 Your new post is loading...
|
Scooped by
Ann Zaslow-Rethaber
January 20, 2020 12:34 PM
|
Before you get to show off your firm handshake or warm smile at interviews, it's your résumé that will catch the eye of hiring recruiters. However, you won't advance to interview rounds if your résumé isn't top notch upon submission. BEAM, the career education hub at Stanford University, is comprised of career experts who work with students to bridge students' education, ambition, and meaningful work--and help them find the job of their dreams. Here are five things these Stanford career experts say every résumé needs to get you your next job.
|
|
Scooped by
Ann Zaslow-Rethaber
January 17, 2020 10:00 AM
|
One in five Americans have left a job in the past five years due to bad company culture. The cost of that turnover is an estimated $223 billion, according to a new Society for Human Resource Management (SHRM) report on workplace culture. “Billions of wasted dollars. Millions of miserable people. It’s not a warzone—it’s the state of the American workplace,” said SHRM president and CEO Johnny C. Taylor, Jr., SHRM-SCP. “Toxicity itself isn’t new. But now that we know the high costs and how managers can make workplaces better, there’s no excuse for inaction.” The report, The High Cost of a Toxic Workplace Culture, surveyed American workers to explore the impact of workplace culture on both the well-being of workers and the bottom line of businesses. It found toxic culture costs companies a fortune in turnover and absenteeism; highlighted common indicators of bad workplace cultures, such as discrimination and harassment; and underscored the alarming impacts on employees.
|
|
Scooped by
Ann Zaslow-Rethaber
January 15, 2020 10:00 AM
|
A top-notch sales team is one of the key cogs behind every successful commercial business. Thanks to advances in technology, snagging the best salespeople for your company has changed in recent years enabling recruiters to fish from a much larger pool of talent. Fatima Koning, chief sales officer of Regus parent company IWG, explains what she looks for when recruiting salespeople for the group. Finding the right sales talent “As a global company, our approach needs to be adapted to our different markets, and referrals are a key channel for us,” explains Koning. “However, in addition to this we also use career sites, job boards and networking events. We have a brilliant team of people who are focused on approaching people directly through career and network sites. However, a big disrupter in the new recruiting landscape is that good sales candidates know their worth and will have a say in how (and for how much) they are engaged. “When you work in the business-to-business sector, it can be more challenging to build a reputation as an employer of choice for great talent,” explains Koning. Therefore, the trick is to prove to these candidates that IWG is a worthy company to work for. “We are so lucky with our proposition – once we get people in front of us, we can tell our story and they are hooked,” says Koning.
|
|
Scooped by
Ann Zaslow-Rethaber
January 13, 2020 10:00 AM
|
In the United States, an organization’s culture has been at the forefront of talent attraction and employee engagement initiatives for more than a decade. No matter the size, location or industry, companies have scrambled to up their game when it comes to internally and externally communicating their “culture.” There is no consistency in what constitutes a workplace’s culture message and it can be articulated anywhere from one sentence to hundreds of pages, depending on the organization. Diversity figures prominently in today’s company cultural messages. In general, organizations have prioritized communicating their commitment to and belief in a diversity culture. However, the average team member is unlikely to know what that actually entails within their workplace. And, in many cases, it’s not clear if leadership fully understands and exemplifies a true diversity, let alone inclusive, culture.
|
|
Scooped by
Ann Zaslow-Rethaber
January 10, 2020 7:00 AM
|
As executives climb the career ladder, some lose sight of the need to maintain the right attitude…even when they don’t get a job. Being bitter is understandable, but going if you go beyond polite it could really make a difference for you. In this excerpt from a video interview Master Class Host Tony Vlahos speaks with executive recruiter Ann Zaslow-Rethaber, President of International Search Consultants and author of ExecuNet’s weekly Ask Ann column. Ann advises that one never knows how things will turn out: that company may have their first choice fall though; they may create a new position for you in a few months or have something else open up; they could mention you to a friend in a different company who needs someone with your skills. You just never know. Listen to Ann explain it herself…
|
|
Scooped by
Ann Zaslow-Rethaber
January 8, 2020 12:00 PM
|
ExecuNet’s Master Class Host, Tony Vlahos, spoke with recruiter Ann Zaslow-Rethaber about effective interviewing. Ann’s a member favorite because of her Ask Ann column and she gave her usual insightful advice once again, this time with some quick and actionable suggestions tips to put in play tight away. Learn what Ann called the #1 thing interviewers are looking for in an candidate.
