“ High performers” are generally very smart people with an above average IQ. However, IQ is not enough on its own to be a high performer, there are 4 types of intelligence that contribute to high performance.
People with high IQ tend to be curious, quick to learn and utilise new information, are strategic and can see the bigger picture, hold themselves to account, and have better reasoning skills. They also perceive relationships in seemingly unrelated objects, ideas, or facts and can develop unique and original ideas and solutions to problems. These are great competencies for discovery and challenging status quos as well as developing unique solutions.
High IQ alone in sales can also have a negative side. Because high IQ people tend to think, talk and connect ideas faster than some other people they may damage relationships through:
Many extremely intelligent people have failed in sales because they are unable to influence the behaviour of other people!
Acquired intelligence opportunities are all too often faced by average performers with comments such as “I’ve been doing this for xx years – I don’t need/want training!”. High performers have a thirst for knowledge and ideas. They:
High “Q” people will always be successful in goals they set themselves!
There are so many ways to invest in self-development today. Look into the internet for podcasts and videos. A good place to start is with Jeb Blount’s Sales Gravy with links to many others like Mike Weinberg.
We have no time for salespeople who limit their own capabilities by never investing in themselves!!
We are looking for more high performers to join our candidate list – please send your CV to firstname.lastname@example.org
Image from www.cognology.com.au
THC are extremely pleased to announce the launch of our specialist Asset Finance legal recruitment team. For over 20 years we have specialised within asset finance recruitment on a range of positions from collections to field sales all the way up to director/ CEO level. We have decided to respond to a need by some of our clients, desperate to find asset finance legal professionals within this niche and very competitive industry.
Having had some success placing candidates into legal roles with our current clients, we have decided to capitalise on our success and establish a dedicated legal function within our business, which has been proving to be very successful. Whilst other legal recruitment firms search across a variety of legal roles (criminal, contract etc.), we are solely focused on the expertise of asset finance. We have a wide range of candidates from Paralegal to Senior partner-level backgrounds within asset finance experience .
Our ambition is to marry these candidates with our clients and cement our reputation as a trusted and expert asset finance legal recruitment partner. We hope you will join us on our journey.
Please contact us on 01279 713900 or email@example.com for more information
Placing a great salesperson is easy – placing a great salesperson in THE RIGHT ENVIRONMENT isn’t plain sailing.
Read our guest blog from Mike at Persona Sales Training and understand why having bespoke sales training for your staff is the best option.
Finance Director: “What if we spend all this money training salespeople and they leave?”
Sales Director: “ What if we don’t and they stay!”
In the last few years of working with both large and small companies, what observations can we make in terms of really increasing sales and profit and cutting costs. Any of which you can choose to consider or dismiss…
Understand or calculate the real cost of sales failure/turnover
What are the components?
There are others I’m sure but for one of our customers we estimated upwards of £250K minimum [yes, I’m being conservative!]
Contributing factors to unrealised sales potential
There can be many however we should consider 4 key components for successful high performers:
The rush to employ the best of what we have seen or somebody else’s Farmer, Plodder, Account manager usually fails. In the world of today it’s time to develop and grow your own successful team with a systematic one-year flight plan.
Sales Essentials for today’s UK market
Here are some winning key skills/competencies we believe essential for the B2B market:
There are others I know but if we’ve rung some alarm bells maybe it’s time to look at how to take step forward to long term increased effectiveness?
The Sales 2.0 real cost and effectiveness on sales results
We still haven’t found one B2B customer who can sit back and rely on marketing/e-shots/google/twitter etc. to fill their sales pipeline…
Lest we forget “People buy from people they like” and “For their reasons – not ours!”
Think back, didn’t all your great sales start with a relationship first?? Let’s just get better at developing a great relationship where they see you as an asset and a partner. Then you help them through a process to buy the very best solution…
For more information on recruitment or sales training please contact us on firstname.lastname@example.org
We would like to make an announcement that Stacey Gallagher Hammond is no longer employed or connected to us here at THC Recruitment , with immediate effect. For any queries or further information regarding this matter please contact us directly via email : email@example.com
From the moment you submit your CV for a job vacancy, the anxiety and trepidation about the interview process can set in. You will want to present yourself in the best possible light to make that all important first impression on your prospective new employer. If you are the diligent type you will research the company and existing employees, finding out who they are and what their most important policies are. But how else can you ensure that you present as the best candidate for the vacancy?
