Matthew Cossens’ Post

REACTIVE OR PROACTIVE? I have spoken to a lot of businesses recently around sales recruitment in which the conversation usually starts like this. "We're not hiring within sales, and don't have an active vacancy at the moment." In which my response usually is. "They're generating over £X GP currently, and in fact, by the time this phone call has ended, I will already have them in front of your competitors. I know the value they can add, alongside the revenue generated and contacts, so that's why I gave you a call." This usually results in a conversation and in turn, a new addition to the employers sales team because I know the value-add of having that person in the team. If a good salesperson is aligned to your product/service offering, has the numbers to back it up and contacts, then why wouldn't you speak to them? Vacancy or not, having someone join the business with a track record of numbers will only result in an improvement on that bottom line. If you want to see some of the individuals I'm working with. Drop me a message or give me a call. I'm not saying this, but I genuinely have some of the best in the market at the moment. ⬇️ ☎️ - 07708 097788 📩 - owen.powell@beaumont.technology #Sales #ITSales #Recruitment #TimeKillsDeals

Last week I had a conversation with a Sales Leader about how are we able to consistently find way better Sales candidates than their internal team. If you you want better Sales candidates you need to provide your HR/Talent Acquisition team with better training and the tools they need to succeed. Let the recruiter responsible for hiring Sales candidates shadow a SDR for a few hours a week. Have them go on a few calls as a silent observer. Explain the KPI'S the SDR has and what they will earn if they meet or exceed them. Have them shadow some Account Executives for a few hours a week. Let them see what their onboarding and training looks like. Have them on some discovery calls/demos/webinars as a silent observer. Explain the territory and KPI's the Account Executive has. Have them shadow a Customer Success person and join them on some calls. Do the same with Rev Ops. Have them spend some time with a Sales Leader. Get them familiar with RepVue, PeerSignal, Glassdoor, Payscale and Indeed. I promise you if your Recruiter spends time with people that are actually doing the position that they are recruiting for they will have a better understanding of the position and the chances of them finding better candidates will increase significantly.

So you're thinking of making a move into a Sales Career...? Check out my blog post listing '6 Steps to Make a Switch to a Sales Career,' for all you need to know about this type of transition #sales #salescareer #careertransition #careers #recruiting #salesrecruiting #careerchange #salesroles #salescareers #HeadHunterGalli #recruiterwhocares #SalesForceSearch #IQPartners #bettertogether

Recruiters are SALES people - can we stop saying we are not And if you’re not comfy with that you’re probably in the wrong job It’s all about your mindset and mentality - how you approach your tasks ahead Everything you do is a form of business development, and every action is an opportunity -Phone call -LinkedIn comment/post -New connection/contact -Meeting/VN/VM/email -Candidate qualification -etc etc etc You’re much better off being upfront and explaining “what’s in it for them” from the get-go, than dancing around the maypole with niceties We are ALL sales people in some way let’s face it, some choose to disguise it with elaborate titles or the mask of “building relationships” Of course you need to build relationships and there’s different ways to do that too that are more subtle - but ultimately everyone knows what the intention is 😂 Who’s with me on this?

👉 Recruiters crack the code on People—here’s what Sales can steal 🔑 Recruiters don’t talk to companies. They talk to individuals. “This opportunity is perfect for your career.” “Here’s how this role can help you grow.” They know that to make progress, they must show the person what they stand to gain—personally. 👤 In sales, though, we often target companies: “This will reduce your team’s costs.” “This will improve your company’s efficiency.” But here’s the truth: companies don’t make decisions. People do. 🧍♂️🧍♀️ The takeaway? 🥡 🔍Identify the key person in the process. 🎯Understand their personal challenges and goals. ✨Help them see how your solution can help them. When you help someone succeed, they become your ally in moving the deal forward. 🤝 When was the last time your sales conversation focused on the person, not the company? 🤔💬

To hire outstanding Sales Development Representatives (SDRs), look for these seven traits: **Creativity** Modern SDRs must be creative and able to think independently. The sales landscape has changed, and now requires more personalization and adaptation. **Grit** Great SDRs are driven and resilient. They push through challenges and handle failure well. Ask candidates how they’ve dealt with failure to gauge their grit. **Passion** SDRs face a lot of rejection, so they need to be passionate about the product and sales. Ask candidates why they want to sell your product to ensure they have the necessary enthusiasm. **Coachability** SDRs often need to refine their skills, so they must be open to feedback and willing to learn. Test this by giving them feedback during the interview process and seeing how they respond. **Competitiveness** Successful SDRs are competitive. Look for candidates with backgrounds in sports, the military, or high-pressure jobs, as they tend to thrive in sales roles. **Articulation** SDRs need to communicate clearly. Assess their speaking skills by asking them to explain something they know well. Clear, concise explanations are a good sign. **Listening Skills** Good SDRs listen more than they talk. Observe if candidates ask insightful questions and avoid interrupting during interviews, as these are signs of good listening skills. Incorporate these traits into your interview process to find the best candidates. If managing this seems too much, consider outsourcing SDR positions to experts. This can save you time and ensure you get skilled professionals.

There is a robust business need for objective sales hiring. Creating strategies to hire salespeople who will hit quota and deliver revenue is critical. Simply put, you need to build a team that will help you reach your sales goals. The battle for perfect candidates isn’t ending anytime soon. Increase your odds of winning by using Peak’s 14 tips. With the right hiring strategies, you have all the tools you need to build a top performing sales force. https://lnkd.in/dvMkegq #hiringstrategies #saleshiring #salesgoals #topperforminghires #peaksalesrecruiting

What a Week! Spoken with so many fantastic sales professionals in technology and tonight, I’m raising a glass to each of them! 🥂 Working in tech sales recruitment, I speak with sales people all day, every day and I love it! Sales people seem to have an infectious energy and each person has a story to tell about how they made it to where they are. People tell me of their challenges, their disappointments, their hopes and their dreams. The best sales people are genuine, warm, and positive - the kind of people who cheer you up after spending even ten minutes with them. Success in sales takes a massive amount of self-belief and perseverance. Rejection is often a daily reality, yet they push through, as they want to make a difference for their company and for their family. Sales professionals create opportunities for their clients, and the teams they work in and without them, growth just wouldn’t happen. So, to all the salespeople I’ve worked with, spoken to and have yet to speak with, cin cin from me! 🥂 #technology #sales #recruitment

Recruiting is a constant pain point for most sales managers. This analogy really works for me. Sales leaders understand how critical prospecting for new business is, so if we consider potential hires the same way we pursue prospective clients, it could be a game changer.