How to Create a Strong Employer Brand that Attracts Top Sales Talent

Your sales team is the lifeblood of your organization. Attracting and hiring top sales performers should be top-of-mind for any business leader. However, recruiting top sales talent is no easy task. More often than not, high-performing salespeople are being actively recruited by several organizations.

Many smaller, growing organizations are asking what they can do to compete against larger competitors in the quest to attract great salespeople.

Your employer brand can be your greatest asset in growing your sales team. In today’s post we’ll explore what an employer brand is, and outline strategies you can use to build an employer brand that attracts top sales talent. We’ll cover:

  • What is an employer brand?
  • What do top salespeople look for in an employer?
  • How to Position Your Brand as a Market-Leader
  • How to Build a Strong Employer Brand Online

What is an employer brand?

Your employer brand is your reputation as an employer and the value proposition you provide your employees. Your company mission, team, culture, and values make up your employer brand. An effective employer brand positions your company as a great place to work, which results in attracting and retaining top talent. Typically, the responsibility of the employer brand falls into the realm of HR, internal communications, and marketing. However, senior leadership plays a key role in shaping the employer brand.

What do top salespeople look for in an employer?

Things that appeal to salespeople that you should aim to highlight in your employer brand include:

  • Above-market compensation/earning potential
  • Access to sales enablement technology
  • Continuous opportunities for training, education, and coaching
  • Clear career paths and opportunities for advancement
  • Pro-sales company culture
  • Autonomy over work
  • Strong, collaborative team environment

How to Position Your Brand as a Market-Leader

Salespeople want to work for companies with a strong value proposition. When it comes to employer branding, you are essentially selling your company to potential future employees. You need to emphasize what makes your business a unique opportunity to employees and sell them on the key benefits of working with you. Some ways to position your company as a market-leader to top sales talent include:

  • Highlight growth stats, awards, or other achievements that embody your company’s forward-momentum.
  • Share testimonials/quotes from your current employees.
  • Include a case study or story from one of your most successful sales representatives.
  • Include stats that emphasize your sales team’s proven track record of success.
  • Demonstrate legitimacy by highlighting logos from your larger or more well-known customers.

How to Build a Strong Employer Brand Online

The online space is where many potential employees go to research your brand. It’s also where they probably first discover your brand. There are key digital channels you should be using to get your employer brand on the radar of top sales talent.

Social Media

Any socially-savvy sales reps will likely explore your company’s social media feeds before entertaining a job offer with you. When it comes to social media, make sure your company is active on key platforms like TwitterFacebook, and LinkedIn.

Career Sites

Career sites including CareerBuilder, Indeed, and Glassdoor, are all crucial components of your employer brand. Potential sales rep will use these careers sites to evaluate your company based on salary ranges and testimonials of other sales staff working at your company. For salespeople, they leverage sites like Glassdoor to determine if they’ll be a good cultural fit for your organization. In many cases, cultural fit is the most important factor salespeople look at when they evaluate a job.

LinkedIn

LinkedIn is an important hub for your company’s online employer brand. Prospective salespeople will pay close attention to your LinkedIn company profile and will likely explore profiles of your key team members before entertaining a job offer with your company. Encourage your team to be active on LinkedIn and share their experience working for your company. Also ensure your company’s LinkedIn profile is up-to-date and highlights the key benefits of working for your business.

Job Postings

Job postings are more than just a way to communicate open positions at your company. They’re also the perfect place to highlight your employer brand. A great job posting should include more than an overview of the position’s responsibilities. Aim to include the following in all of your job postings:

  • Compelling company summary
  • Why the company culture is unique
  • Key company growth metrics/achievements
  • Overview of employee benefits offered
  • Opportunities for career progression/growth with the company

Your Website’s Career Page

Your website’s career page is a great place to highlight your employer brand. Here are some key elements to include on your careers page:

  • Key growth metrics.If your company is experiencing significant growth year over year, highlight this on your career page. Similarly, if you’re on the Inc 5000 or have been highlighted in local press, these are great things to include too.
  • Employee stories.Highlight quotes from top-performing salespeople that have experienced significant career growth at your company.
  • An overview of benefits you provide.Highlight your core benefits (health insurance, 401k, flexible hours, etc.) and the additional benefits you provide (gourmet coffee, catered lunch on Fridays, monthly massages, etc.).
  • Your company’s culture.Explore your organization’s values and mission. Highlight the company culture you provide and what makes it unique.