|
|
Scooped by
Ann Zaslow-Rethaber
January 6, 2020 6:52 PM
|
With the rise of online learning, there’s no shortage of classes you can take that offer you a certification in a particular trade, skill or software program. But outside of positions that require certifications — pilots, emergency medical technicians and insurance agents, for example — do any of these make a real difference in a job application? We reached out to recruiters and HR professionals to get the answer. The consensus: Certifications certainly can make a difference, but not all certifications are created equal. Below are some of the ones that recruiters say actually move the needle in their decision to hire a candidate — if one of them is relevant to your field, consider looking into it! Role-Specific Certifications 1. Human Resources Certifications (PHR, SPHR, SHRM) While not a requirement, many recruiters agree that job seekers in the HR field can benefit greatly from professional certifications. “If I’m hunting for an HR professional, I’ll want to be sure they have certification from SHRM,” says Laura Handrick, Senior Workplace and Careers Analyst at Fit Small Business.
|
|
Scooped by
Ann Zaslow-Rethaber
January 1, 2020 10:00 AM
|
Turnover represents a major pain point for many manufacturing sales teams—annual attrition rates among U.S. sellers are as high as 27 percent, twice that of the country’s overall labor force. Once they’re open, sales roles are vacant for an average 3.7 months, while it takes approximately 9.2 months for a new hire to achieve full productivity — a gap of over a year without a fully productive seller. Turnover will continue to disrupt organizations as baby boomers retire. After all, millennials will represent the largest generation in the workplace by 2020, at 35 percent. Now more than ever companies must adjust to meet their career needs. With sales manufacturing careers poised for 7 percent year-over-year growth through 2026, major opportunity exists for companies to promote themselves to millennial applicants. Here are five answers to common questions about attracting, training and retaining millennials in manufacturing sales: 1—How can we entice millennials to apply for sales jobs?
Like other candidates, salary primarily draws millennials to a job. But they also want careers that reflect their interests and passions. They want to feel connected to your company and understand what you’re doing to stay ahead of competition and industry trends. Be up front about this in the job description and throughout the interview process. Cutting-edge technology powers the manufacturing industry—something that can attract engineering grads looking for a challenge.
|
|
Scooped by
Ann Zaslow-Rethaber
December 31, 2019 7:00 AM
|
I woke up this morning with the same neck pain that’s been plaguing me for two weeks. I developed the pain when I was toweling off after a shower and WHAM, it felt like someone stuck a knife in my neck. Sometimes life sucks getting older. I may be getting older, but I’m not too humble to say I’m good at what I do. I get to work early and often leave late. If it weren’t for the fact that I’m driving my kids around town almost every night, I’d probably take on another job. I like working and know many people my age who do as well. So I wonder why some companies are downright ignorant and won’t hire mature workers like me. Don’t they realize we have a wealth of experience and a truckload of accomplishments, not to mention life experience that allows us to handle small problems our teenagers can’t? Don’t they know mature workers want to work? One of my favorite workshops that I lead is called Mature Worker. In this workshop we laugh, kvetch, and sometimes cry about our unemployment status. What we wonder is why employers don’t see the value we bring to the table. Yeah we have experience that younger workers don’t, but we have much more: - We can party. That’s right; we can party with the best of them. We just don’t do it the night before work and especially the night preceding a trade show.
- We are dependable. Did you ever notice who’s always at work and always on time? That’s us. We don’t have the responsibilities we once had when we attended school events, stayed home during snow days, and tended to our children when they were sick.
|
|
Scooped by
Ann Zaslow-Rethaber
December 27, 2019 7:00 AM
|
Standing out in a job interview can be hard. Recruiters and hiring managers are screening and interviewing candidates at what seems to be warp speed, and there are so many qualified candidates applying to the role just like you are. So how do you really make them sit up and take notice?
