Posts Tagged ‘distribution sales’
Where I grew up in South Africa, Easter falls in the early autumn. It starts getting cooler, the nights draw in and mothers start cooking vegetable soup. It’s a time for slowing down, for taking respite and for re-calibrating.
Here in the UK, Easter is a time of re-awakening. It’s early spring, the daffodils and crocuses bloom and everything is springing back to life after the winter. We all rejoice in British Summer Time!
Of course, we all know that Easter is not really about hopping bunnies and chocolate, Easter bonnets and chocolate, and more chocolate on top of the chocolate we already ate.
Easter has it’s own meaning for everyone. For me, it’s about being grateful and taking time to contemplate how generous life is with it’s gifts. I seem to be getting a lot more philosophic as I get older. And I like it that way! It has improved my quality of life immensely.
So my Easter wish for you and yours is that you may have the luxury of making space for a bit of gratitude. (And of course, chocolate!)
I am grateful for so many good things – Physical, professional, emotional, spiritual, both business-wise and personal. The list will go on forever! So instead of boring you witless, I would simply like to wish everyone a truly blessed Easter.
I have organised thousands of job interviews for candidates during my career. If only I had a penny for each time a good candidate ruined a job interview by asking the wrong questions – or worse, not even asking any at all!
The problem is that most candidates don’t seem to prepare for the inevitable interview question: “Do you have anything to ask us?”
Great candidates ask questions because they’re evaluating the interviewer and the company– and whether they really want the job. How you ask these questions may make or break the outcome of your interview.
Here are five questions great candidates ask:
1. What do you expect me to accomplish in the first 60 to 90 days?
Great candidates want to hit the ground running. They don’t want to spend weeks or months “getting to know the organization.” They want to make a difference–right away. And they want to show the interviewer that they have thought about how they will achieve this.
2. What are the common attributes of your top performers?
Great candidates also want to be great long-term employees. Every organization is different, and so are the key qualities of top performers in those organizations. Maybe top performers work longer hours. Maybe creativity is more important than methodology. Maybe constantly landing new customers in new markets is more important than building long-term customer relationships. Maybe it’s a willingness to spend the same amount of time educating an entry-level customer as helping an enthusiast who wants high-end equipment.
Great candidates ask this because they want to know if they fit, and if they do fit, what will make them a top performer.
3. What are a few things that really drive results for the company?
Employees are investments, and every employee should generate a positive return on his or her salary. (Otherwise why are they on the payroll?) In every job some activities make a bigger difference than others. Great candidates want to know what truly makes a difference. They know that by helping the company succeed, they succeed as well.
4. What do employees do in their spare time?
Happy employees like what they do, and they like the people they work with. This is a difficult question for an interviewer to answer. Unless the company is really small, all any interviewer can do is speak in generalities. But this candidate wants to make sure they have a reasonable chance of fitting in, and that is a very important quality.
5. How do you plan to deal with…?
Every business faces a major challenge: technological changes, competitors entering the market, shifting economic trends, etc. And well-informed candidates will be aware of all the risk factors. They hope for growth and advancement. If they do eventually leave, they want it to be on their terms and not because the company was forced out of business.
For example: I’m interviewing for a position at your bike shop. Another shop is opening less than a mile away: How do you plan to deal with the new competitor? Or you run a poultry farm: What will you do to deal with rising feed costs?
A great candidate doesn’t just want to know what the prospective employer thinks; they want to know what the prospective employer plans to do – and how they will fit into those plans.
Asking questions like these will help you stand out from the crowd, proving your real interest in the job and the company. Hopefully, the answers will also give you a pretty good idea of whether the role and company is right for you or not.
Do you have a “One size fits all” CV?
Writing a CV with a specific job in mind, is relatively easy because it can be targeted. Getting your CV ready for online is quite another story.
The fact is that using your standard CV for all purposes is not the best way to get found by recruitment agencies or employers online. And the entire jobs market is online, if you see what I mean!
There is a specific reason for this. Registering your CV with an online jobs board, or sending your CV to an employer or recruitment consultancy has one particular element in common: A database.
1. How does it work?
An electronic database is an effective way of managing and storing vast amounts of data, in this case thousands of CV’s. Think of it as a huge storage facility into which all the electronic data is poured en masse, identified only by little tags of data that will help the database administrator dig the information out again when it’s needed. These little tags are key words or phrases.
When a recruiter wants to find a list of potentially suitable CV’s for a job, the databases are searched through using key words or phrases that will pull out suitable CV’s from the huge numbers stored in the database.
This isn’t dissimilar to a Google search: The jobs boards will categorise search results in order of suitability that is usually based on the numbers of times the key words appear in the CV. The more frequently the word appears, the higher up it is rated in the search criteria.