 

Key Takeaways

In this post we explored strategies you can use to create an employer brand that attracts top sales talent. Some key takeaways include:

  • Attracting high-performing salespeople isn’t easy, but a strong employer brand can help you build your sales team
  • An employer brand is your reputation as an employer and is made up of digital and word-of-mouth channels
  • Top salespeople are looking for an employer with a great company culture, attractive compensation structure, and opportunities for career growth
  • Your employer brand should position your company as a market-leader
  • Leveraging online channels like social media, career sites, and job postings is key to building a strong employer brand

About the Author

Carolyn Kick is the Marketing Manager at Launchways. Launchways helps growing businesses better approach their benefits program through a strategic approach, creative solutions, and smart technology. The Launchways team designs innovative, cost-effective benefits programs that thrill employees and make every dollar count. Visit www.launchways.com to learn more.

Want To Lose A Deal? Try Emailing.

Everything is quickly becoming digital, but are certain conversations best left for a phone call or in person meeting? It’s easy to see how communication can become misinterpreted when taking place via email or text messaging. These environments leave little room for nuanced expression and leave things like body language and tone of voice to the imagination. In my experience, critical business communication should not be conducted through an exchange of emails.  One of my friends used to say, “Email stands for electronic mail.  It’s supposed to take the place of writing a letter, not verbal communication.”
There’s a very funny episode on Key & Peele that completely nails how we miscommunicate using technology.  If you go on YouTube and type in, “Key & Peele – Text Message Confusion” you can watch it.  Please note that there is some inappropriate langue so if you’re easily offended or at work, I wouldn’t recommend watching it.
How many times has someone sent you an email, you thought, “What a jerk!” and you talked to them and thought they were the nicest person? We’ve probably all been there, as certain elements of emotion just don’t make their way across an email chain. I can tell you it happens to me at least once every couple of weeks and at one point in time, I was on the other side of the table.

In my younger days I landed one of the biggest accounts in the industry, which was over $1 million in sales annually. After closing this account, an email exchange almost lead to me blowing it.

I was emailing with the Vice President of the company, and hadn’t heard back from her within 48 hours. This was particularly unusual with this particular client, as she was typically prompt with her response. I decided to give her a call to follow up. When she picked up I said “Good morning, Kristi!  I wanted to make sure that you received my email.”  Her response was, “Yes, I did and I am in shock.”

I remember my heart dropping to the floor. In my mind at that moment, I was meticulously recounting my steps thinking, “I know I didn’t send anything stupid.  What if I accidentally sent her something that was meant for somebody else?”

She continued,  “Based off getting to know you, I was really surprised to hear you talk like that.” I had absolutely no clue what she was talking about, and where these concerns were coming from.

After going back through my emails, I didn’t find anything that I didn’t mean to send. I read through my email to her, and still didn’t know how we had gotten here.  I finally said, “Kristi, I am so sorry if I did anything to offend you but I am not sure which email you’re referring to.”

She explained the email, and afterwards I apologized at least 10 times letting her know that I had no intentions of ever being disrespectful. I hung up the phone, and kept reading the email, still confused as to how my words could be misinterpreted in that way. Looking for some clarity, I forwarded the email in question to a couple of friends and even they didn’t understand what had offended her.

Looking back, I don’t blame Kristi for interpreting my email differently than I had intended. This experience actually taught me a very valuable lesson. The lesson, which I’ll never forget, is do NOT communicate things that are important via email. People can’t see you, decipher your tone, or clearly determine whether you’re being direct or just being a jerk.

