How to Prospect for Sales Leads and Get Results

How to Prospect for Sales Leads and Get ResultsHow to Prospect for Sales Leads and Get ResultsHow much time do you spend prospecting for leads? Try to estimate roughly how many hours per week you invest in sales prospecting activities. Now eliminate all activities that dont include getting in touch with a lead and trying to get an appointment. Reviewing lead lists, composing scripts and emails, planning events, etc. are all great and useful activities, but they arent prospecting activities- theyre pre-prospecting activities. If you eliminate those hours from your estimate, thats how many hours youve actually spent prospecting. And if youre like most salespeople, that revised number is pretty small. Creating a Pipeline Prospecting for leads is the first step in your sales process. A sales pipeline is shaped more like a funnel than a pipe its widest at the beginning of the sales process when you first start contacting leads and then narrows down as vermgen customers drop out of th e running in every stage of the process. So if you dont keep your prospecting activities on the high side, then by the end of the process youll be awfully short of potential sales. Because youve got to reach out to so many leads just to keep your sales flowing, efficiency and using your time wisely are more important when prospecting than in any other stage of the sales cycle. That means ruthlessly trimming out any activity that isnt getting results. If you spend hours printing up flyers and sticking them on car windshields and never get a single response, then that particular activity is worthless- spend your valuable time pursuing an approach that repays you with results. Quality Prospects Getting good leads is one crucial step to making your prospecting more efficient. If youre cold calling a lead list where 50% of the leads are not qualified for your product, youve just wasted half your time. Find a better source of leads, be it through networking, buying a list from a lead broker, or doing some serious research on your own. Setting the Appointment Once you have your list in front of you, youve got to have something valuable to say to them to move those leads on to the next stage of the sales cycle. At this point, you dont need to sell them on your product- that will come later. For now, you need to sell your prospects on the value of talking with you at greater length. Your goal while prospecting is to sell the appointment and to do that you need the same kind of tools youll use to sell your product- a good offer, some benefits to tempt the prospect, and the skills to present them in a way that will intrigue your prospects. Ways to Generate Prospects Cold calling over the phone, email prospecting, door-to-door visits, and even snail mail are all potential prospecting avenues. You need to spend plenty of time doing one or more of these activities to get results. Usually, the most effective approach is to use multiple sales channels to reach you r leads since individual prospects will respond better to different channels. For example, if youve tried three times to reach a decision maker by phone and shes never there, then firing off an email might be the best way to catch her attention. The other common prospecting mistake is giving up too quickly. Most prospects will require several contacts before theyll agree to an appointment. Again, alternating your contact attempts (a phone call followed by an email or vice versa) keeps the prospect from getting annoyed by your persistence, yet gives you additional opportunities to nail down that appointment.

Anonymous Memo

Anonymous MemoAnonymous MemoI missed this last week, but at the WSJ Law Blog, Jeremy Blachman delivered a fantastic send-up of the mealy-mouthed firmwide memo. A couple snippetsWe assure you none of these initiatives are related to troubles on our balance sheet. We are simply exploring more flexible work arrangements, including some arrangements where you no longer work here and we no longer pay you. It has nothing to do with any alleged recession, we promise.....Finally, our health insurer, after receiving our most recent check for premiums, has asked us to expand our Family Leave program. If you have a family, please leave.Blachmans (blog-begotten) novel, Anonymous Lawyer, is hilarious, but I think his greatest achievement is the Anonymous Law Firm web site, complete with fake attorney profiles. -posted by brian

Pros and Cons of Pay Transparency

Pros and Cons of Pay TransparencyPros and Cons of Pay Transparency Pros and Cons of PAY TRANSPARENCYDoes your company have an open salary policy?11% Yes82% No8% Dont know/no answerWhats the greatest benefit of instituting an open salary policy?18% Increases productivity17% Boosts recruitment and retention16% Helps close the wage gap15% Creates an atmosphere of trust27% None the potential consequences outweigh any benefits7% Dont know/no answer61% of advertising and absatzwirtschaft executives whose firms dont have an open salary policy said pay transparency would dampen employees spirits.If an open salary policy were instituted at your company, what impact would it have on staff morale?*4% Increase significantly29% Increase somewhat42% Decrease somewhat19% Decrease significantly5% Dont knowSource The Creative Group survey of more than 400 U.S. advertising and marketing executives. Some responses do not total 100 percent due to rounding. *Respondents whose companies dont have an open salary policy. 2017 The Creative Group. A Robert Half Company. An Equal Opportunity Employer M/F/Disability/Veterans.