Of course, other search criteria also apply: Geographic location, salary range, qualifications, temporary or permanent, etc. but key words, in my view, is the most important way to find well-matched candidates. There are usually boxes to tick for these general search areas and this is automatically searchable.
When you apply to an agency directly, the likelihood your CV being stored on yet another database is very high and even though it might be additionally coded in this way, the agency will still need to know what your background is. You don’t always get the opportunity to discuss this first.
For this reason, writing a personalised CV for a database is not appropriate. There is in fact very little human interface until your CV is read AFTER it has been found on the database.
Obviously, if you are looking for a job it is important for your CV to rate very highly in database searches. The more “hits” you get, the better your chance of being successfully matched to a job and proceeding through the recruitment process.
2. Think like a Recruiter
As a recruiter it is to my advantage to find the best possible candidates for the job I am trying to fill through searching the databases. But without some really creative thinking on my part it is often very difficult to dig them out. I am always surprised how few candidates actually mention obvious information like the industries they work in, or the products they work with, on their CV’s.
With the databases jammed full of CV’s of any kind, getting your own to the top of the pile is really important. Sometimes stating what you might think is the obvious, makes the difference between being overlooked or not.
Recruiters get thousands of CV’s in every search. Improve your chances of being spotted by imagining you are explaining what you do to someone who has no idea of what you do. Write all the descriptive words down, and use them in your CV. Remember, a non-intelligent electronic system is going to be matching on these words. Then, they will be cross-examined with human intelligence. When I look at hundreds of CV’s, it is much easier if its obvious that the CV represents a basic fit, rather than having to dig too deep too quickly.
Most recruiters will use the first trawl to draw up a long list to investigate deeper the second time around. This is usually done quickly, perhaps by a quick scan only. You might be excluded during this scan, even if you do match the job, if your CV makes it difficult to find and process the information.
3. Optimise key words and phrases
Using the above ideas, you should have a good idea of what to include, but the following words MUST appear in your CV:
- The industry you work in. Don’t just tick the box on the registration screen, mention the words in your CV. Be specific and if there is more than one descriptive word, use them all.
- The products you work with. Do you design engines? Do you sell guitars? Do you service front end loaders? These are all key search criteria – The words that must appear in your CV.
- Jargon, acronyms and technical words. This is particularly important for technical jobs, or jobs in industries like Automotive, Aerospace or IT / Telecoms where acronyms abound. In automotive, words like JIT, QMS, FEAD, etc have become part of the vernacular and that is what recruiters might use to search.
- Job titles. Especially if there is more than one descriptor for what you do, make sure you cover the bases. For example Sales can encompass Business Development, Key Account Management, Telesales, etc. that all describe a variation on the same theme. Make sure these appear in your CV in such a way that they describe very specifically what you do or want to do.
- Specialist areas. For the same reasons as above, the more your specialist areas appear in your CV the better your chances of standing out from the crowd.
- Brief company details. In a very short paragraph, describe the industry, product, methods and systems to optimise key words whilst also explaining to someone who is not familiar with the company exactly what the organisation did, and in turn cast light on where you fit into the context.
- Systems and processes, especially if they are widely used or have specific names. For example, a system like SAP is very widely used and this might be a search word. If it’s not mentioned, the assumption would be that you don’t have the experience.
4. Less is not more
Sometimes it is not possible to squash all your skills and experience into the confines of 2 pages. Especially if you are a specialist or senior manager, I believe that making a CV too short might be to your disadvantage if it is stored on a database.
Write what you have to, but use bullet points to shorten the text and make it easy to find the information. Put your best attributes at the top of your CV, where it can be read first. Use figures and data to prove your abilities rather than just statements. Numbers in a CV is attractive, especially in commercial or sales jobs, as it provides a measure for your efficiency.
However, no Recruiter wants to read War and Peace so if the CV is too long, its likely not to achieve your objectives for you.
5. It must still make sense
Never forget that sooner or later, your CV will be read by a human being again. Optimising the search words is a means to this end, and the electronic search is the hurdle you have to cross in order to achieve this objective.
Don’t just list the key words. Use them to describe, concisely and intelligently, what you did and how you did it.
These tips should help you write a CV that is online friendly. Good luck!
There is nothing quite like a new beginning!
I am delighted to announce the relaunch of Cathy Richardson Associates during January 2014.
With a new strapline of Resource, Recruit, Retain we will take steps beyond what is normally expected from Recruiters.
Resource: Away with Just-in-Time recruitment! Instead of waiting for recruitment needs to arise within our client companies before we react, we will pre-empt hiring needs. We will work with our clients to understand growth plans, recruitment strategies, medium and long-term business challenges, and any other elements that may impact on how our clients’ people strategies may change. We will build talent networks, generate market maps and identify key talent in our core markets so that we can advise pro-actively on market dynamics. We will help build employer branding and assist our employers of choice to develop the most attractive candidate attraction and recruitment strategies to maximise opportunities in the skills short jobs market.
