Most of us stop reading after the last full sentence in an email. After all, the majority of people sign off with “Best,” “Thanks,” “Sincerely,” or something similarly boring — and there’s no point reading this a million times:
However, the ubiquity of boring email sign offs is actually a great opportunity for sales reps. Closing with something memorable and personalized won’t just make you stand out — it’ll also give you one last chance to connect with your prospect.
With busy executives receiving hundreds of emails per day, from people wanting to sell them something, you want to make sure that every single line counts.
Why end your note with the exact same ‘sign -off’ that everyone else uses, when with a little thought, you can use that last line to show that you are different, and indeed BETTER, than everyone else that is vying for your prospects attention?
Choosing sales as a career is choosing to dive into an incredibly competitive arena, where you should constantly be thinking of how to improve your game, in order to stand out from the rest of the pack.
Since 1999, ISC has been ranked as one of the top executive search firms for sales recruiters.
For all of your sales hiring needs, please feel free to reach out to ISC for the opportunity to have top performing sales professionals delivered to your interview table.
Emailing is an integral part of today’s business world.
Listening to best practices from highly successful people, that receive substantially more mails than the majority of workers, that also manage to get more done in their work day than the rest of us, makes sense.
Do you know the #1 reason that people cite in deleting ‘cold’ emails?
Do you know what the accepted protocol is for CC/BCC recipients?
Read this quick 3 minute article to learn best practices and invaluable short cuts to increase your productivity today!
I think we can all agree that time is the most valuable commodity, since we cannot buy more.
Asking your employees to spend valuable time in meetings takes them away from the activities that they ultimately get paid for, so it is imperative to ensure that everyone involved in these meetings believes that the time invested in a meeting will ultimately help them achieve those goals.
We have recently started to ask everyone on the team to really give some conscious thought to this question : If they could have one thing that would help them achieve their career goals, what would that one thing be? What would make their job easier?We then create meetings around providing that ‘one thing’.
This has predictably improved the engagement and enthusiasm level for weekly meetings, as you can imagine.
Asking your team to consciously give some thought to this all-important question will provide multiple benefits. In addition to giving your team the message that you value their time, it also encourages them to really think in tangible terms about achieving their goals, and creating a linear thought pattern on how to hit those objectives.
Starting a business is a challenging endeavor. Making sure it stays afloat—even harder to accomplish.
Your company is a reflection of your unique philosophy, which means making sure that all areas of business adhere to that philosophy.
From product development and marketing, to customer service and business infrastructure, everything is woven together with the thread of productivity. And whatever poses a threat to this productivity must be effectively eliminated—starting with the rising costs of a poor hire.
We all know that an incompetent lackluster employee can be detrimental to an organization’s overall growth, with many hiring managers reporting a loss of roughly “thousands of dollars”.
According to the U.S. Department of Labor, however, we have reason to believe that hiring managers tend to underreport the consequences of making a poor hiring decision. Statistics reveal an estimated loss of 30% of an employee’s first year earnings, with the CEO of Zappos, Tony Hseih going as far as claim a loss of “well over $100 million”!
But the implications of a poor hire are not entirely financial. Here are a few other ways it affects organizational growth:
Two words: personality conflict.
If you suffer from a lax human resource department, the chances of hiring an ideal candidate will be reduced considerably.
This means that your line managers will spend more time on training and managing than actually getting the work done. By spending more time on the wrong problem, you ultimately waste precious resources and destroy team morale, which is integral to meeting everyday targets.
A bad apple can put you off a great fruit-bearing tree. Why go to the same source when there are plenty of other trees to choose from?
A poor hire is that bad apple, causing irreparable damage to your tree of productivity.
When you let go of a poorly performing employee (due to a hasty hiring decision), he or she may reveal significant structural weaknesses within your organization. In addition, they may use their voice to shatter a well-built image—which can inhibit competent candidates from applying for a suitable position.
Recruitment is an incredibly important part of business, relying on more than a promising résumé and experience.
A seasoned recruiter knows this, and works hard to select a candidate whose personality matches the organizational culture of your unique business.
Offering executive recruitment services in HR, software sales, healthcare, finance, medical device sales, higher education and construction management—we bring on board a team of experienced professionals to send a pool of talented faces to your interview table.
In an effort to get those sales numbers up, many companies make the mistake of going back to the drawing board and redesigning their product—when the problem lies not in the product itself, but the way it’s being marketed and sold to the masses.
Finding top-performing salespeople is a difficult undertaking. And there’s a reason why organizations come up with effective incentives toretain theirtop talents.
Whether you work in the medical deviceindustry, selling instruments for MRI or electrotherapy, or you’re in the chemicals and coatings industry, struggling to sell architectural paint, recruiting experienced sales professionals is crucial to high ROIs and revenue.
And searching for the right candidate is where it all begins.