This is what everyone will be naming their baby in 2019 (and beyond)

This is what everyone will be naming their baby in 2019 (and beyond)This is what everyone will be naming their baby in 2019 (and beyond)Nameberry just released their official list of the most popular baby personennames for the first quarter of 2019 and the results may come as a bit of a surprise to you.The name Posie for instance, a name that has never before ranked in the top 1,000, takes the number one spot for girls so far for 2019, with Milo claiming the top spot for boys. We calculate our popularity list based on which names attracted the most of the 11 million views of our name pages so far this year, says Nameberry.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moraNameberry co-creator and CEO, Pamela Redmond Satran, specifies that the names that top their list of 1000 are the ones most likely to get hotter over the next few years. So even if you havent met an abundance of little Milos and Posies, youre likely to relatively soon.How does the new list stack up against the old ones?The most popular names based on Nameberrys previous December list, for the year 2018, are as followsBoysJacobOliverElijahWilliamMasonGirlsAbigailEvelynAmeliaAvaCharlotteIf the metrics used by Nameberry are indeed suggestive of future trends, your children can expect to hear a lot more colorful additions to morning attendance.For girls, the top five for the first quarter of 2019 arePosieIslaOliviaAuroraMaeveAccording to Nameberry, three naming components are the most in en vogue with young people. New hip parents like vintage names, names that are derived from nature, and names that boast a sort of nickname vibe. Posie happens to be an example of all three.Its a name that has roots dating pretty far back (its the feminine version of the Hebrew name Yosef, which means he will add), it has a floral association (the English definition of the word being a small bouquet) and it is often a shorter v ersion of names like Penelope or Josephine.Milo doesnt correctly hold to all these factors. Even if its exact derivation is a bit unclear, it is potentially based on the old German root Milan, meaning to mill, beat, crush, or rub until fine or tender. Similarly, the name Atticus which is quickly gaining global popularitydates back to old Roman times. Atticus means from Attica, which is the region in Greece that surrounds Athens. Milo may have caught on because of the massively popular tearjerker series This is Us, which stars actorMiloVentimiglia.The most popular boy names for the first quarter of2019 areMiloJasperAtticusTheodoreAsherYou might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

What to Do When Youre No Longer Learning at Work - The Muse

What to Do When Youre No Longer Learning at Work - The MuseWhat to Do When Youre No Longer Learning at Work What do you do if youre no longer learning in your current role?This is a question that youll probably ask yourself throughout your career. And there will probably be different answers each time you explore the subject. As we all know, learning directly correlates to growth. If youre not growing professionally, youre probably not getting closer to your career goals (especially if youre trying to get a promotion). But before you ponder what to do, you need to ask yourself why youre no longer learning. To help you out, Ill bucket the likely culprits into three categories your company, your manager, or you. If Its Your CompanyHow to KnowIs it clear what the career path is for your role? Are you aware of whether your company promotes employee advancement? Are there clear feedback loops at your company?If the Answers No...Connect with HR or your manager to get some mora insight into their plans around career growth for your position, as well as any learning and development offerings the company provides. You can even see if theres any budget to invest in professional development. Or, network internally to get a sense of where employees have moved laterally or vertically.If your conversations dont lead anywhere, the answer might be to move on from the company and explore what you really want next. Would you like to take on a similar role at another company investing in their employees growth, or are you interested in a different position completely? Figure out what you prioritize in your career, and then start actively searching for it.If Its Your ManagerHow to KnowAre you motivated in your current position? Do you feel supported and challenged? Does your manager genuinely take an interest in your career goals and find opportunities to nurture them? If the Answers No...Your boss could be in their first management role and be overwhelmed with their day-to-day du ties. They could also just not be cut out for management. Either way, it shouldnt be to your detriment. Have a candid conversation about your recent plateau. If the two of you are not already having weekly or biweekly one-on-one meetings, you should (and heres how to ask for them). Its as simple as saying Ive had a chance to accomplish a lot here and Ive really enjoyed the opportunities Ive been given. I want to continue to contribute and grow on this team. Lately, Im not feeling the support I think I may need. Ive done some self exploration on what some of the circumstances might be, but I was hoping to get your insight as well...They may surprise you with their suggestions once youve broken the silence. Itll also be a wake-up call to them to be more present and supportive of you and others on the team.And if theyre not responsive? That may be a sign to move on.If Its YouHow to KnowDoes your company and manager provide the tools, support, and facetime you need to learn and grow, ye t you still feel stuck? Do you feel too comfortable with your responsibilities? Are you no longer excited about the work youre doing? Does learning about the industry put you to sleep?If the Answers Yes...Thats OK Give yourself some time to explore and get excited about something new in your career.If the thought about changing things up scares, you start by reading these articlesWhat to Do When You Realize Youre in the Wrong CareerThe One Question to Ask Yourself When Youre Feeling Stuck in Your Career5 Steps Thatll Take You From Thinking About Changing Careers to Actually Doing ItAfter you do that, its up to you to take the next step. No matter what your situation is, youll always have to take initiative in some way. If your company doesnt offer an outlet for learning, be proactive yourself. Find ways to expand your responsibilities. Force yourself to try things youre not as familiar with, or take on tasks that are bit of a stretch for your skill set.If theres no possibility to le arn internally, take your efforts outside the office. Sign up for an online class. Or, find a meetup, event, or company doing something cool. The people you connect with and the information you absorb could lead you on a new path that provides more room for growth- or, inspire you to make some changes within your current role.

