Key Credentials for Sales Professionals

March 29th, 2012 by admin - Email This Post - Print This Post

The Institute of Sales and Marketing Management (ISMM) was founded in 1911 to “promote standards of excellence in sales and sales management and to enhance the status and profile of sales as a profession” in the UK.  Located in Bedfordshire, the organisation is the leading voice of authority on practice and performance, ethics and expectations for sales professionals.  Corporate members who validate the standards of practice set forth my ISMM include such notable organisations as Virgin Mobile, Microsoft and KPMG.

There are nineteen (19) levels of professional accreditation which can be earned from The Institute of Sales and Marketing Management.   The level one award is equivalent to a certification at the GCSE (grades D-G) while the senior most accreditation levels are after completion of the Executive Diploma.  Level six (6) of the Executive curriculum is understood to be closely equivalent to a Masters Degree.   These qualifications are governed, regulated and peer reviewed to ensure relevancy of course content and core skills enhancement.

Benefits to ISMM Accreditation

Are there any benefits to hiring a sales professional who has attained ISMM Accreditation?  Absolutely.  The affiliation with ISMM provides a nationally recognised quality assurance check of the skills, enhancement and development of its members.   In terms of recognition, all ISMM accredited members are permitted to use the ISMM logo on communications, business cards and other promotional or marketing materials.  That privilege creates a profound benefit by establishing a sense of credibility and authority within the sales profession.  A stamp of approval from a business authority that clients both recognise and value.

As with most professional occupations, there is an impetus for certified sales personnel to engage in continuing education that hones existing skills and develops new ones that help to keep him or her at pace with changes in methods and approach.  Members of The Institute of Sales and Marketing Management (ISMM) are exposed to a structured curriculum of programs and courses which provide levels of advancement and instills an expectation of performance and continual professional development.

The Institute of Sales and Marketing Management hosts more than fifty events annually with keynote speakers including “Business Success Seminars” as well as the advanced level “Executive Forums” which provide not only learning but opportunities to network with other sales professionals.    One of the most exciting events of the year for the profession is of course the British Excellence in Sales & Marketing Awards (BESMA).

There is a distinct advantage to hiring sales professionals who are ISMM members.  The result is an engaged sales person who is well networked within the profession and in participating actively to convey the quality and ethics that are the new standard in Business to Business (B2B) marketing.   While not every member of your sales team may be accredited you may consider it to be a definite advantage when recruiting new talented professionals for your staff.  You may wish to encourage your existing sales force to seek out accreditation with The Institute of Sales and Marketing Management to further their skills and opportunities within the profession.

The Metrics of Talent

February 28th, 2012 by admin - Email This Post - Print This Post

The performance of a business can be measured in metrics. Sales quotas and target performance in other areas such as cost measures can be tabulated as statistical data and then evaluated to determine the efficacy of the business approach or method. Most businesses are comfortable applying these measures to financial figures or for lead generation and other tangible evidence of productivity. But UK companies that consistently rank in the Top 100 organizations such as KPMG, PriceWaterhouse or Deloitte have a common successful habit when it comes to recruitment. They rely on recruitment intelligence data to build a winning team.

The same mechanisms for building brand loyalty and increasing customer engagement can be utilised in the recruitment phase. The organisation is in itself a product that provides performance output. Successful organisations take a finite approach to staffing and recognize that each individual employee represents one valuable cog in wheel in the overall success or detriment of the business. The cost of a ‘bad hire’ can easily run into the thousands of pounds in lost time, training and administrative process (not to mention peripheral impact on morale and other interpersonal costs). It is a path that no employer wants to take, which is why the application of screening processes which involve talent metrics are so critical.

Three Key Recruitment Metrics

1. Sales Performance: While some data may be subject to employer confidentiality, there are metrics that can be shared with a recruitment agency to help place the candidate at the appropriate skill level.  Statistics regarding average annual sales in benchmark ranges (greater than or less than in thousands) or questions regarding a percentage of sales attributed to the candidate (for example an achievement of 20% of gross sales within the organization) provide data that allows for an accurate report on the productivity and contribution within a successful selling matrix.  A professional reference from within the organization or sales force to validate the information can be sought.

2. Professional Development: How has the candidate invested his or her time in continuing education or industry awareness to further improve their product or service knowledge base?  A professional engaged in ongoing skills enhancement is one that is committed to a career in sales and performance oriented.  Whether utilising technology, social media training or attending conferences or acquiring industry certifications or memberships, a voluntary educational self-investment provides a reliable indicant of their intention to provide quality results.