“Sales teams need to have a drive that’s unmatched,” says Tracey Newell, President, Global Field Operations for Informatica. Grit and determination are essential for new hires, and, she adds, ideal candidates need to have a desire to stay committed to their team and their customers. “If [you’re] changing jobs every two years, this is probably not the right place for you.”
For the enterprise cloud data management company, a candidate who is applying can succeed in interviews by also showing a track record of success despite obstacles as well as a desire to work as a team. As Newell reads through a resume, she asks herself, “Has the candidate taken on a role where they had to create success in a territory that was not previously successful? Does the candidate have a history of reporting the news inside of their accounts, or is the candidate an individual who makes the news?”
|
|
Scooped by
Ann Zaslow-Rethaber
December 26, 2019 8:00 AM
|
Don't hire a sales rep who's just going to turn around and leave.Catch these red flags before it's too late:...
|
|
Scooped by
Ann Zaslow-Rethaber
December 23, 2019 10:00 AM
|
As a salesperson, you have a knack for inspiring confidence, especially with customers or even with colleagues. But sometimes that confidence may be misinterpreted while interviewing for a new job. If you have ever struggled with what to say during an interview so that you don’t oversell your experience, you’re not alone. The key to advancing in the recruitment process is learning how to highlight your strengths thoughtfully. If you want to ace your next medical device sales interview, here are six ways you can stand out from other candidates for all the right reasons. 1. Use your research skills. It is likely you are excellent at digging into data and doing your research about a potential new customer before meeting with them. Put that strength to use when entering a job interview too. You would be surprised how many candidates walk into an interview unprepared, giving you a competitive advantage to stand out by knowing about the company, its products and competitors in depth. A company’s website, LinkedIn page and recent news stories are great places to start finding information. Also study the job description to get a feel for how your competencies are a fit for the position.
|
|
Scooped by
Ann Zaslow-Rethaber
December 17, 2019 11:51 AM
|
As we live longer lives, it’s inevitable that more of us want to work for longer. It makes good business sense too: with fewer younger people starting work to replace those set to retire in future years, coupled with uncertainty over Brexit and labour shortages, employers can’t afford to lose older workers. Recent ONS analysis of the changes in the UK labour composition during and after the 2008 economic crash show that over-50s made the largest contribution to post-downturn growth in total hours and now fill a third (30 percent) of all hours worked in the UK. Their share of working hours began rising the fastest post-recession and has increased the most compared to other age groups since then.
|
|
|
Scooped by
Ann Zaslow-Rethaber
January 20, 2020 10:00 AM
|
Toxic¹ behavior, distrust, and resentment, as well as egregious conduct like harassment, discrimination, and bullying are prevalent in today’s workplace. However, a new survey from EVERFI, Inc. also reveals that workplaces in which employees live and support core organizational values, as well as utilize training that includes culture-building strategies and topics, tend to have more positive and non-toxic work cultures. According to the research conducted by HR.com’s HR Research Institute, in partnership with EVERFI, workplace leadership struggle to create a positive culture. Only 50 percent of respondents agree that leaders uphold the stated values of their organization. Forty-four percent say their leaders become resentful when others disagree with them, and only 38 percent say leadership takes proactive steps to create a healthy workplace culture. Moreover, many organizations do not have plans to address workplace toxicity issues, now or in the future.
|
|
Scooped by
Ann Zaslow-Rethaber
January 16, 2020 10:00 AM
|
As a job seeker, it can sometimes feel like you’re at the mercy of a potential employer. But that simply isn’t true—especially in today’s job market, where unemployment sits at an all-time low, explains millennial career expert Jill Jacinto. “That puts power in jobseekers’ hands,” she says. But a thriving job market isn’t the only thing that makes you—yes, you!—very powerful. Here, career experts explain why you’re in the driver’s seat when it comes to your dream job or career.