Knowing What to Look For
The secret to high sales lies in a compelling sales strategy. And a great sales representative always has one that blends sincerity with passion in a pitch that sounds less like a sale and more like a conversation.
Every industry has its own pool of sales executives just waiting to be discovered. And in order to access them, you have to know your industry.
This means asking significant questions that will lead you to your destination—questions like:
Which of my competitors have a reputation for high sales?
Where did they find their top talents?
Do they organically grow them through excellent training programs, or do they recruit them away from competitors by offering higher compensation packages or other incentives?
What kind of incentives are they giving to their top performers?
What groups are they affiliated with?
Answers to these questions will help you gain insight into the talent pool and survey data for what they may be looking for that would entice them to make a change.
Having The Opportunity to Interview The Best
Most sales candidates can talk a good game, but being able to back up that talk with a verifiable history of sales success is a critical factor in determining who you should invest your valuable time interviewing.
Partnering with an experienced recruiting agency that can target direct competitors, going after your business opponent’s peak performers, provides an invaluable edge when building and top-grading your existing sales team.
Since 1999, ISC has been successfully identifying and delivering high-performing sales professionals to our clients’ interview table.
Our 3-to-1 presentation-to-hire ratio makes us a thoroughly reliable name in sales recruitment, as our veteran sales recruiting professionals work hard to ensure that you only interview sales professionals who are best suited to your specific organization.
For more information on how we can help, , or call us at 888-866-7276 andwitness an unprecedentedgrowth in sales with the right candidate!
Ann Zaslow-Rethaber is President of International Search Consultants, a leader in Executive Search since 1999.
Please reach out to ISC for any SALES recruitment needs in any of our 4 primary areas of industry specific focus:
MEDICAL DEVICE SALES …https://iscjobs.com/medical-device-recruiters/
WE always know when a company decides to cap their commissions, because their top producers start to call, saying they want to jump ship.
I think it is a pretty fair statement that nothing you can do will destroy a star players motivation more than announcing that regardless if they are at plan or 200% OVER their quota, they will be rewarded with the same amount of money.
Peak sales performers are a unique breed of employee, with strong intrinsic, competitive motivators that need to be acknowledged and appealed to in order to keep them content and most importantly, engaged.
We are often asked what types of compensation plans make the most sense and I think this article, which clearly outlines the 5 most common ones may be helpful in building those all important sales payment models.
Once you have a solid comp plan in place that will serve to motivate and reward peak performers, give ISC a call if you want to see a strong group of sales candidates for all of your critical hiring needs. ISC Sales Recruiters
With so many people seemingly addicted to social media these days, why not make a conscious decision to spend that time learning something useful? With so many professionals doing networking events, struggling for something to talk about, by making a habit of perusing these 5 websites, you will have endless amounts of fascinating topics to share with your friends and colleagues.
Have you ever wanted a peek inside the mind of a top salesperson? Although every rep has their own unique selling style, strategy, and process, their mindsets are surprisingly similar.
“Success in sales is 90% mental.”
If you want to improve your chances of hiring a star performer, check out your candidates baseline characteristics and see how they match up against these proven 10 characteristics that we consistently see in high performing sales professionals.
There have been countless articles written about the most common HABITS of successful sales people. Lately there have been some fascinating studies done on the science of intrinsic motivators….those inbred characteristics that drive some people to succeed. Any seasoned sales manager will tell you that while you can train many selling skills, you simply cannot train ‘fire in the belly’. As one of my all -time favorite trainers ( Steve Finkel) once told me, you cannot pour a gallons worth of knowledge into a quart container. Being able to decipher someones innate abilities, can give you a huge edge when making hiring decisions. We advocate using Predictive Testing/ to evaluate a candidates innate drivers and see if they match up with those known predictors of star performers.
The Financial Services industry is one of the most competitive fields to play in. Building and maintaining a competitive workforce is the most critical component to becoming a leader within the industry. As a hiring manager for positions that have a profound effect on individuals and society as a whole, you have an ethical obligation to hire people who are as committed to making a positive difference as you are.
There’s no shortage of recruitment services for Financial Services firms. However, if you want to focus on hiring individuals who fit seamlessly into your infrastructure, you need recruiters with relevant Financial Services Recruiting experience who are cognizant of and practice the5 C’s of effective hiring.
As a talent acquisition agency specializing in Financial Services executive search since 1999, ISC has built a stellar reputation in nationwide and international financial executive search services with our 3-to-1 presentation-to-hire ratio.
Through our successful 18 years in the executive search business, we’ve identified 5 major factors that can best determine the strongest match between a candidate and a company:
In the financial services realm, more than any other industry, identifying and recruiting candidates that share your company’s organizational values, moral code and business philosophy is absolutely critical to making a long–term match.