3. Referral Rate: How is the sales professional received by the clients they serve?  Since the largest part of effective sales involves relationship marketing, request feedback from both long and shorter term clients.  How would the client rate the efficacy and customer focus of the sales professional?  Have they recommended or referred the candidate on to others in the industry?  Request evidence of “satisfied” business relationships and referral rates.

While applying quantitative metrics of performance measurement can increase the amount of time it takes to screen applicants, the result is a net benefit of choosing from highly qualified candidates that possess the core skills and aptitudes which will enhance your sales force.  Rapid hires or inconclusive conventional methods of screening applicants can result in higher administrative costs in the long run.
Contact us for a consultation regarding your organisational needs for quality personnel recruitment.

Five Reasons to Revisit Recruitment in 2012

January 20th, 2012 by admin - Email This Post - Print This Post

It is the season of reflecting back on the past year and articulating what was meaningful, beneficial and memorable about 2011.  The world entered into a greater awareness about the true economic picture worldwide and the ‘trickle down’ effect was noted in job markets as growth slowed in many sectors and even contracted in some sectors.

What did this mean for the average career professional?

For the employed members of the work force who had been contemplating a move or launching into a second career there was speculation over appropriate timing and job security.  Seeking new opportunities in a thriving global economy is an exciting endeavor but job security during volatility had many in the job market rethinking their desire to leave their current employers.   This results in fewer employment vacancies.  Consequently entrepreneurs and freelance workers who find sourcing independent contracts more arduous in lean economic periods and many opt to return to part time or full time salaried work for stability.   Combined these two factors result in fewer vacancies with more demand for quality employment opportunities.

For the unemployed professional the climate can be somewhat discouraging.  Networking and job searching can present fewer opportunities as the job market becomes more a “buyers market” with employers having their pick of motivated candidates.  Independent job searches can take a great deal of time and effort netting fewer queries. For sales professionals who are keen to advance in the field, qualifying opportunities with employers really does take a substantial investment of time to sort out the quality employers from entry level or limited opportunities.  Pressed for time and needing results most professionals find themselves quickly frustrated with the application process.

In this particular job market it makes sense to be represented by a qualified recruitment agency for five important reasons:

1. Top Employers
The best calibre organizations are looking for the highest quality sales professionals.  In the competitive consumer or B2B market the opportunity to place a sales talent within the ranks who has experience and one who can begin achieving results quickly is the goal of most medium to large size employers marketing products or services.  The best companies don’t chance it.  They rely on the expertise of a top notch recruitment agency.

2. Time Saving
As a job seeker, do you want to spend a great deal of time pursuing leads and opportunities that might not be a good fit for your skills?  At times the description of roles and responsibilities for employment can be vague or ambiguous.  You do not want to waste your time (nor do you wish to waste the employers) if the role and your skill set are not an ideal match.  A qualified recruitment agency conducts a thorough pre-screening of all attributes and requirements to save both the employer and the perspective employee time by presenting recommendations that are a “good fit” for both.

3. Professional Advice
If you are sending your c.v. out and getting little to no results for your effort perhaps it is time to have it reviewed by a recruitment professional in your niche field.  The portfolios of sales professionals are driven by evidence of efficacy within previous roles.  It is important to highlight accomplishments and benchmarks, as well as recognition for exceeding performance.  Career seekers benefit from the specialized guidance of a professional recruitment agency that can help you articulate your achievements in a way that will create opportunities for placement.

4. Contract Mediation
The employer has a budget.  You want to be paid what is fair within your field.  Bringing the two of those conflicting ideals together can be awkward.  Your sales recruiter can represent both parties to mediate a fair wage that is mutually satisfying and provide labour market comparisons within the niche market to demonstrate comparable salaries for comparable skill set.  Fair negotiation through your recruiter for the best outcome between employer and prospective candidate.

5. Placement and Follow Up
After placement supports are not uncommon and can be provided by the employers request to ensure a smooth transition for the new sales professional to integrate successfully into the team.  These supports are a benefit to the employee who can voice concerns and address orientation issues with the benefit of an intermediary who can advocate particulars to the employer.  This support ensures the placed sales professional will be successful in his or her social and professional integration.

Contact us to learn more about the benefits of career placement services with Certus Sales.

