Sam Blond’s Post

To all the start-up founders and sales leaders regularly asking Sam Blond for advice on which agencies to partner with, my DMs are wide open. The notion that candidates who work with agencies are the lower performers or the lesser quality candidates is beyond comical. In addition, if partnering with an external team adds *more* time to your hiring/recruiting motion, something is getting in the way (the recruiter or the hiring manager). Time saved is a large portion of our value-prop. We don't JUST find you the right talent, but we do it with speed to market top of mind while reducing organizational friction along the way (often handling RC, offer negotiations etc). Sam Blond - happy to prove you wrong and send one of your portfolio orgs a handful of top performers ;)

5 Crucial Steps to Dramatically Increase Your Chances of a Successful Sales Team Hire Hiring is one of the most critical processes for any organization. When you're looking to bolster your sales team, getting the right person on board is paramount. Here are five essential steps to help you dramatically increase the chances of success on your next sales hire: Develop an Ideal Candidate Profile: Before you start searching, you need to know who you're looking for. Understand the qualities, experience, and skills that the perfect candidate would possess. This involves identifying the tasks they would perform, the challenges they might face, and the goals they should achieve. Having a clear picture ensures that you're consistent in your evaluations and reduces the likelihood of biases. Seek Passive Candidates: Passive candidates, those not actively looking for a new job, often turn out to be the best hires. They're usually content in their current roles, which generally means they're competent and in-demand. Engaging with these candidates can be challenging, but if you're able to attract them, they often bring a wealth of experience and stability. Use a Scorecard for a Fair Balanced Approach: Objectivity is key in hiring. Create a scorecard that outlines the key competencies and attributes you're looking for. Rate each candidate against this scorecard throughout the hiring process. This method reduces biases, ensures consistency across interviews, and allows for a more straightforward comparison between candidates. Use Behavioral Questions in Your Process: Past behavior is the best predictor of future behavior. When interviewing, use behavioral questions that require candidates to provide specific examples from their experience. Instead of asking them what they would do in a hypothetical situation, ask them what they did in a past situation similar to what they might face in your organization. Conduct a Wide Search with Professional Help: Sometimes, the best candidates aren't just around the corner. They might be in a different city, industry, or even country. Engage with a professional recruitment agency that specializes in sales roles. They have a broader network, understand the market trends, and can often provide insights and strategies that you might not have considered. Hiring the right salesperson can lead to increased revenue, better team dynamics, and a positive company culture. Following these five steps will not only enhance the efficiency of your hiring process but also ensure you land the ideal candidate for your sales team's success.

5 Crucial Steps to Dramatically Increase Your Chances of a Successful Sales Team Hire Hiring is one of the most critical processes for any organization. When you're looking to bolster your sales team, getting the right person on board is paramount. Here are five essential steps to help you dramatically increase the chances of success on your next sales hire: Develop an Ideal Candidate Profile: Before you start searching, you need to know who you're looking for. Understand the qualities, experience, and skills that the perfect candidate would possess. This involves identifying the tasks they would perform, the challenges they might face, and the goals they should achieve. Having a clear picture ensures that you're consistent in your evaluations and reduces the likelihood of biases. Seek Passive Candidates: Passive candidates, those not actively looking for a new job, often turn out to be the best hires. They're usually content in their current roles, which generally means they're competent and in-demand. Engaging with these candidates can be challenging, but if you're able to attract them, they often bring a wealth of experience and stability. Use a Scorecard for a Fair Balanced Approach: Objectivity is key in hiring. Create a scorecard that outlines the key competencies and attributes you're looking for. Rate each candidate against this scorecard throughout the hiring process. This method reduces biases, ensures consistency across interviews, and allows for a more straightforward comparison between candidates. Use Behavioral Questions in Your Process: Past behavior is the best predictor of future behavior. When interviewing, use behavioral questions that require candidates to provide specific examples from their experience. Instead of asking them what they would do in a hypothetical situation, ask them what they did in a past situation similar to what they might face in your organization. Conduct a Wide Search with Professional Help: Sometimes, the best candidates aren't just around the corner. They might be in a different city, industry, or even country. Engage with a professional recruitment agency that specializes in sales roles. They have a broader network, understand the market trends, and can often provide insights and strategies that you might not have considered. Hiring the right salesperson can lead to increased revenue, better team dynamics, and a positive company culture. Following these five steps will not only enhance the efficiency of your hiring process but also ensure you land the ideal candidate for your sales team's success.