A History of Recruiting Coordinator Resume Refuted

A History of Recruiting Coordinator Resume Refuted The Upside to Recruiting Coordinator Resume The Recruiting Director is accountable for the hiring of the whole head of recruiting that is also often called talent acquisition or talent attraction in some organizations. You would like to get the lage so that you want to be sure your resume goal encourages employers to learn about you and review your competencies via an interview. Attempt to keep it succinct, but be sure that you include relevant info to back up your candidacy for the open position. Infographic resumes are impossible to comprehend, states MacIntyre. The Honest to Goodness Truth on Recruiting Coordinator Resume Some employers prefer to employ certified candidates, and a few positions may require certification. Companies want to find the most well-rounded applicants. Technical recruiters may make an effort to recruit at all levels, but might not create amazing outcomes. You usually require a bachelors degree, but nevertheless, it can be in nearly every area. The Fight Against Recruiting Coordinator Resume The next time that you are reviewing your analytics and you find a high time-to-fill number or whatever data is valuable to you set the brakes on and see if what you must do is recalibrate your recruiting group and receive the correct people on board first. Then, theres the chance a candidate is going to be invited back for the 2nd round, thats the super moment. If for no other reason, acquiring the resume will permit you to easily schliff all the on-line profiles teams require prospects to finish. An eye-catching resume, though, will aid with the rest. In reality, youre playing a crucial part in the evolution and promotion of a business by supporting the hiring process from the starting stages. Legal compliance the objective is to be in a position to demonstrate that the recruiting procedure leads to a below target quantity of applicant and candidate complaints. The capabilit y to work nicely with other people to accomplish a typical aim is essential for a harmonious workplace. Make certain you give your resume to your recruiter, and be mindful that they may request that you make changes to satisfy their specifications. Get the Scoop on Recruiting Coordinator Resume Before Youre Too Late Youre attempting to find information on the business, company environment, goods, and services, to be able to find out how you are going to fit in based on your abilities and strengths. There are lots of jobs out there in the industry business, so begin putting your administrative coordinator resume together once possible If you are interested in an instance of excellent messaging in a resume, take a look at the digital advertising executive resume sample among our completely free downloadable resume templates. If you disagree, youre in the incorrect organization. The Recruiting Coordinator Resume Cover Up It is crucial that you ought to think like your possible employer. Attracting and hiring qualified employees is among the most essential facets of running a thriving company. If it comes to recruiting top-notch talent, a whole team devoted to the hiring procedure is often called forth in organizations to get the business done. Among their many distinct tasks, administrative coordinators make certain their businesses are operating smoothly. Hiring managers want to be aware of if you ought to relocate. Employers value workers that are flexible and ready to juggle a number of tasks simultaneously. Employers are going to want to employ somebody who has great communication and client service abilities. They want to know that they can trust workers to handle a project down to the last detail. The Hidden Gem of Recruiting Coordinator Resume Job application writing doesnt need to be always a 1 person job. Your job application objective need to be simple and also must be clear. Writing a resume can be an intimidating task. Much like any Human Resources role, you ought to focus on identifying candidates with superior communication and interpersonal skills. By carefully targeting resumes for particular jobs, you are able to greatly enhance your odds of getting noticed in the work marketplace. It is possible to require a resume targeting the particular position most likely attempting to get. Its possible to use the work application objective when youre targeting any particular job. Hunting for work or transitioning to a greater position is quite challenging. Career services people are the ones that are paid to get to check at your resume and critique it. Ultimately, knowing the way the financial industry and the way it works can help create a strong candidate. Soft abilities, on the flip side, describe behavioral attributes. Utilize your wisdom, so that as always, you always have to make several resumes for lots of kinds of organizations. Recruiting Coordinator Resume No Longer a Mystery If you would have to relocate, then it will get a bit more complicated. Coordinators should have excellent communication abilities and be in a position to talk clearly and positively on the telephone, over email, and in person. They perform a wide variety of duties throughout many types of organizations. Project coordinators can discover opportunities in a variety of industries.