Resolutions for the Sales Professional

January 6th, 2012 by admin - Email This Post - Print This Post

A new year brings with it new opportunities to enhance your sales team with the addition of experienced personnel that will help you meet your objectives for 2012.  The adverse job market and nature of off-season employment can present highly skilled new candidates for hire and training in order to prepare your sales team for top quality performance during the peak sales period.  There is no time like the present if your goal is to recruit results driven employees to your organisation.

What sort of things will sales professionals be striving for in the coming year?  It is important to review your organisations offering and evaluate how your workplace is structured to attract the best possible candidates for your needs.  By understanding what motivates and retains outstanding sales professionals you will be in an excellent position to draw expertise into your staffing mix.

Skills Enhancement
The sales profession has a core skill set which improves with time.  Experienced sales representatives are highly valued but only if they have made an effort to remain concurrent within the field and sales niche.  This is evident to employers with a review of any seasoned c.v. which demonstrates ongoing professional skills enhancement.

Coursework as well as digital soft skills (social media) or relevant hardware and software abilities are constantly developed by the professional sales person.  It is the key to their success.  Consider offering (and promoting) a continuing education incentive to show that your organisation is committed to personal and professional development.  The investment is worth the reward in further honing your human resources as well as longer term retention of business professionals.

Define Incentives
Personality wise, those that choose a career in sales are highly goal oriented and seek acknowledgement for their milestones.  They are motivated and driven personnel that require a reward structure that is meaningful and one which recognises and rewards exemplary performance.  The more definitive you are about your reward structure the easier it becomes to recruit key performers who will strive to achieve your sales objectives.

Social Media Presence
In the past, playing games on company time could get you into a lot of trouble.  Times have changed somewhat and after the emergence of gamification and social networking doors have opened in very productive and cost effective ways. Prospective candidates who are in demand in the sales sector are experts at researching information online.  Ensure that you have a strong social media presence to demonstrate that your organisation is progressive, innovative and successfully utilising tools which maximise awareness of the product or services provided.  This speaks to an infrastructure of proficient marketing supports and strong product branding which will in turn enhance their success as your representative.

A personnel recruitment agency is pleased to assist employers with intuitive services which will help to source qualified candidates.  However there is much an organisation can do to endorse its offerings online and offline to make itself coveted by top sales professionals.  Contact us for consultation regarding the key employment benefits that you would like highlighted for best results.

Social Media Supported Job Search

December 21st, 2011 by admin - Email This Post - Print This Post

There has been a great deal of attention paid to providing guidelines for professionals and their use of social media platforms such as Facebook or Twitter.  Cautionary tales regarding poor judgment in professional conduct both by employees making comments construed to be inappropriate by employers, as well as potential job opportunities lost by engaging in unethical content or commentary.  We know with certainty that most quality employers are social media savvy and will engage in a web search for information on prospective candidates.  It pays for them to be informed.

But in all the negative press about the consequences of poor social media management there is little said about its ability to promote individuals and provide access to what is known as “the hidden job market”.  Many employment opportunities (particularly in the sales sector) can be sourced via word of mouth and a percentage of them become filled with ideal candidates without ever having been advertised.  The more ideal the employer or position the higher the likelihood of a private hire.

Social media itself can be a powerful tool to create connectivity between job seekers and employers looking for qualified applicants.  Sites such as Facebook, Twitter and LinkedIn are invaluable for reaching out into digital domains to source new opportunities, mentorship and guidance as well as training and other employment resources.   Marketing yourself through social media is both convenient and affordable as most social networking sites are free to use.

Increase Exposure

By enrolling and placing a professional profile and picture on a variety of quality social media outlets you can increase the likelihood of being discovered by employers or recruitment agencies looking to place qualified applicants.  Stick with the social networks that are branded and professional and of course, govern your content accordingly.

Demonstrate Expertise

If you are like the majority of people, you created an account with LinkedIn when it first was introduced, placing your C.V. information up as your friends and colleagues did.  But there is much more that the LinkedIn site can do for you other than host a digital version of your work experience.   Share articles of interest from your industry with your followers.  Review the posts that they share and comment on issues that you consider to be important to your specific career or industry.   Stay active by researching information to share and respond to your contacts in LinkedIn as well as exploring previous employers or colleagues for valuable referrals and/or personal endorsements on the site.   If a prospective employer visits the site they will be happy to review constructive feedback from previous Managers or teams with regards to your performance and expertise.

Harness Networking

Social networking isn’t only about attempting to connect with employers but about support and information sharing between colleagues within the industry.  You can also use professional social networks to engage with new individuals regionally or globally to source opportunities and resources elsewhere.   Remember to keep your activity consistent and aim for updates at least 2-3 times per week to remain concurrent.