The Dinner Interview

Over the course of my career, I have interviewed and been interviewed thousands of times. I’ve interviewed with so many companies that I began to think of it as a scripted play.  Knowing 90% of the questions allowed me to rehearse exactly what I was going to say, as I knew my responses weeks before the interview was scheduled to occur.
This predictable process is quite common when in a typical interview setting. The result can lead to people becoming what I call “professional interviewers.”  There is one candidate in particular that I can recall who looked the part, was extremely charming, everybody loved him and he had a strong answer for any objection.  The only challenge was that he couldn’t produce results.  I’d give him an “A” as an interviewer and a “C” as a salesperson.
Years ago, I accidentally started implementing the “dinner interview.”  Rather than asking candidates to go through their resume, why they were a good fit and the typical interview questions, I invited them out to eat with me and my team to get to know them better.  The results were so helpful that I have been recommending it to all my clients ever since. The dinner setting is much more social, which allows for a different perspective of the candidate being interviewed. Many of the prepared answers that a “professional interviewer” would naturally respond with change in this setting, and a different side of the candidate presents itself.
The first experience that I had with my dinner interview is actually the perfect example of the benefits that come from this more social setting. I interviewed this candidate by phone and had him meet with my team. He interviewed in person three times with my team and we were sold on him.
So naturally, I told this candidate that we wanted to make him an offer and invited him out to dinner with the team. Now that he was in a more social and casual setting, the professionalism that he displayed in our previous interviews went out the door. He drank too much, made some inappropriate comments, and told me about a time that he got arrested. Yikes!
Needless to say, I didn’t hire him.
From that moment on, it was clear that I should always recommend the dinner interview. Candidates will typically loosen up, allowing you to get a sense of what they are really like.  I’ve seen many instances where candidates start being less professional and start discussing things they wouldn’t tell you during the office interview.  In addition, this gives your employees the opportunity to see if the candidate is a cultural fit and they want to work with them.  This perspective can be much more informative than hearing the standard canned answers that they have been providing every company with.
The lesson that I feel is important here is that some job interviews are more effective when conducted over a meal. This provides a glimpse into how a candidate conducts themselves outside of an office setting. No one wants an employee that makes poor impressions on behalf of their company when interacting with a client, or someone who your employees might not enjoy working with daily. The dinner interview is an effective tool to really find out what a candidate is like and it makes sense to hire him or her.

Why Are Poor Salespeople More Creative?

 

Challenging financial circumstances offer an opportunity to bring out the creativity within yourself and unlock resourceful ways in which to compete with others that may have the financial advantage over you or your company. This scenario exists within many different industries and paradigms, but I first remember learning this lesson while working at a startup packaging division.

 

My Challenging Situation

Many years ago, when I first joined a brand new division of a packaging company, we had no product in the warehouse and were competing with companies that had had much deeper pockets than ours. These circumstances seemed a little depressing at the time but would end up planting the seed that ultimately developed into a successful strategy for our company.

The year’s biggest trade show was about to take place in Las Vegas. Obviously I thought of this as an opportunity to strengthen our brand through a massive industry platform. However, when the idea came up in the office to exhibit, my boss said that we wouldn’t be able to do so. He told us that, “We don’t have the sales yet to support it.”  I remember thinking to myself, “How am I supposed to compete when nobody knows who we are, we have no money and we can’t even be at this trade show that every competitor will be attending?”

I eventually asked my boss if he could authorize any type of budget for the tradeshow, and he let me know that he didn’t want to do much more than $1,000. This small but important budget inspired me to sit down with Bud, our VP of marketing. During my time at this company, Bud taught me the importance of using marketing to sell more.

 

The Creative Solution

Our brainstorming session led us to the dollar store, where Bud purchased a bunch of $1 items in order to create little care packages for marketing purposes. At the time it was a blistering 110 degrees in Vegas, so we naturally decided to purchase items like suntan lotion, sunglasses, chapstick, and other assorted goodies that would have been helpful in that heat. I took everything we purchased, displayed it in a cardboard box which we glued a picture of the desert to and sent my top 10 prospects,

After allowing some time for the packages to arrive, I placed cold calls to these 10 prospects. Their reactions genuinely amazed me, as none of them knew me by name, but all of them responded back to my call or email saying, “You’re the guy that sent me the package.”

Out of the 10 prospects that I reached out to, I ended up scheduling meetings with 6 of them in Las Vegas over a two day period. Rather than going to the trade show, I used our resources to treat them to a drink at the hotel lobby, as we discussed business.

Naturally over the course of two days, I ran into other potential prospects, and was able to meet with them as well. At the time, the circumstances led me to access my creativity, and devise this strategy that was ultimately successful. I just figured that if I hung out in the bar of the trade show, I was bound to bump into the right people.

I was able to take the thousand dollars authorized by my boss (what many would consider not nearly adequate to generate results), and deliver real results for my company. Overall, this is what my approximate budget looked like:

 

Round Trip Airfare: $350

Hotel: $150

Drinks: $150

Meals: $150

Cabs: $100

Care Packages (with shipping): $100

 

This $1,000 investment resulted in over $300,000 in new business.