Recruit: Away with outdated tactics! We will actively work with our clients to generate efficient, targeted recruitment campaigns based on a range of social and conventional methodologies to make sure we find the best possible candidate shortlists. We will engage actively with our candidates to make sure they enter into only the best-fit recruitment processes. We will manage these processes for and with our clients, using state-of-the-art psychometric and assessment centre technology to make sure that objective hiring decisions are made. We will work with all parties to make sure that the most positive contractual negotiations are achieved, and that referencing and due diligence takes place in all directions to ensure positive outcomes.
Retain: Away with one hit wonder recruitment! We want the candidates we place to stay with our clients. We want their jobs to turn into careers. We want our clients to build loyal, stable workforces where people are valued and developed. That is why we will work with our clients and their workforces to help with coaching, mentoring, honest broking, advising and ensuring that communication is outstanding. We will actively work with our clients to retain their people. This will help us build employer brands for returning to the resourcing cycle.
Core markets: We have built a reputation for recruiting successfully into the Sales, Service and Commercial arenas. As in the past, we will continue to focus on the manufacturing and techno-commercial distribution markets. This includes Manufacturing, Automotive and Distribution. We will work with Sales, Marketing and Commercial teams to bring the best possible teams of people together to ensure commercial success. This ranges from graduate or entry-level, through regional management and culminates in recruiting at MD, Director or Senior level.
Certainly, new beginnings are full of risk but as the economy continues to improve and the skills shortage bites even more, we look forward to wonderful things!
At Christmas, I sometimes get a bit philosophical. Maybe it has to do with most of my family spending their Christmas on a hot beach in South Africa. Maybe it has to do with my own children growing up. This means that our Christmas is changing to accommodate different geographic locations, evolving relationships and generally, life and its changes. Maybe it has to do with all the yoga I do so regularly – Perhaps I am turning into a philosopher through head stands! All that blood in one’s head must have some eventual impact!
Whatever the reason for my philosophical turn: This year, I feel immensely grateful about Christmas. I am grateful for health, for people who love and care for me, and for finding out that life can be totally brilliant when you least expect it. I am grateful for so much that listing them here will be impossible.
Sometimes, we forget about the little things. Christmas can be so “BIG” that we overlook the really important little things while we try to live up to expectations. Those expectations are totally imposed on ourselves by ourselves. And then, when everything is over and the wrapping paper disposed of, we are left empty and disappointed because nothing can ever live up to those unrealistic expectations.
This year, I am taking Christmas easily. I am enjoying the twinkling of lights and the off-key sound of the choir at the carol concert. I am loving my Christmas jumper. I am enjoying the reactions of my loved ones to gifts that are, for a change, thougthful and useful, rather than expensive and impressive. I am taking time to taste the mulled wine, to feel “Jingle Bell Rock” tickling my toes, to enjoy every bite of rich celebration food. I will worry about the thousands of extra calories next year!
For this, I am most deeply grateful: Discovering that being mindful of the little things, make the big things so much easier.
And this is my Christmas wish for everyone I know: That you may be blessed with the time to enjoy, to be jolly, and to make the best of this festive season without judging or false expectations. Just have a simply wonderful, blessed and joyful Christmas!
It appears in most of the “Worst interview questions” lists. But simplistic, general and non-specific as it is, its is also a clever question used by the astute interviewer to assess a myriad of selection criteria. Especially when attention to detail, getting to the point quickly and focussing on what is important, appear high on the selection agenda.
This question is usually asked at the start of the interview. With this in mind, there are ways to prepare for it properly, so that you can get into the more detailed parts of the interview. Answering it well will make a good impression early on, but waffling and getting it wrong might shoot you in the foot totally, or set you back apace.
Getting an Elevator Pitch is a good way to approach this. Wikipedia defines an elevator pitch as a short summary used to quickly and simply define a product, service, or organization and its value proposition. The name “elevator pitch” reflects the idea that it should be possible to deliver the summary in the time span of an elevator ride, or approximately thirty seconds to two minutes. So you have now become your own product, with features and benefits relevant to the job specification!
There is also a strong likelihood that the follow-on questions will be based on the way you answer this question. So delivering a strong answer through your Elevator Pitch will certainly assist you in directing part of the interview, or at least give you a chance to introduce yourself fully and mention some working strengths early on in the interview.
1. DO start with you:
Obviously! But keep it short. Don’t start way back when, just give very broad brush strokes about the personal stuff because this is a job interview, so you should focus on your working background. But it is good to give a warm introduction to yourself, to personalise the meeting and to display your well-rounded background.
