The new Face in Sales Staffing

Human Resource departments, or anyone involved in the hiring process, put a great deal of emphasis on work experience, and for good reason. However, a single sheet of paper often forces candidates and recruiters or hiring managers to condense experience and skills into just one number for the purposes of a résumé. Screening candidates on the basis of years is a dangerous practice, especially in sales staffing.

Of course, there are exceptions, such as higher-level positions where some of the experience and talent required can only be gained with time. However, for most positions a young hire can be the smart choice, for a number of reasons. Major companies have only begun to see the value in hiring recent grads and self-starters, and now the media is taking notice as well. It’s time sales staffing firms take a cue from some of the smaller businesses and give “the young” the respect—and jobs—they deserve.

What makes this younger generation so valuable? Here are just a few of their very desirable qualities:

Younger hires are very willing to learn, and usually quick to catch on. They also don’t need to be broken of bad habits or another company’s differing methods.

The expectation of being underestimated fuels younger employees with the desire to prove themselves, creating a strong work ethic and a willingness to tackle challenges.

Fewer years does often mean lower pay demands, as higher salaries are seen as something to aspire to. 20-somethings also have fewer responsibilities (read: bills), so they can afford to start at a lower rate.

A younger employee has more time to stay with a company since they have more years ahead of them. They are also more likely to feel a connection or commitment to their first job.

Of course, you can’t base a hiring decision exclusively on age any more than you can on years of work; my whole argument is not to define a candidate by one narrow number. Think long term and look at all candidates with an open mind. Over and over again we are seeing college-age “kids” do amazing work because of their go-getter mindset. And as anyone in sales staffing knows, that is the key to success.

Work Life Balance: I want to be able to get ALL the important things done. Is there hope?

First, define the term balance. So often, people seeking “balance” end up with a life something like both sides of a scale dragging the ground behind them. I suggest thinking of work-life balance as a Teeter-Totter, which is certainly possible to balance but is much more fun when it “seesaws” back and forth. In fact, that is the purpose of a teeter-totter!

It’s important to become less concerned with balance and more concerned with purpose and focus. Purpose comes from service, and you may have more than one purpose, for each of the vital few key roles you serve in life. When you have done the work necessary to discover your purpose then, and only then, will it become possible to have an “On-Purpose” day.

Purpose gives your day focus and meaning; it shapes your goals, your decision-making, and your use of time.

Your purpose throughout the day may be to focus on the needs of your customers, then in the evening shift to the needs of your spouse, getting kids to hockey and dance classes, then to reading from a great book before bedtime. Once you are clear on your purpose(s) in life, focusing on JUST the important things becomes possible – there is hope and it’s fun!

Reprint permission granted by Mark Sturgell. All rights reserved worldwide.

The US Census Bureau: Ten Principal Reasons that Businesses Fail

1. Inadequate or no management system
2. Lack of purpose, vision and mission
3. Poor planning, procedures, reporting and review processes
4. Over-dependence on specific individuals
5. Poor segmentation of markets and clients
6. Goals not established or not well-communicated
7. Lack of competitive and market intelligence
8. Inadequate set-up and working capital
9. Absence of quality programs
10. CEOs having great technical or professional skills, but insufficient business and management skills

First Impressions Count

recent study reported that 40% of Internet users in the US changed their opinions of brands due to information they gathered online. This data is reinforcement that it's more important than ever to make sure that the image you are portraying online, and especially in your e-mail marketing, is an accurate reflection of your brand. Here are a few areas to consider when analyzing your brand reflection in your e-mail marketing?

Design – Is the overall look of your e-mail messages appealing? Do your email campaigns "look" like they fit with the rest of your marketing material? Do your emails have the appropriate colors, images and format to make a positive impression on your audience?

Subject Line – Is the subject line of your e-mails reflecting your brand and personality? Make sure that the words you use in the subject line are carefully chosen. This is the first statement your audience will read!

Content –Is the content in your e-mail campaigns worthwhile and interesting to your audience(s)? Poor content erodes your brand. If you send your constituents poor content, they connect your brand with the quality of the content.

Utilities – Can your audience interact with your emails easily and consistently? Items like changing preferences, signing up, forwarding the e-mail and unsubscribing all are a reflection of your brand. The easier your e-mail is to work with, the easier your organization is to work with.

Remember, first impressions count. In person, online, and even in your e-mail marketing!

What's the first impression your e-mail marketing campaign is giving?

- Adapted from Opt-In news e-mail marketing research

Is an Employer Limited in its ability to Fire an Employee?

Although employment is presumed to be "at will" (meaning that the employer may fire the employee for any reason, or no reason at all), this at-will presumption is limited by a number of competing rules.

An employer may not fire an employee for discriminatory reasons, such as because of his or her race or sex. The employer also may not fire the employee because the employee has engaged in a protected activity.

Protected activities include complaining of harassment, discrimination or another violation of the law, filing a lawsuit against the employer claiming discrimination, filing a workers' compensation claim, or participating in an investigation of the employer by an administrative agency such as the Equal Employment Opportunity Commission or the Environmental Protection Agency.

An employee who can show that he or she was fired shortly after engaging in such a protected activity may be able to sue the employer for illegal retaliation.

An employer may also be limited in its ability to fire an employee by the terms of a union contract or collective bargaining agreement, or by the terms of a contract with the individual employee.

Finally, if the employer is a public entity, such as a federal, state or local government, a school district, or a government agency, the employer may be required to provide the employee with notice and an opportunity to be heard before firing the employee, and may also be required to show "just cause," such as poor performance or the violation of a work-related rule by the employee, in order to fire the employee.

Contact your legal council for more information and clarification. This is not to be used as legal advice.

Do you need a top-performing sales professional to drive revenue?

If you don’t have time or money to waste searching for a top-quality sales person that drives revenue, Target Consulting can do the sales recruiting for you. You only pay us if you hire a candidate, and we guarantee the candidate for a limited time. Visit our Client Services section.

Call us for a confidential job search

Boston 2008

History, Tradition, Excellence

30th Annual New England Association of Personnel Services Conference

April 17th, 18th & 19th
The Seaport Hotel
Boston, MA

www.neaps.org

Are you in need of someone to critique your résumé? Or looking for someone to help you make your résumé stand out from all the rest?

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