 

In Summation

Talented and driven salespeople are able to recognize the importance of creativity within their field, and given the right opportunity, can take a small amount of resources and generate real results  In my case, being creative and resourceful involved finding somebody like Bud, simply asking to borrow his creativity and implementing the plan.

It’s truly amazing that when you don’t have the resources, the results can sometimes be even better. I honestly believe that the reason for this is that you are forced into a situation where you must be creative and resourceful in order to achieve a high level of success.

Sales Babble Podcast: How To Hire and Get a Sales Job with Gregg Salkovitch

You can listen to the complete podcast by clicking the link below:

How To Hire and Get a Sales Job with Gregg Salkovitch #217

When it comes to the process of staffing a sales position, it’s two sides of the same coin. On one side we have the need for employers to hire skilled and competitive staff. On the other side of the coin is the need for talented employees to get hired by great companies. Both sides are looking for the perfect match according to our guest Gregg Salkovitch. Gregg is a recruiter and founder of  Right Choice Resources. In this episode we discuss how to get a sales job and how to hire an outstanding sales professional.

The State of Sales in Spring 2018

For sales professionals, 2018 is a sellers market (no pun intended).

  • The market is hot!  Great time to get a job.
  • Companies have a lot of competition when finding candidates. There are few great candidates available.
  • Many sales professionals are super happy where they’re at. It takes a lot to motivate them to move.

How Candidates Earn a Sales Job

Gregg has the following advice for candidates:

  • Hiring is a sale. Treat it like a sales call. For example, he had a candidate do a video conference in a T shirt. Don’t!
  • Too many candidates don’t qualify, don’t follow up, don’t ask for the sale.
  • You’re the product and no one knows it better than you.
  • Do your research.
  • Dress well.
  • Remove and trim your facial hair.
  • Don’t show up late.
  • Be early, stop at Starbucks for a coffee nearby your appointment.

Customize Your Questions

Show your prospective employer you’ve done your homework. Ask…..

  • I looked at your LinkedIn and see you’re successful.. what do you attribute it to?
  • I saw you on YouTube and noticed
  • I was looking at your competitor and noticed this… and have some thoughts

Good candidates can’t be quieted down. They keep the conversation rolling. Go straight to the decision makers. LinkedIn is the key. Don’t waste time filling out entry forms on a website. Get creative.

How to Ask for a Sales Job

As the interview winds down ask the following:

I really appreciate the opportunity to meet and I’m extremely interested in this role. Do you have any reservations that would prevent me from moving forward?

This gives the interviewer a prompt to voice objections. This gives the candidate an opportunity to turn the issue around. It may not have been covered earlier.

How Managers Hire for a Sales Job

Hiring managers need to recognize the market is tough

  • Not a lot of “A” people
  • Recognize it’s not a one way street. Not all candidates want to work for you
  • It’s a date, it has to work in both directions
  • It’s a matchmaking process
  • Don’t see this one sided
  • Managers over focus on the sellers rolodex
  • Look outside your industry
  • Search a larger pool of candidates than you think
  • Don’t overly focus on the Resume. Be skeptical.
  • Don’t trust a website will screen

Compensation

  • $40K base salary
  • $125K base salary on high end
  • Typically 50/50 split e.g $60K base and $60K if you hit your targets

Junior $50K, with very little commissions, and transition to

Always ask, “Based off your current team how many have made that the first year?”