6 Millennial Recruiting Techniques You Need to Know About

6 Millennial Recruiting Techniques You Need to Know AboutMillennials are taking over todays workforce. According to the 2015 Millennial Majority Workforce study by Elance-oDesk and Millennial Branding, Millennials will be the largest generation in the U.S. workforce as of this year. In fact, the study found that 28 percent of Millennial workers are already at management level.Unfortunately, while the study found that 82 percent of hiring professionals believe Millennials bring a unique set of skills to the workplace and are more technically adept than prior generations, the majority (53 percent) report difficulty in finding and retaining Millennial talent.This unique generation of workers requires an equally unique recruiting strategy. Here are six need-to-know Millennial recruiting techniques1. Give them a sense of purpose. Demonstrate quickly how Millennials can make a significant contribution to the job while theyre there, particularly if you can attach some level of social impact or purpose to the job. As a Millennial myself, I can speak to how this appeals to me and my fellow Millennials. We are more purpose-minded and socially aware. Millennials would prefer a job with purpose or social impact (i.e. reducing the companys global environmental footprint) over just another job.While we absolutely want something that pays the bills, if you want to keep us there past one or two years, show how we can make a solid contribution to the job using what we know. Show how what we do can make a financial impact on the company, or a social impact on the community or another stakeholder. This adds something significant to us working that particular job outside of just getting paid for time.Philip Blackett, Founder and CEO, Magnetic InterviewingBe sure to attach some level of social impact when recruiting Millennials PhilipBlackettClick To Tweet2. Offer opportunities for growth. One theme that has consistently come up in interviews and employee feedback alike is growth . While salary and benefits are still important, Millennials care fruchtwein about the ability to learn and grow as a professional and an individual.To that end, we have training sessions on Mondays and Wednesdays, and we also incentivize reading relevant books, becoming certified, etc. As far as attracting new hires, our office has an open floor plan. From the moment a potential new hire steps in, he or she sees that this is a place that encourages open communication and collaboration. More often than not, the candidate suggests the desire for personal and professional growth, and we then discuss how we offer that.Jonathan Gilde, Account Director, BrightHausMillennials care most about learning and growing professionally JonathanHausClick To Tweet3. Get social with candidates.During the pre-screening interview, invite the candidate to check out your company Instagram account. Of course, you want to make sure the account regularly features new photos and videos that show off what it s like to work at your company the environment, people, and culture. Its not hard take photos at company events and shoot quick videos of current employees answering fun questions.Millennials value transparency and authenticity. They dont want to hear a carefully-calibrated pitch. They want to hear from and see the actual people who work at your company and enjoy what they do.Chad MacRae, Founder and Principal Recruiter, Recruiting SocialHowHeRecruitsshows transparency and authenticity to their Millennial candidates GetSocialClick To Tweet4. Make company culture a priority.At Spreadshirt, my position as Feel Good Manager was created so that there was always someone who had company culture top of mind. A good reputation and word of mouth are the best ways to attract and retain Millennial talent. Due to Feel Good Management, more than 20 of the new recruits at Spreadshirt came via the recommendation of a current Spreadster, and 95% of Spreadshirts employees said they would recommend Spreadshirt as an employer to friends.Culture and work life balance are extremely important to the Millennial worker. They are prepared to give 100 percent at the office as long as they have ample time to devote to projects related to their passions and to spend time with the people who matter to them. They want to feel like they are making an impact within their community and company. Most importantly, they want to do all these things for a company whose ideals they can identify and connect with.Stefanie Haussler, Global Feel Good Manager, SpreadshirtWhen culture is priority, Millennial talent will comeClick To Tweet5. Help build their personal brand.There are two major things that I focus on when recruiting and retaining Millennials and both are ingrained in our culture. I make sure there is an opportunity to be invested and impactful within the organization no matter if youre an intern or a director. I also make sure there are opportunities for each gruppe member to build a perso nal brand and grow professionally inside and outside of the office.Candidates can usually see these values shine through on our website and social media, so theres no selling it or faking it. These Millennials apply because they want to be a part of what they see. Recruiting is pretty organic for us and thats the way it should be.Jason Brewer, Co-Founder and CEO, Brolikjaybrewmakes sure ALL team members have the opportunity to build their PersonalBrandClick To Tweet6. Keep things fresh and new.What Im seeing is that Millennials really want to feel like theyre coming into a new company with a new vibe. Our team has been growing so quickly that weve had to move locations three times. What Ive found every time is that everyone was excited for the new environment and the new office. So weve decided to switch up the office every year or so, giving the room a completely new feel Right now, our offices have a cool, aesthetic edge as everyone is separated by bookshelves, but still able to m ingle with one another.Millennials dont want to just come into an office and work for a company that is going to be completely stagnant. They want to see things in a state of change. Its almost like they really do want to work for a new company every two years. By re-creating a new office space, Millennials are provided with a fresh new environment without actually having to leave their jobBeau Hale, Co-Founder and President, AdBoom GroupSwitch up your space and vibe once in awhile TagBeauWhatAttractsMillennialTalentClick To TweetWhat millennial recruiting techniques have you found successful with when hiring Millennials? Share in the comments