Posts Tagged ‘aftermarket parts sales jobs senior sales job motorcycle passenger car business devleopment’
This has been a year of change and challenge in more areas than one. Everyone seems tired, slilghtly worn out and certainly ready for the Christmas break, when no doubt we will all recharge our batteries with festive fare and a lovely rest before starting back in 2013 with a newly refreshed drive and attitude.
Thankfully, the economy seems to be settling at last and hopefully, that will signal positive things for the job market. Lets hope the candidate shortage doesn’t continue to bite!
I would like to wish all my current and past clients, candidates, business contacts and friends a restful and plentiful Christmas, and a 2013 that defies all expectations for success and positivity.
Wishing you fun, frolic with fanciful festivities and a truly memorable end to 2012.
For our lovely festive e-card, please click here and enjoy!
Following the unexpected passing of my father in South Africa, I would like to extend my heartfelt thank to my friends, acquaintances, clients and candidates for all the heartfelt messages of condolence and support I received.
The loss of a parent is an inevitable but heartbreaking fact of life. But when family are on the other side of the globe, it makes coping with the loss so much more difficult.
I had no choice but to get on a plane to South Africa as soon as I heard the news to be with my family. Although I did put interim measures in place I would like to apologise if calls and emails have not been answered over the past 2 weeks. Responsive service is always very important to me, but at this time my focus simply had to be elsewhere for a short time.
I have been really humbled by the generous responses I have received from most quarters, and I am truly grateful to be held in such high regard by so many people who took the time to offer their support and best wishes in such a sad time for me.
Hopefully, it will be back to business as normal from now on.
It makes sense that the CONTENT of your CV is what gets you the interview, not the STYLE of it. Obviously, the person who reads your CV wants to see what you did, how did it, how long for and what you achieved in each role. Anything that detracts from that, detracts from your chances of being considered.
When you apply for a job, you would want your CV to cause the least bit of disruption to internal systems, so that it can get through to be seen by the decision maker. Formatting and trying to be overly creative with the appearance of your CV can shoot you in the foot.
In this case, less is definitely more! The best advice on formatting is always to go for a simple Word based CV, with ordinary spacing and using bold typeface to highlight important bits.
1. Ordering of dates
Always start with the most recent first. Reverse chronology of dates means the reader has to scroll all the way down to the bottom of your CV to get to your relevant experience. They may get bored and decide to look at another CV instead!
2. CVs saved as PDF
Your CV is likely to be stored on a database if you approach an agency. They would probably want to reformat it to suit their particular style. If your CV is saved as PDF, it is not possible to effect quick changes. Some databases don’t accept PDF at all as a document format. At best, it will need to be reformatted either by the database itself, or by an administrator, which means you will lose all the clever formatting anyway. At worst, your CV might just be discarded.
Using complex tables in your CV might look good and help you to sort the information, but often emailing or storing tables disrupt the formatting. And if your CV has to be reformatted to suit a recruiting client’s expectations, it can cause administrative headaches with tables that overrun pages, or tables that don’t fit into the set format. As for PDF’s, save yourself the risk of exclusion by going for simple and straightforward instead.
Believe it or not, I see many CVs that are written entirely in capitals. It is difficult to read, hugely challenging to reformat and simply not good English. Always make sure the capitalisation is correct. It reflects attention to detail, a good grasp of the written language and good presentation skills.
5. Multiple Colours
Recently, I saw a CV with all the text in red. It was amazingly difficult to read! Using too many colours, or even a single block colour, on your CV does not create the right impression. Go for simple black text on a white background – It creates the best professional impression.
6. Including logos and photographs
Don’t put the logos of past employers on your CV. You are selling your own skills, and that is what you should be focussing on.
As for photos: Just don’t do it! Unless you are in a performance related field such as acting, the way you look has nothing to do with the job you do. It distracts the reader from what is really important.
A large amount of text presented in a single block is very difficult to read. Space things out so that the reader is lead naturally through your experience. Use Bold type to separate different sections. For example: Place an employers name, dates and job title in Bold, and then follow that with a bulleted list of responsibilities and achievements in that particular role
8. Keep it standard
Finish off as you start. Make sure your CV has a uniform appearance, present information consistently in the same way (Spacing, typeface, etc) throughout to create a professional appearance. Anything different creates a haphazard appearance.
Recruiters find themselves in a complicated and often misunderstood role. Job seekers are attracted to their services and industry expertise – yet at the same time repelled by the seemingly fickle relationships, the possibility of failure and rejection, and worst of all – job opportunities that may never fully materialize.