Someone asked me how to transition to Tech sales with a traditional sales background this weekend. Here's what I said: (This is sales-specific, just because this was a real conversation, but you can use any of these steps if you are trying to transition. ) - Make it crystal clear and specific what types of roles you are looking for and in what industry: For example, include this in your resume summary: "Looking to utilize my skills in XYZ and further my career pursuing opportunities - Highlight on your resume any programs you currently use: Excel, CRM, ERP, phone dialer... - Highlight your metrics: Cold call numbers, sales, critical relationships built... - Optimize your LinkedIn for keyword searching and mark yourself open to work. Preferably no-green banner, but it's a personal preference. - Start Cold Calling. If your job involves cold calling, what better way to prove to a sales manager that you have the skills needed than by doing the job? Oh, and don't go to the HR manager even if they send you that way; they ultimately decide who joins the team. - Video messages can be your friends! I am not typically a fan of video. I'm not using these tools myself; however, in this case, for job seekers, it's a great way to let a hiring manager know who you are. Traditional recruiters can't really help with career-transitioning individuals because companies pay us fees to find professionals with similar skill sets so they can hit the ground running as quickly as possible. Otherwise, these companies typically wouldn't pay the fee. Confused or want a bit of hand-holding through the process? Message Lauren Surman. She's been offering her clients reverse recruiting services, and I've seen her in action. It works!

𝐖𝐡𝐲 𝐮𝐬𝐞 𝐚 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐒𝐚𝐥𝐞𝐬 𝐒𝐩𝐞𝐜𝐢𝐚𝐥𝐢𝐬𝐭?   Ever feel like finding the right talent for your team is like searching for a needle in a haystack? That’s why partnering with a Sales Specialist can revolutionise your business by saving you valuable time and resources. Here's why collaborating with a Sales Specialist like myself can be a game-changer for your business: 𝐒𝐚𝐥𝐞𝐬 𝐇𝐮𝐧𝐭𝐢𝐧𝐠 𝐏𝐫𝐨𝐬: Recruitment Sales Specialists are driven by performance and we seek similarly motivated individuals to join our clients! We know where to look, who to talk to, and how to reel in the best of the best for your team. You can wave goodbye to the endless pile of CVs and say hello to a stream of top-tier candidates knocking on your door, eager to join your sales team.   𝐒𝐚𝐯𝐞 𝐓𝐢𝐦𝐞, 𝐒𝐚𝐯𝐞 𝐌𝐨𝐧𝐞𝐲: Outsourcing recruitment means you can focus on what you do best while leaving the hiring hustle to the Sales Specialists. We have got the tools, the tricks, and the connections to cut down on hiring costs and speed up the process. Cha-ching!   𝐇𝐚𝐩𝐩𝐲 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬, 𝐇𝐚𝐩𝐩𝐲 𝐘𝐨𝐮: Ever been ghosted by a potential hire? Not with a Recruitment Sales Specialist on your side! We keep candidates in the loop, providing a smooth and respectful interview process that leaves everyone involved satisfied.   𝐅𝐥𝐞𝐱𝐢𝐛𝐢𝐥𝐢𝐭𝐲 𝐚𝐭 𝐈𝐭𝐬 𝐅𝐢𝐧𝐞𝐬𝐭: Whether you need to hire entry-level sales staff or you're on the hunt for a unicorn candidate; We are nimble, adaptable, and ready to tackle whatever hiring challenges come your way.   𝐑𝐞𝐬𝐮𝐥𝐭𝐬, 𝐑𝐞𝐬𝐮𝐥𝐭𝐬, 𝐑𝐞𝐬𝐮𝐥𝐭𝐬: Ultimately, it boils down to results, doesn't it? Specialists like myself are dedicated to delivering, whether it's reducing time-to-fill or enhancing retention rates. We're committed to helping your team succeed and thrive.   𝐑𝐞𝐚𝐝𝐲 𝐭𝐨 𝐬𝐜𝐚𝐥𝐞 𝐲𝐨𝐮𝐫 𝐬𝐚𝐥𝐞𝐬 𝐭𝐞𝐚𝐦 𝐨𝐫 𝐬𝐞𝐚𝐫𝐜𝐡𝐢𝐧𝐠 𝐟𝐨𝐫 𝐚 𝐬𝐩𝐞𝐜𝐢𝐟𝐢𝐜 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞? 𝐃𝐨𝐧'𝐭 𝐡𝐞𝐬𝐢𝐭𝐚𝐭𝐞 𝐭𝐨 𝐫𝐞𝐚𝐜𝐡 𝐨𝐮𝐭 𝐚𝐧𝐝 𝐜𝐡𝐚𝐭 𝐚𝐛𝐨𝐮𝐭 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐰𝐢𝐭𝐡 𝐦𝐞 🚀✨

