Are sales professionals doomed to become irrelevant? Sales trainer John Barrows highlights three disturbing trends and shares what sets apart the select few reps who will survive and thrive.
3 Disturbing Trends Threatening Sales As We Known It
I’m noticing three very disturbing trends in sales and marketing that I think seriously threaten the relevance and livelihood of the average sales professional.
When you’re a founder or startup executive every networking opportunity is a recruiting opportunity. Here’s how to make the most of them.
When it comes to building your team, the obvious first choice is to tap into your own network. But what happens when your network dries out and you don’t have any in-house recruiting/HR resources or a budget to utilize outside agencies? The truth is, building out a robust and reliable talent pipeline takes time, and while building out your team may be a top priority, if you’re a startup founder or executive, time is likely one of the things you just don’t have.
One suggestion: Start attending networking events as often as possible. Not only will they give you access to talent, they’re also great branding opportunities to get your name out in the community. Here are five steps you can take to ensure you make the most of the opportunities.
You may say finding the right people are your top priority, but if you’re making these startup hiring mistakes then you’re putting your company behind the eight ball.
Hiring the best candidates can be a big challenge for any company, but especially if you’re a startup. Not only do you have less time and fewer resources to devote to the search, but it’s also far more difficult to recover if and when you make a costly “bad hire.” That means it’s even more important for you to be able to hit the ground running with your hiring process, and to avoid the common hurdles that most startups experience.
Your best business development reps want to be closing, and you want to help them get there. Influitive VP of Sales Emmanuelle Skala explains how to do it right by defining a clear path for promotion.
Hiring a great sales rep is hard enough. Once you have one on board you want to do everything you can to keep them and help them advance. For business development reps (BDRs) that means offering them a chance to be promoted to Account Executives (AEs). But as Emmanuelle Skala, VP of Sales at Influitive explains, not only will having that promotion track clearly defined and standardized help your BDRs succeed, it will also save you considerable pain and confusion.
The last thing you can afford is a bad sales hire. Here are three creative ways to switch up your interview process and get a more accurate understanding of sales candidates.
We’ve said it before and we will say it again, finding top-notch sales talent is easier said than done. And this doesn’t just go for your closers. Inbound lead qualification reps, outbound prospecting reps, inside sales reps, enterprise account executives — you name it, team members with the requisite drive, skill, and a track-record of success are hard to come by.
Going head-to-head with an incumbent solution? Nir Eyal, author of Hooked: How to Build Habit-Forming Products, provides a three-step playbook for coming out on top.
Editor’s note: In the Boston area? Come meet Nir in person. He’s hosting a workshop on building habit-forming products on Wednesday, October 22nd. Use the discount code “OpenView” for 30% off the event.
Taking on an established solution can be incredibly difficult, regardless of how good or bad it is. That’s because often what you’re going up against isn’t just a particular set of features, it’s how habitual use of those features has become.
You know what they say about old habits, after all — they die hard.
When it comes to pursuing top candidates you don’t want to come off too strong, but you also don’t want them to slip through the cracks. Here are a few tips for determining exactly when the time is right to send that perfect follow up.
As a startup recruiter, most of my day is spent sourcing for candidates, holding phone screens, scheduling interviews, and sifting through applications. It is quite rare, unfortunately, that the ideal candidate has applied to my posting via inbound, so much of my energy is spent on outreach to prospective candidates. As I go about my day, I also set aside time to check in on previous candidates I’ve worked with or others I’d like to reach out to for a second time. It is always a delicate dance to determine when to follow up with a candidate as I want to maintain a genuine connection with the individual, but also want to really make sure this person is or is not interested in my position.
Is it really possible for companies to apply lean concepts to brand development? Jeremiah Gardner and Brant Cooper not only think so, they also wrote the book on the subject.
In this week’s Labcast, Jeremiah Gardner and Brant Cooper, authors of the upcoming book The Lean Brand, explain why we need a new approach to branding that centers around quick iterations and removing waste.