Before working with a recruiter, job seekers need to come to terms with some very hard truths about themselves and the recruitment industry. Namely, not every candidate is created equal, and recruiters can’t always be miracle workers. Realizing this, candidates can move on and embrace recruiters for what they realistically have to offer. Below you’ll find some un-doctored truths about recruiters – what they can and cannot do, and what it means for job seekers. For starters…
- Recruiters have commitments to their clients: The recruitment agency’s clients are composed of companies and organizations that have hired them to fill open positions. Although a recruiter may want to help you with all their heart, if you’re not a good fit for their requisitions, they can’t do anything for you (at the time). What this means is that recruiters have long memories, and when a position does come along that fits your profile, you can bet that you’ll be first to know.
- Recruiters know the job market: Recruiters who are truly dedicated to their craft will be able to offer small tidbits of wisdom to help you along in your job search. If a recruiter recommends you make an adjustment to your CV or suggests you present your experience in a certain light to better fit an opportunity – you’d be wise to listen to them. On the other hand, know that recruiters are not babysitters or career coaches…
- A recruiter is only as good as his/her candidates: The Internet is awash with criticisms of recruiters for their inability to place every sad excuse of a candidate that walks through their door. Recruiters are not miracle workers. They can’t shine you up, cover up your imperfections and toss you into your dream job. If you’re not qualified for a position, the recruiter can only do so much.They don’t create jobs, but they can be “hubs” of invaluable market knowledge and career networking.
Finally, know that working with recruiters requires mutual effort and understanding. A good recruiter will put in the extra effort for you, if you do the same for them. When working with recruiters, try to return their calls in a timely manner, be professional and presentable, go on interviews they set up, and always exercise honesty and integrity.
As with many practices in business, you get what you put in. If you call a recruiter only when you desperately need a job and then act frustrated when they don’t find you a job in a day, they aren’t going to want to help you as much. Again, recruiters can’t make a company hire you, but they are selling; if they like you and believe in your skills, they will be that much more effective at selling you to the company
My own recent experience just made me realise, again, how important the personal brand of the sales person is to the customer and the buying relationship.
In this case, I was the customer who bought some advertising. The sales rep arrived in typical flush fashion, all high heels and big hair to signify her role in the media industry, and with lots to say about what would be best for me and my business. I listened, asked for advice, listened and asked for advice. This particular advertising medium was out of my frame of reference so I needed all the help I could get.
I placed the order, and in due course I had an email with my proof. I made a few little changes, assuming that what was delivered was right and appropriate given the detailed brief I gave, and also implementing the trust on my part that my request for advice was heeded.
Now I know that advertising can be hit and miss, so my expectations were pretty well-managed.
The first issue developed when the campaign started without me being advised of the date, so my back office systems were not quite ready yet. I complained, they apologised.
Off we went again, and 4 weeks into the 8 weeks campaign I had a call to see how it was going, and also to offer me some more advertising in a different medium. It wasn’t going great so I wasn’t going to buy any more advertising! But she did offer to make some changes to the current ad to hopefully improve the response rates. I emailed my new information, left messages and even emailed the rep to talk to her. I was ignored for over a week!
When she did eventually call, it was full of excuses about how her iPhone had let her down. Frankly, I didn’t want excuses. I was mortified that this sort of stuff still happens in modern-day sales! Especially when the solution she offered involved paying a lot more to keep the same ineffective ad running.
Eventually, I got to speak to the Sales Manager who was very quick to defend their business principles, but also pointed out that the ad was grossly inappropriate for the medium. I respected how well she defended both her team and her employer. But I was also surprised that, as the Sales Manager claimed to be a recruitment expert, and given my repeated requests for advice, I didn’t get to speak to her at all in the process? I felt even worse when she said another recruitment agency had taken the same package deal and had a fabulous response. Really? Why were they given different advice to me then, if we were obviously paying exactly the same price for exactly the same deal?
In the end, I am getting some of my money back. But the damage this has done to my perception of this organisation is huge. I will be very dubious to trust anything they say, ever again, regardless of the Sales Manager’s claim that they are an ethical business.
I believe that this is all down to communication within their business internally, and the lack of the Sales Rep’s ability to establish credibility after she had promised the earth but failed to deliver. As sales people, we operate hugely on a basis of trust with our clients. The client buys both the wider branding of the seller, and the personal brand of the sales rep. If the two brands do not line up, there is a real likelihood of a disgruntled result at the end. To the client, that person sitting in front of him making the promises represents the company and this is were buying decisions are made and later, regretted.