Compatibility + Chemistry
Despite having an impressive job history, an employee may become an impediment to corporate success if he or she does not see eye to eye with a fundamental part of your business.
It’s difficult to accomplish the simplest of goals if the candidate simply isn’t a team player. It is of paramount importance to interview candidates in-depth to determine if he shares your company’s views and vision, as well as paying attention to how potential candidate’s personality works with your existing team. Taking time to honestly evaluate your current team’s strengths and weaknesses, as well as communication styles, will help you determine what you should be looking for in a new hire.
Compensation + Career Path
So, you know what you’re looking for in an ideal candidate—and they’re sitting right across from you.
What are you willing to put on the table to convince them that they’re better off working for you than your competitor?
Giving some thought into what makes your company the ideal place to work, and being able to articulate that, will be invaluable when competing against other hiring managers within the Financial Services industry.
Top performers within the financial services sector typically rank firm reputation, career path, and compensation as the top 3 motivating factors in making a change. Gearing your marketing and social media advertising to highlight those specific areas of concern will pay off substantial dividends when it comes to having a rainmaker choose you when making a decision between your offer of employment and your direct competitors. As professional financial services headhunters, we invest tremendous resources and pay particular attention to these ‘5 C’s’ when identifying and delivering the absolute best potential candidates to your interview table.
Ann Zaslow-Rethaber is President of International Search Consultants, a leader in Executive Search since 1999. Anna Souers is Director of our Financial Services division and can be reached directly at or via phone at 800-450-3808.
Leaders send vibes to everyone in their proximity. If you want to flourish, choose how you show up. Leadership vibes: Inner thoughts and attitudes radiate through facial expressions, body language, tone, and language. Here are some examples of the vibe given off by people; I know. I’m consumed with myself. I show up to serve.…
LOVE this article! Who is brave enough to ask your team to write down on a piece of paper…anonymously…what message you broadcast through your body language? Read more to find out some common traits that may be sending a message that you do not want received.
The pen is mightier than the sword. Which is good, because you probably don’t want to threaten prospects into buying at sword-point.
As the primary “weapons” to convert prospects into customers, words are incredibly important to salespeople. How sales reps deliver their messages and converse with contacts can have a dramatic effect on the outcome of a conversation. Using the wrong phrase might cast a negative shadow on the proposal, while tweaking just a few words in the pitch might induce a client to buy immediately. The underlying message is certainly critical, but the words used to deliver it are equally so. Get 25+ sales experts’ playbooks for free. Reserve your seat at Inbound Sales Day today.
That’s why all salespeople should become word nerds. Here’s a list of 13 words that can help you close more deals and earn your prospects’ trust in the process.
Check out this powerful list of words that will help you get a positive reaction from your prospects. Becoming aware of the tremendous power of words, and the negative or positive effect word choice can have on your audience, can result in substantially improved results when consistently implemented.
Let’s be real: Most salespeople are annoying. They view their prospects as numbers in their sales funnel, not as people. They believe earning your business is a chess match and a signed contract means they “won the game.”
However, the average prospect doesn’t know how to purchase anything that falls outside their area of expertise. Think about it. Do you really know how to buy a TV? Do you know what precise technical questions to ask? You’d probably like some help, right?
But when the salesperson at the electronic store asks if she can help, what do you typically respond with? “No, I’m just browsing.” Get 25+ sales experts’ playbooks for free. Reserve your seat at Inbound Sales Day today.
The cat-and-mouse game buyers and salespeople play has created an unproductive, competitive environment that doesn’t benefit either party.
One of the most common culprits? The questions you’re asking your prospects. Luckily, once you know where you’re going wrong, you can course-correct. Stop asking these 15 common questions — or at the least, rephrase them.
If you have chosen to have a career in sales, you should always actively be working on attaining mastery in your chosen profession. A good sales professional has virtually no cap on earning potential, but it takes more than practice to attain mastery. Top salespeople continuously develop and refine sales skills through learning — with the help of a coach, trainer, manager, or on their own. Don’t you think asking great questions is one of those critical skills? Check out this terrific article which proposes a fundamental shift in how to approach your targeted audience, highlighting the most commonly used sales questions and most importantly, offering different ones that are bound to lead to better results.
Salespeople entice prospects to book meetings with them based on their words, either spoken or written. With this in mind, word choice is incredibly important to be effective in sales. While an emotionally charged phrase might compel a prospect to sign the contract, an off-putting word could kill the opportunity.
Like most business owners, I receive dozens of sales calls per week, and a solid 99% use one of these 5 phrases as an intro to the call. Most every salesperson I come into contact with is guilty of using one of these words or phrases if not more on a consistent basis. Becoming cognizant of the negative effects these commonly used phrases have on your ultimate goal of engaging your potential client, and then practicing the alternatives listed below, should dramatically increase the response rate with prospects — not to mention, your sales.