Maxonic Consulting - Close your Difficult to hire roles/ Get Impactful Leaders/ Heads/Mid Managers

We're #hiring a new Head of Quality ; Transitions ; Training ; Solutions in Noida, Uttar Pradesh. Apply today or share this post with your network.

https://lnkd.in/g6XKbWCv

"There would be atleast 1 candidate like this, we just need 1. Go Get Him " MOST hiring managers will be focussed on detailing their ideal hire. They are not wrong. Yet, they could be guided. The real value of TA is in asking the right questions and guiding the strategy. A more effective strategy could be to be candidate focussed. Yes, its a candidate driven market. Moreover, the top performers need a strong reason to leave what they do and join you. 1. Design a target candidate profile such that for that candidate there is reason beyond more money to come and work in this role. Why would someone from a competitor, already doing the same role as you have, successful in what they do, leave their current job and join you ? 2. Use Skill based target candidate descriptions rather than education/years of experience to increase candidate pool without compromising quality of hire 3. Reality is, even if sourcers find the super detailed target candidate, he will have zero motivation to come and work for you, making him a non motivated hire. WILL is more important than SKILL. 4. Screen all candidates based on phone conversations, not based on resumes. The best performers rarely have made a great resume.

https://lnkd.in/g-cdXyqU LinkedIN's peep into the future indicates the Quality of Hire as the most important metric to track for a successful recruitment program. For Mid and Small size companies, it is all the more important to track this as the single most important metric of success of their recruitment efforts. And, its easy to define for them. An easy equation to measure could be :: Quality of Hire Score =(Performance of the new hire in first 12 months X 0.5) X   (improvement in capabilities of new hire's team  X 0.015)  X (Alignment of values with Co OR Cultural Fit  X 0.25)  X ( How long is the hire likely to stay   X 0.2) A It is alarming that most Mid/Small firms settle for a 'reasonable' quality hire, rather than push the envelope to hire the top 25%. To hire the top 25% quality candidates, one needs to change the way one recruits. Growth trajectory and business outcomes of Smaller firms are so very dependent on the quality of new hire, a 'reasonable' hire has far reaching negative impact, that goes unnoticed. Some ways to hire from the top 25% pool are : 1. First know how the top 25% would work differently in the job role that you have 2. In the outreach, Describe the Job , NOT what the CANDIDATE should have 3. Increase your catchment area, increase the target talent pool 4. Understand the needs of prospect candidates, not describe the job 5. Source candidates through networks and email campaigns only. No job postings. 6. Involve the hiring manager in the entire cycle. They must do this if they want a hire from the top 25% .....if you need to know further more on this, leave a message, and we could connect back with you........

Government Sales role for Gurgaon. Must have done technical sales, to government / govt bodies. Ping here or send resume to [email protected]

DotNet Core 6.0 Senior Engineers required for a remote working job role. Interested people can please message here / email on [email protected]

Awards won by Maxonic Consulting

#leadershiphiring. #midsizecompanies #midsizefirms

We're #hiring a new Sales & Inside Sales for Travel Tech Startup in Gurugram, Haryana. Apply today or share this post with your network.

IT Inside Sales Executive - send resume to - [email protected] NEW STARTUP BACKED BY TOP LEADERS is Seeking a motivated and dynamic Inside Sales Executive with a passion for the travel industry to join our team. The Inside Sales Executive will play a pivotal role in driving revenue growth by effectively prospecting, qualifying, and closing leads within the travel domain. This individual will leverage their understanding of travel technology solutions and services to engage with potential clients, develop strong relationships, and drive the sales of our company's offerings tailored specifically for the travel industry Primary. Location – Gurgaon/Hyderabad/Bangalore Experience –5 to 8 Years Roles and Responsibilities: IT Inside Sales executive Lead Generation and Prospecting: - Research and identify potential leads and prospects within the travel industry, including travel agencies, tour operators, airlines, hotels, and other related businesses. - Utilize various channels, including phone, email, social media, and networking events, to initiate and nurture relationships with key decision-makers and influencers in target organizations. Needs Assessment and Solution Positioning: - Engage prospects in meaningful conversations to understand their business challenges, IT needs, and potential fit with our offerings. - Effectively articulate the value proposition of our travel technology solutions, including software, applications, and platforms, to address the specific pain points and goals of potential clients. Sales Pipeline Management: - Manage and nurture a pipeline of leads and opportunities, tracking progress, engaging in follow-up activities, and ensuring timely movement of prospects through the sales cycle. Sales Engagement and Conversion: - Conduct product demonstrations, presentations, and virtual meetings to effectively communicate the features, benefits, and impact of our travel technology solutions to potential clients. - Lead and coordinate the sales process Relationship Building and Client Communication: - Develop and maintain strong, professional relationships with potential clients, demonstrating a consultative and client-centric approach in all interactions. Qualifications: • Bachelor’s degree in business, Marketing, Information Technology, or a related field. Additional certifications or coursework in sales and marketing is advantageous. • 5-8 years of successful inside sales experience, with a proven track record of meeting or exceeding sales targets, preferably in the travel industry or selling technology solutions to travel-related businesses. • Strong understanding of technology solutions relevant to the travel domain, such as booking systems, reservation platforms, travel management software, and mobile applications for travel businesses. • Excellent communication and interpersonal skills, with the ability to effectively engage and build rapport with potential clients through various communication channels.