The true mettle of any sales person is tested when things go wrong. It is easy to manage affairs when it’s all hunky dory. However, a real professional sales person will put his own pride in his pocket to make sure the customer gets what he pays for. And this includes pro-actively ensuring that the customer gets the best pre-sales service as possible, to try and avoid mishaps in the first place.
Communication, at each step of the process, is vital to make sure the customer knows what the challenges are so he can make an objective decision, When things go wrong, emotions come into play and it is far harder to recover damaged relationships than to manage problems when they are still small.
But most of all, don’t ever make promises that you can’t keep. Forewarn the client of potential issues. And if you can see that they are making a mistake, compare the commission you may lose on the deal with the respect you will earn from being honest. The latter will get you referrals and probably even more business deals. Only going for the sale, at any cost, will end in tears in the long run.
Or have I missed something, somewhere, in this wonderful commercial world we live in?
We are delighted to be working with eBay, the world’s largest online marketplace. They have a powerful online presence for the sale of automotive parts and accessories across Europe, managed by a passionate community of individuals and small businesses. The size of the European automotive and motorcycle replacement parts market for eBay in Europe is measured in BIllions of Euros.
In line with recent developments in the parts aftermarket, with several of the OE parts manufacturers, factors and distributors developing online parts sales strategies, eBay are now looking to maximise on this trend by developing a new vertical offering to market in Germany and the UK.
This will be focussed entirely on the automotive and motorcycle aftermarket parts channels, offering a platform for factors, distributors and sellers to utilise.
This exciting opportunity requires a sales professional with a real in-depth knowledge of the automotive aftermarket. You will understand the commercial drivers as well as the complex relationships that exist in the aftermarket. You will also have a strong sales profile, with a real drive to develop fruitful and long standing client relationships. Working form ahome based location but reporting into the head office in Berlin, you will also be able to develop commercial proposals based on client needs.
In return, they offer an outstanding opportunity to diversify your skills away from the mainstream parts aftermarket whilst still maintaining a detailed relationship with the industry. There are also excellent benefits, career prospects and a world class working culture from which to benefit.
For more information, please send your CV to email@example.com, or call 0845 269 9085 to discuss this exciting opportunity in more detail
So what are the pitfalls?
1. Inappropriate Pictures
Pictures of you in full party mode, chugging it down or falling over in the gutter might be a laugh to your friends. But that is NOT what you want a prospective employer to see! Unless you make sure that your security settings are watertight, especially on Facebook, simply don’t put them online.
2. Complaining About Your Current Job
You’ve no doubt done this at least once. It could be a full note about how much you hate your office, or how incompetent your boss is, or it could be as innocent as a status update about how your coworker always shows up late. While everyone complains about work sometimes, doing so in a public forum where it could be found by others is not the best career move. Use this measure: If you won’t say it out loud in front of your boss or colleagues, then don’t post it online for the world to see.
3. Posting Conflicting Personal facts
Disparities will make you look at worst like a liar, and at best careless. Make sure that you are honest about your background and qualifications, and support this with the information you post online. Don’t over – or under state your experience, job title or qualifications. Inconsistencies mean a high risk factor to potential employers and they are likely to simply avoid it by cutting you from the list.
4. Statuses You Wouldn’t Want Your Boss to See
Statuses that imply you are unreliable, deceitful, and basically anything that doesn’t make you look as professional as you’d like, can seriously undermine your chances of landing a new job. We have all heard of people losing jobs because of inappropriate statuses like the Receptionist who posted “I’m bored” during working hours. Worse even, are things like “Planning to call in sick tomorrow” or “I hate the time this project is taking”. It doesn’t only put your current job at risk, but future employers are most likely to avoid you too.
Manage your online profile
You can manage how you are viewed online by simply checking yourself out from time to time. If you see something that is risky, even if it was posted by someone else, just get it changed. The future investment will be worthwhile!
With more and more jobs being advertised online, putting your CV on an online jobs board is one of the most effective ways to find a new job. In fact, its a no brainer! There is such an online explosion in the recruitment industry that NOT being on a jobs board is a bit like trying to fish in a lake without water.
But how do you get the best from the jobs boards?
1. Understand the service
A jobs board is a bit like a huge pond full of fish, where recruiters and employers try to find job seekers who have the skills and experience they need to fulfill their needs. In line with UK employment legislation, the job seekers get a free service and the searchers have to pay. On most boards, you can both register your CV and also apply to get free job alerts. This means you will get an email whenever a job that matches your criteria is posted onto the jobs board, making it easier for you to apply.
Employers and recruiters subscribe to the jobs board and pay to not only post jobs, but also the search the databases for candidates. Just like searching on Google, the results of a jobs board search appear in ranked order. The person searching for candidates will pop in some keywords and search criteria, and the search engine will deliver a list of results with those that most conform to the criteria at the top of the search. So it makes sense that if you want to be at the top of the list, you have to use the search criteria in your CV.