I have conducted thousands of interviews for all sorts of roles. I have hired people who quit after Day 1, people with no experience who proved to be Rock Stars (and some who didn't) and people who have become lifelong friends. While hiring in Sales may seem like a mystery, especially without a Sales background, success is definitely achievable with the right approach. Sales hiring can be challenging, as top salespeople excel in interview settings. However, with adequate preparation and a tailored methodology, success in hiring for Sales roles is within reach. Regardless of your background, finding the right fit for your Sales team is possible with the right strategies in place. #Recruitment #SalesHiring #Interviewing #HumanResources #BusinessStrategy

Recruiters need to handle double-edged swords. Recruitment is marketing, or recruitment is sales, is a statement I often hear or read. And yes, a recruitment process looks very much like a regular sales process. It's like helping consumers move from awareness to finally buying the product or service offered. Having clear steps in your recruitment process helps get it done better, just like any other sales process. The first step is getting attention. This is where job ads come in. They get people interested. Next, recruiters tell candidates why the company is a good fit. They talk about the job, the team, the company culture, and chances to grow. The last step, the buying moment, is making candidates say "yes." But there's a challenge. Hiring isn't like selling a product or a service at all. In recruitment, both the job seeker and the company have a say. This makes the whole process way more complicated. In essence, you have two sales funnels running alongside each other. And to make it worse, these two sales and marketing funnels are very different. The funnel for candidates is very similar to a classical B2C funnel, and, for lack of a better word, the 'selling', of the candidate to HR or the hiring manager is very similar to a B2B sales and marketing process. Every recruiter experiences this in their daily work. As a small example, you have finally found a good candidate for the job, but organizing interviews at the company side can often be tedious and can take so long that the candidate has moved on to another job opportunity. Companies don't fully understand that a candidate has many characteristics of perishable goods. Managing a double-funnel sales process is so normal for recruiters that they often forget to tell this to both the consumer and the business customer. In short, just as a good sales plan brings customers, a good hiring plan delivers a successful job faster and with a better match or candidate for the job.

Hiring Sales people to succeed is hard. Unless you are hiring superstars from a direct competitor (and sometimes even then), there is a higher element of risk than in other areas of your business. You can hire a finance professional, an HR professional or a skilled trades person and know the vast majority of their skills will transfer. You can design simple tests before hiring that work too. But Sales? For whatever reason (and some of that is on us as sales people, not us as hiring managers), it seems to be a lot murkier. A high performing SaaS CRM salesperson doesn’t crack the new SaaS ERP role they were hired for. That top-selling rep from your key vendor that you hired, moves back to the old job after 6 months of struggling with your processes and targets. We have all been there, and we know the impact to the business. There are some fundamentals that have to be in place for success before we talk about the soft skills and processes of course. An understanding of what your organisation likes in successful employees (from all areas, it’s the culture, people), a clear definition of the role and what success looks like in that role, a well-defined onboarding procedure, as examples. If these aren’t in place, you are increasing the risk of making the right hire exponentially. Assuming you have all these, things can still go wrong (even the late great Jack Welch allegedly said he only hired successfully eight out of ten times). So, what can we do to help mitigate the risks? Here are some things we at SOAR have implemented before in Sales hiring; 1.      Testing during hiring phase. Look for communications skills, ability to think outside the box and using previous experience to navigate a sales process. 2.      Look for inherent traits. Long term success in B2B sales requires intellectual curiosity, resilience and empathy. This is especially important when hiring for entry level jobs. 3.      Interview for culture. Another late great, Tony Hsieh, made sure a separate interview was conducted for culture fit, and no matter the result of the skills/experience interview, no-one was hired having failed the culture fit interview. We have a great story of Tony Hsieh out late on a vendor trip to back that up! 4.      Stop looking for purple squirrels! The likelihood that you find the absolute perfect candidate, in your budget and timeline, is extremely low. A good and well-suited B performer will do far more for you than that A-game candidate you still haven’t found. We get it. Hiring Sales people seems tougher, especially as most of them are good communicators and therefore perform well in interview scenarios. And you’ll never get it right every time. But there are systems and programs you can put in place to improve your lot! And should you ever need it, SOAR can help build a hiring program designed specifically for you and your business to succeed. Drop us a line and we can chat.