Here are our picks of the 6 best TED talks to watch before a job interview:
For more tips and strategies on interviews please contact us at firstname.lastname@example.org
For more amazing and inspirational videos check out www.Ted.com
How to retain your best employees
A good , no ,a great, employee can be hard to come by, and if you manage to find one you are not going to want to let them go. Not only do your top workers help to keep your business running smoothly and boost profit, but the cost of a replacing them if they were to leave can be vast.
In order to retain great staff you will need to motivate them or incentivise them to stay. There are a number of reasons that attract people to a job role, from financial reward , to company culture to the prospects of career advancement. So, what can you do to ensure you are giving your staff reason to stay?
Finding the ideal candidate
Begin by recruiting candidates who are a good “fit” not just for their role but for your company as a whole. Make sure their core values reflect those of the company , and that the working environment is suitable for them long term. By hiring the first person that comes along you risk high staff turnover, which is bad for profit and company morale.
Training and development opportunities
By offering your staff training and progression opportunities you are not only furthering their career but also their personal development. When people feel valued they are more likely to stay in their roles for the long haul and help develop the company.
Paying a competitive salary
This seems fairly obvious but are you paying your employees what they are worth? As above , when staff feel valued they are more likely to stick around. Offering them a good competitive salary will ensure they stay , even if they are head hunted. Check that you are offering the industry salary standard , and if you can afford it and the candidate is worth it – increase it.
Like all good relationships, you need to communicate effectively in order for them to blossom. This applies to the workplace too. Keeping employees up to date with changes, news or insider info will make them feel valued and invested in the company
Giving that little extra will make a difference. Company cars, childcare schemes, gym memberships, medical and health policies and company pensions can be the difference between a candidate choosing your company over another. If you don’t have the financial freedom to do this implement other perks, such as early finish on Fridays or allowing staff to work from home occasionally.
Remember, your business is only as strong as your staff. We’re here to help you hold on to your talent – and to help you find new employees. Contact us to discuss your recruitment needs.
Regardless of your profession, communication is an essential part of your day. From ordering your coffee, paying for fuel, to dealing with clients/customers. How you communicate with people will determine how successful or stressful your day will be. This is really important when being interviewed or in fact interviewing for a new job.
Think about the communications you have throughout the day, are they all productive? They probably aren’t.
Communicating effectively requires planning, concentration, and consideration of others. So whether you need to talk with your spouse, hash out a problem with a friend, or land that next big business deal, here are some tips to add power and productivity to your conversations.
TIP One: Think Before You Speak
Plan what you are going to say in advance, and how you will say it. If you know the person you will be communicating with , this can be easy, but a rule of thumb is to be polite, concise and professional. Keep focused and know what outcome you want from the conversation.
TIP Two: Stop Talking and Listen
You learn more from someone by listening to them rather than talking to them. When you actively listen to someone it shows them that you value what they say and it creates trust.
TIP Three: Ask Questions
To gain the most from any conversation, find out what people want, and what their expectations are . Don’t ask questions that can be answered with a straightforward “yes” or a “no.” Instead, ask open-ended questions that will give you more insight into their thoughts and feelings. If you aren’t clear on a point they are trying to make, ask for clarification. Then, restate what you heard and ask them to verify that you received their message correctly.
TIP Four:Watch Your Body Language
Studies show that 93% of communication is non-verbal. Make sure you make good eye contact, smile and shake hands firmly but not too firmly! . If you want to let the other person know you agree with them, don’t fold your arms tightly, cross your legs or turn your body away from the person. Instead mirror their body positioning as it creates understanding and agreement. Make sure your message and your body language match. If there is any discrepancy, people are more likely to believe what your body language is saying than your words.
TIP Five:Be aware of Your Volume and Tone
Your vocal tone gives the listener a snapshot of your feelings. If you want to show respect or affection, soften your tone. If you find yourself feeling impatient or angry during a conversation, listen to yourself to make sure your voice isn’t reflecting those emotions. If a conversation begins to turn into an argument, consciously lower your volume; often your listener will, too. Keep your voice calm and even whenever possible.
Communication and success go hand in hand. The more effectively you communicate your ideas, thoughts and feelings , the better your outcomes will be. So practice these communication tips and apply them every day. When you do, you’ll communicate powerfully and with confidence and achieve the results you desire and maybe land that dream job!