How To Find Greg Salkovitch

Right Choice Resources 
gregg@rightchoiceresources.com

http://www.linkedin.com/in/greggsalkovitch

I Feel Sorry For You

Over the years we’ve all had to deal with mean customers that act like jerks, or nice customers that are just having a bad moment. These experiences don’t have to take a negative toll on you if you understand how to put yourself in the right mindset while dealing with them.
In my younger more formative years as a professional, my first reaction was to get defensive, although I’d always keep my mouth shut. I would make sure that I always remained professional, and then afterwards I’d complain to all of my co-workers about it. These experiences would rattle me for the rest of the day and would often distract me from my work. It’s interesting because I knew I hadn’t done anything wrong, however the customer’s words would hurt me and negatively impact my work. It wasn’t until I learned these 5 simple words that I was able to avoid the pain that these experiences brought me, which were, “I feel sorry for you.”
Now, whenever someone is being particularly nasty to me I recall those 5 words in order to regain focus and center myself. In my mind I think about how I’m having a great day, and this person’s day must suck so badly that they need to take it out on somebody else. The turning point came once I really started to believe that their attitude was a reflection of their own situation and didn’t have anything to do with me. This realization made those moments so much easier to handle.
This topic reminds me of a sales candidate that I worked with years ago. One day he yelled at me because I didn’t have any jobs for him. I vividly remember getting off of the phone with him and feeling discouraged and furious about the way that he talked to me.  However, once I began to really think about the situation and put myself in his shoes, my perspective changed.
This individual had a wife, who was a stay at home mom and 3 kids. He was supporting all of them, while also paying for 2 cars and a home in a high end area.  Clearly, this circumstance can generate a lot of pressure, especially if you’re laid off with no serious job prospects.
Although I knew that I didn’t deserve to be spoken to in the manner, it truly helped to think, “This has nothing to do with me. The poor guy is so stressed out and doesn’t know how to manage it.  I feel sorry for him.”  This thought process helped me approach these conversations with a different mindset, and ultimately transformed how I viewed the experience.
Putting yourself in this mindset can have a significant impact on the way in which you communicate, and how it impacts your emotions. The mantra, “I feel sorry for you” has helped me through experiences related to everything from personal relationships to business deals. With this mindset comes an understanding and belief that most people are good, but we all have our bad moments.

Resumes Are Overrated  

 

 

When bringing on new talent at an organization, it can be quite appealing to hire someone from a competitor. The onboarding and training process becomes easier, as there is less of a learning curve. I get it, and agree with the approach, especially if you are a company that can’t invest much time into training.

The ROI on somebody with industry experience is usually going to be higher in the first 6 months, but when I hire, I plan on keeping the individual working for me for years. This perspective changes the way that I approach hiring new talent and places less emphasis on the industry in which they are transitioning from.

I think of it much like sports.  Would you rather have a proven B player on your team who you’re going to have to pay well or a rookie prospect, who you probably don’t need to pay as much but with some coaching can be an A player in 12 months?

I’ve witnessed good salespeople transition from one industry to another, without any issues. 90% of the skills are transferable and the other 10% can be taught. I typically see that those with no experience are even more eager to learn and be successful, you can train them your way, they turnover less, are more loyal for the opportunity and they’re more open to being on a lower base salary with aggressive commissions.  In addition, I love hiring somebody that feels like they have something to prove.

Work ethic is the biggest key to success.

Certain things just can’t be taught, and work ethic is high on that list of unteachable skills. When comparing two resumes, the first candidate may have an extremely impressive academic background and series of relevant internships within the industry, while the second candidate boasts equally impressive grades, but from a less prestigious school, and a series of seemingly unrelated service jobs.

Upon first glance many recruiters might believe that the first candidate is a better fit, as they clearly had a strong education and experience interning within the industry.  Often the barriers that existed within their lives.

Here are things you may not have considered:

  • Did they pay for college and work while in school which may have reduced the amount of time they had to study?
  • What other things do they offer besides good grades?
  • Could there be good reasons why their resume looks so naked?
  • What is their attitude and work ethic like?

A few of my best recruiters have been from payroll sales, corporate relocation and logistics.  Hiring somebody with a recruiting background would’ve been easier in the short-term but I knew that if I put 6 months of training into them, they had the potential to be way better than the other candidates I interviewed with recruiting experience.  However, I got great employees who were hard working, loyal to me for giving them an opportunity to recruit, humble and I was able to train them my way instead of them coming in with bad habits.

Assuming that you have the right training in place (and if you don’t, there are sales consultants I’m happy to recommend), don’t look into a resume too much.  Instead, ask your connections, “Who are a few of the hardest working people you know?”

When interviewing candidates, ask questions about their personality, not just about their resume.  See how they follow-up with you after the interview.  Instead of thinking, “Can this person be successful in this role today?” start thinking, “Is this person worth investing time into and can they develop into an A player?”

If you limit your recruitment process and expectations to just an impressive resume, chances are you are missing the candidate that has the ability and work ethic to truly deliver for your organization.