2. Do talk about your education:
Where you studied, what, and why you chose those subjects in particular. Especially if you are an Engineer or if you are being interviewed for a technical job, this is highly relevant. Again, broad strokes are better than finite detail, just give them a flavour so that they can probe it later on.
3. Do mention your experience:
This is where you can direct the interview, to a point. This is really the detail that the interviewer is after and they might interject with questions. Invite questions by talking about your relevant skills or experience. Allow the first question to develop into the rest of the interview as it follow a natural conversational course.
What not to do:
1. Don’t talk about salary at this point. Wait for the question to be asked.
2. Don’t go into unnecessary detail. Value your interviewer’s time.
3. Don’t waffle on. Use your elevator pitch and allow the interviewer to drive the conversation
The recruitment industry in the UK is an interesting economic place. Totally unregulated, it is driven in the main by commercial demand and financial means, both by the corporate recruitment fraternity and the major large employers. The smaller agency players in the market have no choice but to go with the flow, if they want to remain competitive. And candidates have to try and find relationships with agencies they can trust if they want to progress their careers. Its a free market economy in the true sense of the word.
But there is one issue that wants me to leap onto my band wagon at the moment: Conflicts of interest in the business relationships recruitment agencies have with their clients.
I recently dived back into the automotive engineering recruitment pool, after spending some years on the periphery in the automotive aftermarket. What I am finding consistently as I begin to engage with past and potentially new clients, is a slightly disturbing situation that defies common sense in business.
The engineering industry in the UK is enjoying a resurgence after being severely hit by the recession, and the demand for scarce skilled candidates is at an all-time high. There is real competition for people with good qualifications, stable career paths and functional expertise in core technical and commodity areas. These candidates have a luxury of choice when it comes to job opportunities, and I have heard of bidding wars between competing potential employers to obtain and retain the most sought after engineering abilities.
You would think that, given the state of the economy and the skills shortage that has raged in this industry for years, employers who use agencies for recruitment would recognise the need to protect their resourcing and human capital strategies in the same way they would protect their technology or their intellectual property. After all, the people they employee are the keepers of these secrets.
And the reason I know they don’t, is that the same small handful of agencies seem to own Preferred Supplier Agreements with most of the major employers. Sometimes the same agency has PSA’s with directly competitive companies, in exactly the same geographical and technology areas.
If I was an employer, this would worry me.
I am not an employer, and it worries me. How are these companies protecting the vested interest they have in their staff? Why are they allowing competition for their own staff through their current supply base? And why are they paying a (highly negotiated, remember its a PSA) fee for the pleasure?
Not much leaves me speechless. But I am certainly at a loss for more words regarding this subject. For now, that is!
Ever wondered why an interview you thought went swimmingly well, ended up failing? Read on – The reasons might be in here!
1. Talking too much
Good communication is about sharing information, so make sure that the conversation works both ways and isn’t all led by you. Listen equally as much as you talk, and allow silence from time to time to gather thoughts, both for you and the interviewer.
Being critical of a past employer also falls into this category. If you have nothing nice to say, rather say nothing at all.
2. Issues with time
If you’re serious about the job you need to show it by giving it your full attention. This means arriving on time (Or preferably, a tiny bit earlier to show you’re keen.) Don’t make other arrangements for directly after your interview. Clock watching is rude and distracting – It also means you are racing to finish the interview, resulting in a power struggle with the interviewer who might wan to go at a slower pace. At the other extreme, don’t overstay your welcome either. When the interview concludes, say thank you and leave. Hanging around too long can destroy a good interview.
3. Preparation – Or not!
Over preparation is just as bad as not preparing at all. Arriving at an interview not knowing anything about the job or company is a no-brainer. Maximise your chances by researching the job, the company, the interviewers. It proves you are interested, proactive and willing to learn.
But over preparing can also shoot you in the foot, especially if you insist on trailing through extensive presentations or going on at length about what you know about the company. Use the information you have gathered to direct your answers and questions, and go with the flow of the interview.
4. Inappropriate grooming and dress
You can always take the tie off! This falls into the preparation category, but it’s so sad that often, people ruin their chances by not dressing appropriately. My grandmother always said you can never be too tidy – This certainly goes for interviews too. Make sure you know the corporate dress code, and dress accordingly but be very careful for “Business casual”. This can mean jeans in one company, and a loosening of the tie in another. Always ask, and if you’re not sure err on the side of caution and go for a suit. As for personal hygiene and cleanliness: Again, a no-brainer! But you will be surprised how often people get turned down after good job interviews for smelling oddly or looking grubby.
5. Poor listening skills
One mouth, two ears – Use them in that proportion! Not listening to questions properly will mean you are unlikely to answer appropriately. The danger here is assuming you know what the question is before it’s been fully asked. So you may go off at a tangent, leaving the interviewer bemused and you without a job. Taking time to listen opens the door to two-way conversation, and that is what interviews are all about!
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.