Contact THC Recruitment to discuss a career in Asset Finance
Source Jo Condrill – www.goalminds.com
You have a job vacancy and you are looking for your dream candidate. You may be a specialist agency like ours , or you may have an HR department that recruits in-house, but are you using LinkedIn effectively?
Some positions require unique skills and experience. In this case, searching the LinkedIn network may be the fastest and best way to identify members who fit your exact hiring criteria.
Search on LinkedIn
After identifying the specific skills and experience necessary for a role, conduct a search. Use specific keywords such as “Sales VP” if you’re looking for a salesperson with VP-level experience.
Then use LinkedIn search filters like location, industry, and current company to find your target candidates. Need to refine further? In Recruiter you can access additional filters such as function, seniority level, and more.
Let LinkedIn search for you
After creating a search that includes everything you’re looking for in a candidate, save it to get automatic notifications when new results come in. This can be particularly helpful when you’re hiring for the same role on a regular basis.
Engage in LinkedIn Groups
LinkedIn Groups are also a great forum for finding experts. Search for groups within the chosen industry ie Motor Finance / Asset Finance / Funder brokers /Land reg / etc . Identify active group members who fit your hiring criteria, and start a conversation by commenting on their posts or reaching out to them directly. You should aim to be active in groups DAILY. LinkedIn updates should be done several times a day when posting for a position.
Research before reaching out
Get a detailed look into a potential candidate’s experience and skillset by checking out their LinkedIn profile. View their work experience, skills and expertise, recommendations, and connections to see if they’d be a good fit for the role. Look for further info about them within Google , look at their Facebook and Twitter profiles and see if you can get a bigger profile of the candidate so that you can reach out to them on a more personal level.
Get in touch with candidates
Once you’ve found your top candidates, reach out on LinkedIn. If they’re within your company’s collective network, you can break the ice with a warm introduction from a mutual connection.
Otherwise, Recruiter Lite lets you message any candidate using InMail. On average, InMail gets three times the response rate that email receives. Plus, InMail is guaranteed, meaning if you don’t get a response within seven days, you’ll get another InMail credit for free. When composing your message , make your subject line catchy, address the person by name. Tell them why you think they are a good candidate and what skills / experience/connections they have that would make them ideal. Sell the company that you are recruiting for – are they award winners? Are they in the top 10 funders in the UK? Do they have a reputation as being an incredible employer? Company benefits? Don’t always give the full salary away , this often leads to the candidate responding asking for more info. Always include your direct telephone number and ask them to call you rather than email.( unless of course confidentiality is an issue). People won’t know who you are unless you tell them , in a non boring and friendly manner!!
Once you have messaged a potential candidate/contact you are able to set a reminder to reconnect with them ( Look on the right hand side of message screen within Recruiter to see this feature – its bell shaped). If the candidate is not suitable at this time it doesn’t mean they won’t be in the future. Always reconnect within a month ( if they are actively searching make this 2 weeks) to see if their situation has changed or if they have any contacts they can recommend to you – “ refer a friend”
When reaching out to a potential CLIENT
Research the company on LinkedIn, google, twitter, facebook … look for employees within their HR or recruitment departments or if they are smaller look for their Directors. These are the decision makers, the people you need to connect with. Check if the company have any existing vacancies and make a note of any candidates that you already have that would be a good fit. Look for their direct contact details – email preferably. If these aren’t visible send them a message via LinkedIn using the same method as above but concentrate on what you can do for them . Include any relevant details that you have discovered about the company to make the message more personal.
The key points to remember when using any social media for selling/lead acquisition is KNOW – LIKE – TRUST
We had a great time attending the conference awards last week. The venue was incredible and the organisation was outstanding . We picked up some great info from Compliance expert Matt Dyer of ITC and really enjoyed the Ask The Expert session .
The evening awards were great fun and we had chance to network and forge new relationships. We would like to congratulate the award winners:
Product/service provider of the year: Alphera Financial Servies
Treating customers fairly: Barclays Partner Finance
Broker of the Year : Evolution Funding
Thanks to the F&I Conference Awards and we look forward to 2017!
“ High performers” are generally very smart people with an above average IQ. However, IQ is not enough on its own to be a high …
THC are extremely pleased to announce the launch of our specialist Asset Finance legal recruitment team. For over 20 years we have specialised within asset …