|
|
Scooped by
Ann Zaslow-Rethaber
January 14, 2020 10:00 AM
|
The bottom line is that sales is all about earnings. You don’t want to spend a dime on anything that’s not going to work towards earning you more money quickly. That said, if you could earn the profits that you’re getting now without having to pay any salaries, then you’d run your company without any employees. The Necessity of Strong Sales Talent That fact is that running a sales business without a sales team would be impossible. You’re earning power increases dramatically when you find the sales talent that you need to help close deals and bring in profits. A talented new salesperson is worth every penny that you invest. The Risk of Mediocre Personnel If you hire a candidate that can’t find their footing, you can’t afford to waste time paying them while you’re operating at a loss. It’s as simple as that – your business runs on its sales talent and you need a guarantee that you’re going to create a successful team. So why hesitate to invest money in something that has been proven to immediately benefit your company?
|
|
Scooped by
Ann Zaslow-Rethaber
January 10, 2020 10:00 AM
|
In the world of business to get an edge over competitors, companies are required to constantly evolve their sales, marketing, hiring, and employee retention tactics to stay ahead. External pressures and threats from other companies push entrepreneurs to come up with new strategies and solutions to grow their businesses. There’s no way to succeed other than to innovate. It’s essential to consistently measure results to understand your customers and try new ideas and solutions to meet their demands. Marketing strategies that were once effective to gain customers can get stale if you aren’t constantly looking at the results and making changes, while your competitors are coming up with new ideas, products, and solutions to grow their own businesses. What used to work before might not work now. Constantly coming up with new ideas to attract customers and grow your business can be challenging, and the reality is that the inability to introduce new tactics can be detrimental to a business. According to a Gartner Financial Services Innovation Survey, internal politics and an organizational culture that does not welcome ideas from third parties, or cannot embrace new ideas, are detrimental to innovation.
|
|
Scooped by
Ann Zaslow-Rethaber
January 9, 2020 10:00 AM
|
Build a stronger company culture" may be on your strategic goals list for the coming year, but how do you translate that vague-sounding objective into action? What does "company culture" consist of, and how can you strengthen it? Improving your employer brand is not complex, but it does entail more than adding a ping-pong table and weekly boxes of donuts. In today's networked environment, it's possible to examine companies that have excelled in this effort -- the places where everyone wants to work -- and find out what their special sauce consists of. Among the following five characteristics that A-list employers share, you'll undoubtedly find some actionable solutions that you can easily adapt to your own organization. 1. They treat their workers like adults Do you feel like you have to watch the clock to make sure your employees don't spend too long on break? If so, imagine for a minute what it would be like to discard time clocks altogether or offer unlimited vacation days, as some high-producing companies now do. Netflix has become one of the hottest places to work, according to personal branding expert William Arruda, and that's partly due to the fact that they track performance instead of hours. Arruda writes that "asking people to take on the responsibility of policing themselves has helped Netflix attract and recruit 'fully formed adults' who are self-sufficient." More and more companies are now shifting to unlimited vacation days, and the outcome has consistently been a boost in productivity.
|
|
Scooped by
Ann Zaslow-Rethaber
January 7, 2020 10:00 AM
|
Up for a phone interview for a sales job? This article will give you a few helpful pointers on how you can convince people to hire you during a sales phone interview. Anticipate What Will Happen To start off, you need to understand why phone interviews are conducted in the first place. Sales managers responsible for recruiting have limited time on their hands to make hiring decisions, which is why it is impossible to interview every candidate that applies. Based on resumes, managers weed out a lineup of potential candidates that they want to learn more about so they can finally short-list 5–10 candidates for a next step face-to-face interview. Hence, the phone interview is conducted so that the interviewer can assess and review you to determine whether you are fit for the job or not.
|
|
Scooped by
Ann Zaslow-Rethaber
January 2, 2020 10:00 AM
|
It’s no secret that job seekers must satisfy three requirements to land a job: - They can do the job.
- They will do the job.
- They will fit in.