Shut Up!  The Guide To Interviewing

When it comes to interviewing, it’s essential to know when to shut up. In my experience, the unfortunate reality is that many of my best candidates get really close to landing new jobs and the primary reason why they aren’t hired is because they ramble on in interviews.

Communication is at the center of strong collaborations, and companies are definitely focusing on how their candidates communicate. A critical layer to skilled communication is the ability to recognize what information is relevant and how to keep answers focused and succinct. Rambling instead of answering questions is not a good look during an interview, but there are ways to improve on this behavior.

When asked, Barry Saltzman, CEO of Saltzman Enterprise Group said, “During an interview it is imperative that a candidate can answer a question with brevity, which to me is a huge sign of confidence. As a sales coach it is one of the topics I really focus on with my clients that are looking for a new job.”

I recently spoke to a candidate and our conversation started off strong with a, “Good morning, Gregg!  I am so glad we got to connect.  How was your weekend?”  After responding, I asked, “Why are you open to making a move from your current job?”

This particular candidate launched into a meandering answer about her relationship with her boss. She mentioned that they still keep in touch, and even went on to detail previous jobs she had. After about seven minutes, I had to interrupt her and politely provide her with some feedback.  I honestly don’t even think she remembered what the question was that I originally asked her.

I asked the same question again, except this time I said “If I told you that you have to answer this question in 15 seconds or less, what would you say?” She then replied, “When I would demo the software, it would crash and I didn’t feel comfortable selling a product that wasn’t working properly.” By providing parameters for her answer, she was able to remain concise and deliver her message without any extraneous information.

Unfortunately, this candidate is the norm, not the exception. Much like a sales call, it’s important to stay concise. Interestingly enough, the more you talk in an interview, the less you are listened to. A great way to prepare for these scenarios is to conduct and record a mock interview with a friend. When reviewing the recording you’ll be able to pinpoint areas where you can tighten up your responses and bring clarity to your answers.

Your responses to questions shouldn’t last more than 1-2 minutes.  If you’re worried about not giving a complete answer, you can even say, “I’m happy to give you the high level view.  If there’s anything you want me to dig into more detail about, will you stop me and let me know?

I also suggest checking.  For example, after answering a question, you can say, “Did that answer your question?”

Next time you are preparing for or entering an interview, remember that your gift of gab won’t play well in the room. It is more than likely that your interviewer will lose interest if your answers ramble on, so remain concise.  Too much talking might just result in you talking yourself out of a job.

Stop Being Boring (When It Comes To Selling)!

Sales calls are common place at most businesses, and they offer sales people an opportunity to differentiate themselves and highlight their own character traits. When sales calls are placed daily, it becomes very hard to break through the noise and differentiate yourself from the herd. Most recipients of sales calls have heard it all before, making 99% of those experiences a blur, so avoid getting lost in the noise, and stop being boring!

This effort should be made whether you’re leaving a voicemail or emailing somebody.  Start thinking, “What can I do to stand out?” rather than saying, “This is Gregg Salkovitch and I’m calling to see if you’re open to using my recruiting services.”  When most receive that message, there’s one of two words that are going through their heads, yawn or delete.

I hear countless salespeople give the same old pitch, leave the same standard voicemails, and write the same email over and over again. By avoiding the mundane you are both positioning yourself outside of the herd, but how can this be achieved effectively?

1.) Get Weird

One of my former coworkers and I used to make a game out of cold calling. This game entailed us playing off of each other, and on certain days at 8:30 AM we would start hitting the phone. My co-worker would always kick off the “competition” in the same way. At 8:30 AM he’d exclaim, “Time to get weird.”

This game resulted in us having fun on the phone, which would really shine through to those on the other end of the call. We’d enjoy the process, as we laughed at each other’s voicemails and sales pitches.  When I called on somebody with a deep southern accent, I would instantly tell them how much I love their accent and how they couldn’t sound mean if they wanted to.  Obviously, we would always remain professional and respectful, but we’d have fun.

Besides enjoying our time making cold calls, this game demonstrated our ability to be creative with a traditional task, and bring our personalities to the table.  By taking these types of creative chances you can more easily stand out, and avoid the pitfalls of being boring and traditional.