2. Optimise your key words
So this breaks the common rules of CV writing a bit. But after all, you can always improve the look and feel of your CV to actually send to the employer! The main purpose of this particular CV is to be found on the database and to appear as high as possible in the rankings so the recruiter can read it first.
Optimising means that you have to anticipate what the searcher is going to be looking for. It’s not that difficult: Use common keywords like the name of your industry, the job title, the systems you use, the products you sell, and so on in your CV. Its surprising, for example, how many people work in the automotive industry but never use that word in their CV, not even once!
Then extend your key words to include derivatives. For example, use both Independent Aftermarket and IAM. Or for technical terms: Include both FEAD and Front End Auxiliary Drive. This does seem like overstatement, however the anticipation is that the person inputting the search might not actually understand the meaning of the terms, or even know that there are acronyms that are industry jargon.
3. Don’t be afraid to name drop!
If you work in a specific industry or specialist area, name the brands or products. For example, a candidate who states that he has experience of “selling Bosch engine diagnostic tools and equipment to the garage / automotive trade” will have higher returns in searches than those who purely put “Sales of automotive tools”. Often, these trade names become incorporated in industry specific language (Think of Hoover!). You will know what is relevant to your industry – Use it!
4. Use the tick boxes sensibly
To make the search easier, most jobs boards ask candidates to tick boxes to show their preferences (Location, salary, industry, permanent or temporary, etc). Be careful of being too specific here, as it might discount you in searches but don’t be so broad that you appear in every single search. Just consider your true expectations and reflect these in the boxes that you tick because this will be used to filter the searches.
5. If you’ve got it, flaunt it!
Of course your CV should reflect your skills, experience, qualifications and achievements. But the language and actual words you use to describe these will make the difference between floating to the top of the database search results, or being left at the bottom of the pool. The lesson here being, if you’ve got it, flaunt it!
And don’t be afraid to state the obvious either – If you leave something for assumption, the likelihood is that the assumption will be wrong because you don’t know who is doing the search!
I am very excited about being invited by the Guardian newspaper to be part of an expert panel on their Career website on Wednesday 17th August.
The main subject of the webcast will be Recruitment Consultants, how to deal with them, what to expect from them and, ultimately, how to get the best out of them.
I often meet job applicants who are totally disillusioned by the job hunting scene. People who feel that no one cares to listen to their problems, nobody responds back to their job applications and there seems to be no interest in their plight to find a suitable job. And I am sure, regardless of how hard I try personally to deal with my own candidates, thatsome of them too might be fed up by trickling information streams and a lack of suitable positions.
I am always very upfront with candidates: I am not able to help everyone. If only I was Superwoman – I would flash my cape and jiggle mybelt and there would be jobs, feedback and opportunities for everyone. But the reality of today’s employment market and the continual commercialisation of the recruitment process means that having one brain and two hands seem to be a real limiting factor to us humans!
Listening to and participating in the Guardian Careers podcast might dispel some of the myths and give candidates real advice on how to best engage with the recruitment world.
Join us on Wednesday 17 August between 1pm and 4pm – advance questions are welcome – on http://careers.guardian.co.uk/recruitment-agencies
Exciting new job opportunity: Product Manager for a Vehicle Manufacturer’s parts distribution program
This is a great opportunity to spearhead a new parts distribution strategy on behalf of a very well known premium Vehicle Manufacturer.
Our client is a very well known European vehicle manufacturer, with several well known premium marques in their stable. With a view to expanding and commercialising their dependent parts distribution strategy, they are looking for an experienced Marketing and Product management specialist to develop this further.
You will be responsible for managing parts product sales planning throughout product lifecycles, driving sales volume and revenue growth for every product channel, group or program. This will also include managing product positioning, taking into consideration price, discount, stock and margins. In addition, you will work very closely with the national parts sales team to ensure adequate marketing support in terms of special deals. This will include promotional activity to the dealer network.
The ideal candidate will have excellent presentation and communication skills, with the ability to manage several diverse projects simultaneously., Your commercial and product management skills will come from a parts related background, ideally from within a motor factor, distributor or components manufacturer. You will be an experienced Product Manager, with a good level of analytical ability, but you will also be comfortable in a sales based context.
For more information, please send your CV to Cathy at firstname.lastname@example.org, or call 0845 269 9085 for an informal discussion.
CR Associates is a specialist provider of permanent recruitment service to the automotive industry and its associated distribution supply chain.