These three requirements are the foundation of a complete candidate. There’s also a fourth piece to the puzzle. It is often overlooked, but some companies place more importance on it than any of the other requirements. This fourth requirement is the cause of much consternation for many a job seeker. Can you guess what it is? Let’s take a look at these three requirements every candidate must satisfy – and the mysterious fourth one as well: 1. Can You Do the Job? Of course interviewers won’t ask the question so directly. Rather, they’ll pose more indirect questions, like: “What skills and experience do you see being necessary to do the job?” “Tell me about a time when you handled problem X.” “What kind of experience do you have in the area of Y?” And you should always be prepared to answer the “Tell me about yourself” question.
|
|
Scooped by
Ann Zaslow-Rethaber
January 1, 2020 7:00 AM
|
Your stomach drops to the floor. Your palms get sweaty. You begin to ramble incoherently, or worse, can’t come up with anything to say at all. Almost all of us know the feeling of making a big mistake during an interview. Great. There goes that opportunity, you might think. Don’t be tempted to wave the white flag of surrender just yet, though. Everyone stumbles in interviews once in a while — the trick is to handle it well, so that your interviewer is able to look past it. Below, we’ve outlined four common examples of interview flubs and how to deal with them. Use these strategies, and you just might be able to win back your interviewer. Scenario 1: You’re Running Late It’s unavoidable — even the most punctual people are sometimes late. And unfortunately, it seems like obstacles always tend to pop up at the most inconvenient time, including a job interview. But while showing up late to an interview certainly isn’t a good look, it doesn’t necessarily mean that you’re out of the running entirely. The best thing you can do is be proactive and reach out ahead of time if you’re running behind.
|
|
Scooped by
Ann Zaslow-Rethaber
December 30, 2019 8:00 AM
|
Don't hire a salesperson without finding the answers to these four questions.
|
|
Scooped by
Ann Zaslow-Rethaber
December 26, 2019 1:52 PM
|
One of the biggest lies that people believe is that experience is the most important thing in the job interview process. True, experience can be vital — you wouldn’t want to hire a surgeon without the proper education and experience. But whether this interview is for your first job, or your ninth gig since 2013, there is always uncharted territory in a new opportunity. Especially if it involves changing your title or your responsibility: that’s something you haven’t done before. By definition, that expansion goes beyond your experience. The good news is, there are stories all around us of people who have overcome their circumstances (and their experience) to create something completely new. Maybe your interview skills need to expand as well — particularly if you want to discover new results in your career. Here are three things that matter more than experience in the job interview process — and how you can leverage these insights to create a fresh career experience for yourself. The past reminds us. It does not define us. - Unknown
|
|
Scooped by
Ann Zaslow-Rethaber
December 24, 2019 7:00 AM
|
In the past decade, I’ve seen an explosion of events and industry conferences dedicated to helping sales leaders improve their skills, stay on top of trends, and create more efficient revenue engines. As an attendee, presenter, and emcee at these events, I also see the ways in which sales leaders routinely blow it when it comes to maximizing the value of their professional networking opportunities. Intentional networking experiences, like my BizTalk Blender®, are growing in popularity, but many events leave it to attendees to network on their own. Any time you attend an event, your goal should be to end the day (or days) having made some meaningful contacts. Why Networking Is Important for Sales Leaders Before we get into how best to do it, I want to talk a bit about why networking is important for sales leaders. Of course you want to nurture and expand your own network so you have resources when needed, professional development opportunities, and a network for hiring (and for your own future options). But there are even more reasons. As a sales leader, you are an ambassador for your company. You may not be selling, but you can nurture relationships with customers and prospects. You may meet people who didn’t know your company or solution existed and, although you won’t be the one to guide them through the sales process, your connection will be critical once the salesperson has started to engage.
|
|
Scooped by
Ann Zaslow-Rethaber
December 23, 2019 7:00 AM
|
just read your advice on ExecuNet and have a question. I am employed but seeking another position. How do I locate recruiters so I can communicate with them about positions they are trying to fill? My expertise is Marketing, Innovation, and Market Development all focused on Company Growth.
Thanks so much for your advice. This is an excellent question. The best way to find recruiters that focus on your area of specialty is to do a keyword search in ExecuNet for marketing roles. Even if you do not see an immediate match, you will see which recruiters are working on marketing roles. You can then reach out to them, introducing yourself, and offer to send them a copy of your resume, along with bullet points on the types of roles that you would be interested in hearing about.
|