By learning to maximize the reach and potential of social networking websites, employees can now create and discover new employment opportunities.  However as with any tool, you do get back what you invest and if willing to invest time, attention and care to reputation building and relationship marketing, your skills will be front and foremost  for quality employers.

Professional Skill Enhancement Using Webinars

December 5th, 2011 by admin - Email This Post - Print This Post

One of the most desirable attributes on a C.V. is the evidence of ongoing continuing education in the niche field of specialty.  Most sales professionals have post secondary education and relevant job history to promote themselves to prospective employers.  However if that information is dated and there is no concurrent or ongoing professional skills development, what message does that send to a prospective employer?

It is unfortunately not a positive one.

What the lack of ongoing continuing education reveals is a general absence of knowledge enhancement.  Industries change at the speed of light in our regional and global business climates and it is more important now than ever before to be informed about changes in not only the specific industry, but in universal marketing practices and stratagems. Sales professionals (particularly in the executive level) are not hired based solely on their academic achievements.  They are judged on the expertise with which they navigate the business environment and their ability to use emerging technology and methods to not only meet, but exceed employer expectations.

A highly informed and engaged sales and marketing team is (and always shall be) the corner stone of any successful business.

Under employed or job seeking sales professionals may not have the financial resources to engage in classic formal retraining options such as continuing education offered through Universities.  However there are a number of opportunities to upgrade professional skills informally by taking advantage of free webinars presented online.

What Is A Webinar?

The term webinar is jargon for the provision of a web based seminar for business purposes online.  They can vary in structure from simple VoIP conferencing in a lecture format to fully engaged white board sessions where participants are encouraged to text (or voice) chat and brainstorm in online round table discussion.   The use of Electronic Meeting Systems (EMS) software enables active learning through contribution and provide the opportunity to cross collaborate regionally and globally with other professionals.

Webinars are continuing education opportunities that are provided free of charge (or for a nominal fee) as an opportunity for a business to demonstrate its knowledge base or authority in that specific topic matter. The presenter is providing valuable industry information in exchange for the opportunity to promote their services to other industry professionals.   It is an affordable and convenient means to keep abreast of changes within your market, expand your expertise and network within your sector.

Where to Look

Finding webinars takes a nominal investment of time to research the availability and schedule of upcoming presentations.   The best place to start is by bookmarking virtual event and webinar directories that provide listings of upcoming continuing education.   Sites such as Event Span – The Virtual Event Network or Finervista can be bookmarked and checked weekly for upcoming webinars.   One of the largest and most popular directories of B2B webinars and virtual events is INSIGHT24 and since demand for these free webinars is so great, it is best to enroll early.

When updating your c.v. ensure that you add industry relevant webinars under a training or professional skills enhancement section to highlight your continuing educational activities.  During any absence from the work force it is an excellent way to communicate your level of interest and marketing engagement to potential employers and demonstrate your commitment to excel in your profession.  It might be just the competitive edge you need to land your next position.

The crowd!

November 3rd, 2011 by admin - Email This Post - Print This Post

In today’s ultra competitive world candidates have to do more than ever to stand out from the crowd. It might even boil down to the colour of your tie! A story was told to me by a candidate who recently attended an interview and specifically wore an orange tie to represent the company’s brand! He did it, he said to break the ice he wanted to demonstrate that he was already thinking in the ‘company way’. Silly you think, but effective….he got the job!

Companies are becoming even more particular in the person they are looking to employ. Economic growth has not been increasing at the rate the chancellor originally predicted and employers are wary.

James Knightley, at ING Financial Markets said in a recent BBC news article, “While the Q3 growth rate looks respectable, it is important to remember that this follows a Q2 figure depressed by having fewer working days because of the royal wedding and supply disruptions caused by the Japan earthquake/tsunami.

Recruitment Agencies are also wary of how the economy is growing with a reduction from The Confederation of British Industry (CBI) to an expected 1.3% growth in 2011 this was from an original 1.9% target.

As James highlighted above the reasons for this have been put on many uncertainties and factors outside of the UK’s control. Events such as the Japanese tsunami and higher commodity prices, issues relating to the US’s debt ceiling and the EU’s political and economic stance, have all contributed to an uncertain time with many businesses unsure in which direction we are heading. Therefore unsure whether to invest in growth through employment or wait until the markets become more settled?

In recruitment terms, this has been demonstrated by many agencies feeling the pressure within their sector. This is true in most industries apart from industries such as the engineering industry which is still showing sign of growth through an increase in the number of vacancies.