2.) Be Memorable

Getting weird leads us into the tactic of working on being memorable. Be creative and have fun with the process by trying new things. Exploring your creativity will result in the development of new thought processes that lead to memorable interactions in the workplace. As an example, bring some humor into your voicemails, drop somebody’s name that you’re mutually connected by or find an executive at the company who went to the same college as you and mention you’re an alumnus. Think about the types of messages you could leave that a decision maker hasn’t heard before.

When most interactions are run of the mill and boring, a memorable one will leave recruiters thinking about you and the fun or creativity you brought to an otherwise boring and traditional process.

3.) Be of Value

I tell every prospect that I have that I want to be able to help them regardless of whether or not we do business with one another. Sometimes I’ll even tell them, “I have another client who I believe would be a good lead for you.  Can I make an introduction?”

Would you call somebody back be open to a sales pitch of somebody who was trying to refer you business?  I’ll also send prospects articles or other content that I believe can help them. I have even had several prospect who I did training for on LinkedIn at no cost.

The bottom line is that I want each and every prospect to think of me as more than a vendor. The goal is to build relationships with them in order to remain consistently in touch, and not only when they need to buy something from me.

These tips will help you avoid being boring, as this is an important attribute to keep in mind professionally. Don’t be afraid to get a little weird and demonstrate your value. Doing so will make your interactions more memorable in an abyss of mundane daily experiences.

 

Fire Your Boss!

If your boss can fire you, then shouldn’t you be able to fire them? Just go on into your boss’s office today and fire him or her.  Maybe it’s not that easy and I understand, leaving a job is no small task. However, when thoroughly considered, it should be a little easier to fire your boss than you might think.

A big reason for the difficulty associated with leaving a job is fear, which is what I’d like to explore in this article. There are two specific types of fear that tend to arise when considering leaving a current job, fear of loss and fear of the unknown. In order to explore and overcome these fears, let’s delve into them in more detail.

 

Fear of Loss

There is an immense feeling of safety that comes with a job that is comfortable, even when that job is not enjoyable. When I speak with candidates, many of them express the sentiment that they are comfortable in their job making $100,000 per year, and they don’t want risk losing something that feels comfortable and predictable. This feeling is common, even among individuals that hate their job. However, I try to remind these folks that it is entirely possible to find a job that they love and make $150,000.

I’ve been guilty of this mentality but over the years, have changed my way of thinking.  Looking back, it’s amazing how fearful I was of losing a job where I was mistreated and wasn’t paying me that well.  I wish I could take a time machine and ask myself, “Why are you so worried about losing a job that you hate going into every day?”

The biggest obstacle for obtaining this new growth is usually fear of loss, but there are some ways to overcome this fear and move forward. The first step is to ask yourself what you’re so scared of losing and second, thinking about what you have to gain by finding another opportunity.  Once these answers are more clear, you can begin viewing the whole picture and really determining what is at the root of your motivations and intentions.

Understanding the root of these motivations can inspire people to take chances where they wouldn’t previously, which will in turn change how a person views the inevitability of loss.

 

Fear of the Unknown

Most people are more concerned with what they’re giving up, and less concerned with what they could potentially gain. This is concern strikes at the very center of fearing the unknown. In order to receive the gains that come with any particular loss, you must be willing to look at the unknown and accept it despite its layered mystery.

When I was thinking about recruiting, almost everybody told me that it was a bad career move. These people argued that this transition was just too risky considering I was already making “good money.” The problem was that these same people never asked if I liked my job at the time, or why I was so passionate about recruiting. Luckily, I didn’t listen to most of these individuals, who happened to be preoccupied with a fear of the unknown.

I believe that a significant number of people would rather work a job that they hate (so long as it’s predictable), than look for a new job. These individuals know that their current boss is a jerk and they know what they are making financially. Alternatively, they don’t know if their new boss will be worse, and they don’t know exactly how much money they will make. These unknowns can weigh heavily on a person when making career choices. The bottom line is that you’ll never know what can be gained from a new job or career until you decide to give up the job you currently have.

Some decisions in life seem a lot more obvious than others, especially when fear is involved. What would you do if you were in a relationship that you weren’t happy with, or was abusive? For many people the answer to this question is “Break up with them”, without much hesitation at all. With this in mind, why would you stay in a bad work relationship that leads to unhappiness? Fear is usually the answer to this question, and the thing standing in your way. Explore this fear, and you might feel more comfortable firing your boss.