Are you struggling to find top-tier talent to drive your IT sales initiatives forward? Look no further. A dynamic leader in IT sales recruitment, dedicated to connecting businesses like yours with the industry's most skilled and motivated sales professionals. In the fiercely competitive landscape of IT sales, having the right team in place can mean the difference between stagnation and exponential growth. That's why we specialise in sourcing, vetting, and placing top-tier sales talent uniquely suited to thrive in the fast-paced world of technology. Here's why partnering with Advance Resource for IT sales recruitment is a game-changer: 1.    Extensive Network: With over 15 years of experience in the IT industry, I have cultivated an extensive network of talented sales professionals with diverse skill sets and backgrounds. Whether you're looking for seasoned veterans or up-and-coming stars, I have the connections to find the perfect fit for your team. 2.    Specialised Expertise: Unlike generalist recruitment agencies, I focus exclusively on IT sales. This specialised approach allows me to truly understand the unique demands and challenges of the industry, ensuring that I can identify candidates who not only meet your technical requirements but also excel in driving sales success. 3.    Rigorous Screening Process: We understand that hiring the wrong person can be costly – both in terms of time and resources. That's why we employ a rigorous screening process to thoroughly evaluate each candidate's skills, experience, and cultural fit before presenting them to you. Our goal is to provide you with a shortlist of candidates who are not just qualified but also aligned with your company's values and objectives. 4.    Customised Solutions: We recognise that every business is unique, which is why we take a tailored approach to recruitment. Whether you're a startup looking to build a sales team from the ground up or an established enterprise seeking to augment your existing team, we can develop a recruitment strategy that meets your specific needs and objectives. 5.    Ongoing Support: Our commitment to your success doesn't end once a candidate is hired. We provide ongoing support and guidance to ensure a smooth onboarding process and set your new hires up for long-term success. Additionally, we offer post-placement follow-up to address any issues or concerns that may arise, ensuring that your investment in talent pays off. If you're ready to take the guesswork out of IT sales recruitment and build a high-performing team that drives tangible results, I am here to help. Let's schedule a consultation to discuss your hiring needs and how I can support your growth objectives. [email protected]

3 steps for successful sales in the recruiting industry   In the competitive world of recruitment, understanding and connecting with potential clients is key. Let's break down the three essential steps for a successful sales journey. Step 1: Investigate Your Potential Client Before you reach out to potential clients, take the time to get to know them:  • Learn about the company's products, industry, and daily operations.  • Understand their goals and what they want to achieve.  • Identify the challenges or "pain points" they face.  • Figure out what specific HR resources they might be lacking. By gathering this information, you'll be better prepared to offer tailored solutions and demonstrate your expertise. Step 2: Craft a Personalized Letter Once you've gathered insights about your potential client, it's time to reach out. The key to making a strong first impression is personalization. Here's how you can do it:  • Address the recipient by their name, if possible.  • Connect your message to the company's activities or a specific project. You can do this by referencing relevant articles or reports.  • Highlight your expertise in their industry and showcase successful cases that are similar to what they're looking for. A personalized letter shows your commitment to meeting their unique needs and sets the stage for a meaningful conversation. Step 3: Make the Follow-up Call Count After sending your personalized message, it's important to follow up with a phone call. During this call, keep the focus on your clients:  • Pay attention to what matters most to them.  • Share your knowledge and expertise related to their industry.  • Clearly communicate what makes you stand out from other recruitment companies and how you can help them reach their goals. Remember, the conversation should revolve around your clients, their needs, and how you can be their solution. This personal touch can make all the difference in closing a successful deal.