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Managers, would you consider hiring someone overqualified for the position that they applied for or do you immediately assume they’ll jump ship if a better job or a higher salary comes along? Does one’s tenure at a previous company say anything to you? Are you concerned about people who have one, two or three years at each company? What about someone who’s been a sales rep their entire career with no advancement? what if they haven’t won presidents club over and over again? Do their hobbies and accomplishments tell you anything that you can’t see in their career? Are you making sure that your team is diverse in every way or are you being told to pick a diversity candidate? your GOAL is to hire successful people (or excellent potential), but your JOB is to develop ALL of your people to be successful.

Before you tell your recruiter / HR Manager / TA team "they have to have a minimum of XYZ years' experience", stop, realise that's BS, and reframe your thinking. A couple of years ago, I posted about John Rahm, who at the time was 26 years old, and had just become the worlds #1 golfer. The problem with John, is that I had been playing golf longer than he had been ALIVE. So surely, I should have been a pro golfer, and he should have been doing something else, right? Because if years of experience were DIRECTLY related to ability, I'd crush him around TPC Sawgrass. But in actual fact, you DON'T need a certain number of years experience to do a job; you need to be ABLE to do the job, and do it well (or at least have good potential to learn the job, and be highly trainable). Big John has gone on to prove my point, by signing a US$600,000,000 deal to join LIV Golf. And he's still hasn't played golf for as long as I have. So why do we demand a minimum number of years experience to hire someone? Great question Deon. Thank you. I think largely it comes down to our lack of confidence in making a hiring decision, so we arbitrarily pic a number of years, and say "if they've had this much experience, they're a 'safe' bet". Ask anyone who's hired someone who's done a job for a long time if that's a foolproof strategy. Hint: it isn't. Then you add in wanting a certain number of years experience, PLUS not wanting someone who've moved around too much, and what do you end up with? Someone who's (quite possibly) very good at what they do, and happy where they are. So you probably STILL won't get them. Hiring is difficult. Especially in the current market. Don't make it harder than it needs to be by making up a number of years someone needs to have been doing a job that you want them to do, before you'll believe that they can do it.

💼 Choosing the Right Sales Position Out of College: Why Settling Is Not an Option 💼 As you start your career, don’t settle for the first sales job offer. Seek a role where you’re excited and challenged. Pay attention to: 1. Recruiter and Manager Interactions: Their professionalism can reflect the company’s culture and commitment to employee growth. 2. Company Culture: Ensure the office environment and values align with yours. 3. Interview Multiple Opportunities: Comparing different positions helps you make an informed choice about where you’ll thrive. Choose a role that inspires you and aligns with your career goals. When the right opportunity comes your way you will know. #SalesCareer #JobSearch #CareerAdvice #CompanyCulture

"I'd like to be a GM in the future" I always ask candidates in my interviews what direction they want their career to be heading in. Some aim for the GM roles and the C suite, while others aspire to managing a small team. Some have managed teams and found it wasn't what they expected and are going back to being a "gun for hire," expert in their field, and getting paid handsomely for it. I'm less interested in their career aspirations and trajectory, and more interested if they understand what is the next thing they need to do to keep moving in the direction of their career goal. Far too many people I meet have a pipe dream of getting into senior roles, but they have never properly reflected on what it is going to take to get there. The people I shortlist and place are the ones that know the next skill they have to acquire, or the next piece of experience they need: 🎯 Who they need to be exposed to 🎯 What customers 🎯 What markets 🎯 Do they need more operational experience because they have spent their whole life in sales Knowing what is next is more important than a lofty goal because you are focused on the actions towards attaining that goal. Wishing for a promotion compared to activity working towards it will lead to two radically different outcomes. Wishing is a road to nowhere. You'll never attain that goal of GM if you don't even know how to get there. #Career #BestAdvice #SLCo

You’re Not Buying a Car — You’re Hiring a Person So many hiring managers have no formal training in negotiations — and it’s killing them. There are some negotiations where you’ll never have to interact with the other party again. Then there are those where you’ll have to develop a relationship with them after the negotiation ends. For many people, their only experience with negotiating comes with buying or selling their house or car. In both cases, they’ll never have to see the other people again, so they’re not concerned about “feelings” during the negotiation. Hiring has everything to do with feelings, and when leaders extend offers to candidates for the first time, they simply don’t understand the damage they cause when they apply transactional tactics. They approach the situation by throwing out an offer, thinking that if the candidate doesn’t find it sufficient, they’ll just counter back. Sure, there will be those candidates who look at the first offer as the start of a negotiation. But many more will consider this first offer as the value you place on them. That said, consider your offer accordingly. #HealthAI #JobOffers #CandidateExperience #Leadership #HiringProcess

Are you tired of the revolving door in your sales team? Hiring, training takes a lot of time and effort and to only find out they aren’t a great fit 😫 With my 4 tips for proper hiring and managing top talent you can ensure that there are processes that foster an environment of #success and longevity. Hiring WRONG Is expensive. Get access to my Pre-Employment Tests. I’ll put the 🔗 & information below. #EmpathyMatters #ICare #ManagerTips #Sales #Success #HiringTips #PreEmployment

Are you tired of the revolving door in your sales team? Hiring, training takes a lot of time and effort and to only find out they aren’t a great fit 😫 With my 4 tips for proper hiring and managing top talent you can ensure that there are processes that foster an environment of #success and longevity. Hiring WRONG Is expensive. Get access to my Pre-Employment Tests. I’ll put the 🔗 & information below. #EmpathyMatters #ICare #ManagerTips #Sales #Success #HiringTips #PreEmployment

Sales offers a variety of career paths, which can be overwhelming at first. We've rounded up the top 5 sales roles and potential annual salaries to help you find the perfect fit. Whether you're starting or leveling up, check out our latest articles for a complete guide to boosting your sales career 👇 #aniday #salescareers #careergrowth #salessucces #salary #recruitment

Hiring Manager - The candidate doesn't check all of the boxes so we can't move forward. Me - Soo you want a candidate that has done everything in the role so their is no room to grow? When interviewing to bring on a new Employee, make sure there is room for them to grow. Otherwise you will be looking to fill that position again in the near future. #recruiting #sales #management #buildingmaterials #boltactionrecruiting

I saw a post this morning comparing the job market to the gym, you might think it seems crazy but take a read! 🔊 Picture this, it's the 3rd of January, anybody and everybody has decided to take up the gym. Every machine is full. Not a single treadmill is free. The weights section is packed. Then we take the gym in November/December... Every treadmill is free. Nobody in the weights section. you have the choice from any machine in sight. do you see the comparisons now? SO here's the question to companies far and wide. why wait until January to start hiring for the new year? when you will face... ❌ competition between other, potentially larger, companies. ❌ candidates will become more expensive due to the rise in roles. ❌ ultimately, the talent you want on your team will be snatched up elsewhere. Sort out your hiring's for the new year now! make it easier for yourself and your company. drop me a line if you have any questions on roles, that's what I'm here for.⭐ [email protected] 01892 771 447 #recruitment #itrecruiter #sales #hiring #contactme #contractors