However it’s not all bad news, the CBI still believe that the GDP will grow by 2.2% in 2012 and hopefully this is sign that stability will kick in and a solid trade contribution. So whilst there are signs of growth it’s still absolutely vital to seek out ways to be unique, this does not mean to appear desperate like Kitty from X Factor, it means to be professional, do your research, find an angle and stand out from ‘the crowd’!

A Cautionary Tale

October 10th, 2011 by admin - Email This Post - Print This Post

A company’s culture and values have, in recent years, become far more of a consideration when a recruiter assesses candidates on behalf of an employer.  At Certus Sales we recognise that a true sales recruitment consultancy will ensure they understand all aspects of the clients brief, including understanding the style and personalities of the people already in the business.  Hiring people that don’t fit into a corporate culture can be an extremely expensive mistake.

One of our client’s has a cautionary recruitment tale to tell that could be a lesson to all of us.  Prior to approaching Certus, they had been searching for a new sales consultant for a couple of months.  The applications for the position had been limited and in a moment of desperation they hired a lady to join the sales team of eight that they already had in place.  It became clear after a few weeks that although the individual was a great sales person, she was definitely not a fit culturally with the rest of the team.

The company’s values were heavily focused on actively seeking client opinion and operating with integrity and the new hire’s sales background had been less customer centric and more target driven.  The knock on effect was that two of the established team of eight resigned within two months of her joining as they wrongly assumed that this was the direction their company wanted to go!

This is just one of many examples we have seen where bad hiring can have a huge impact on a company.  At Certus we take time to understand our client’s culture and values as it is  these that define who they are as a company.  Whether the candidate is based in offices in John O’Groats or Lands End you would expect those values to be demonstrated daily.  It is important that any potential employee exhibits the traits and characteristics that suggest there will be cultural alignment with the company. This will dramatically improve the success rate of any sales recruitment exercise.

Are graduates ready to take a term at the University of Life?

September 3rd, 2011 by admin - Email This Post - Print This Post

Picture this:

You’ve diligently studied for the last 3 years at a respectable university and have been duly rewarded with a 2:1 in your Business Admin degree.  A degree subject that you felt was a wise choice due to its broad base nature covering areas such as marketing, human resources, operations management and economics.

You’re confident that this qualification coupled with your enthusiasm and your intellect will be the key to your dream job in a FTSE 100 company.

But unfortunately the above scenario is increasingly becoming a ‘graduate dream’ and not the reality.  Graduates are increasingly feeling disillusioned with their university education and feel that they have not been adequately prepared for the world of work – 44% of graduates stated this in a survey carried out by recruitment website, totaljobs.com, at the beginning of the year.

On the other hand, employers believe that graduates are lacking in necessary corporate skills or industry specific experience thus being ill-equipped to take on roles within their businesses. An example of this are top City law firms who are now not only seeking technically astute law graduates but also candidates who are able to ‘sell’ the Firm and ‘market’ themselves to clients – certainly not skills that are taught in the Law school lecture halls.

According to the survey, 43% of the graduates who took part stated that, with hindsight, they wouldn’t have chosen their degree course. .

So what needs to be done? Is it purely down to bad degree choice?  Surely, if you studied a Business Admin degree it would be a golden ticket into the  Corporate world.  However, I highly doubt that relationship building and leadership skills feature highly on the curriculum and these are some of the skills that employers want. Observe any graduate assessment day at a large corporate and you will see that the group exercises and competency based questionnaires are not trying to seek out the candidate’s technical or academic ability, rather their ability to cope with life in the workplace,  and this is not something that many graduates are just not prepared for.

Should Universities incorporate more of the skills that businesses are looking for into their course material? Many academics would argue that a university is place for learning and not a ‘prep-school’ for the world of work.
Or maybe more emphasis should be put on the careers advisory service at universities, a facility that appears to be underused.

Do graduates have too high an expectation on their first foray into the world of work? Should they all ‘cut their teeth’ on lower paid ‘McJobs’ to get some experience first?

A difficult issue to resolve when each party doesn’t necessarily believe the responsibility of change lies with them.

VIDEO: What Candidates Want

August 30th, 2011 by admin - Email This Post - Print This Post

Sales Director Rob Popham talks through what candidates are looking for from prospective employers and what employers can do to attract the best candidates.

This post was written by a member of the Certus Sales Team. Certus Sales are a specialist Sales Recruitment consultancy service.