewarding time in my career. I watched good, strong competitors close down when there should be enough space for 100 more businesses like us, I have had a colleague sit me down and question the markets desire for a gendered recruitment service, yet through it all I #pressedforprogress.
I press for progress for my grandmother, whose father, on learning she had taken a job, walked into her employer on her first day and dragged her out, he was so humiliated a daughter of his would work. The same woman who now, after a lifetime of normalised misogyny, still refuses to go to a female doctor.
I press for progress for my mother who, as with many women of her generation that pushed for equality, was often ridiculed and sexualised in her attempts to stand up for herself at work.
I press for progress for my foster daughters, so that the examples above may seem ludicrous to them when they reach the workforce. I press for progress for myself, so that I don’t have to hide my pregnancy bump as though I have leprosy.
A resume or CV is a marketing document, designed to showcase your skills and experience in the best possible light, all with a view to getting an interview. When you are a looking for a new job, you need to see it like this. Your CV is a sales document, primarily designed to get you an interview. I have seen literally thousands of CV’s many of which didn’t ‘sell’ the persons suitability for the job they were applying for. I have even rewritten a CV for a candidate and resubmitted it for a job he was previously rejected for, enabling him to get an interview! Your CV is what separates you from your dream job- so pay it the attention it deserves and don’t make these following mistakes.
Writing everything you have done in a role without tailoring it to the job you are applying for. – Don’t send the exact same CV for different job applications. Make sure you add more detail on the areas important for the specific job you are applying for based on what the job needs, and less detail for areas less important. Move things around and add and subtract information.
No achievements. – employers wants to hire successful people, so tell your potential new employer how successful you have been in your CV. Under each role list achievements, make sure they are quantified. For example, increased sales 20% year on year, saved 10% in costs, saved a days work by automating the process, trained up two people who got promoted etc. CV’s without achievements look bland and unexciting.
Twice in the past few months I have had the pleasure of being the protagonist behind candidates getting their ideal job role, then turning it down. This was as a result of a counter offer with their current employer, which was disappointing for my clients and myself. The disappointing part for the candidate came just weeks later in one instance and months in the other, both coming back expressing their dismay that what was promised was not delivered.
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.
From a human resource perspective dealing with inter office relationships are part and parcel of the breadth of a HR practitioners scope. Our biggest concern of course being the conflict of interest, the perception of favouritism and the emotional safety of all employees. Office relationships and affairs are so common that many major employers have policies and procedures in place to mitigate fall out and reduce the organisational risk from the mind-field of potentially disastrous outcomes to the brand. Those risks include the HR nightmare the Deputy Prime Minister’s offices is now experiencing with repeated frontpage headlines of suggestions of improper conduct and cover ups.
Image Source: The Courier
We all know of and support many happy relationships which began from two people meeting at work, however it is the human resource teams remit to protect the organisation from those instances where the love turns sour. Barnaby’s situation incorporates many of the normal elements we navigate in our roles. Once the relationship is disclosed, we assume the parties signed a conflict of interest disclaimer and the reporting relationship was immediately changed. It would not be unheard of for another department to create a role for a high performing employee that the organisation did not want to lose, as Canavan’s Office did.