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How To Spot A High Performer And Why They Make Great Employees

 

“ 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.

  • Innate intelligence [IQ] – How smart you are – is fixed. Set in your DNA
  • Acquired intelligence [AQ] – How much you know – makes IQ relevant
  • Technological Intelligence [TQ] – How fast you integrate and leverage technology for low value tasks – gives more time for building human relationships
  • Emotional Intelligence [EQ] – Your agility for dealing with emotions – amplifies the impact of the other 3 because it allows you to relate, respond to, influence and persuade other human beings

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:

  • Impulsiveness
  • Impatience
  • Talking down to people
  • Talking over people
  • Failure to listen and hear people out
  • Failure to empathise with others
  • Overwhelming people with elaborate solutions to basic problems or issues

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:

  • Seek out every opportunity to learn
  • Are coachable and open minded
  • Welcome feedback and review
  • See adversity as a learning experience
  • Will share ideas and successes

 

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 info@thcrecruitment.co.uk

 

Image from www.cognology.com.au

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?

  • Slow or negligible performance from start date
  • Decline in business from established people
  • Down – Up curve in replacement/new start
  • Never reaching real targets
  • Low average Order Value/ High discount/Little or no up-sell
  • Loss of customer base
  • Little or no new business wins

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:

  1. Comprehensive product knowledge and competence to desired level before they start
  2. Modern sales/helping customers to buy competence – learned and practised to start level
  3. Total competence in Planning and managing sales activities with special focus on Prospecting and pipeline management
  4. Motivation and Attitude assessment [including profiling] – will to win and self -improvement/desire to learn

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:

  • Development of well qualified prospect list [clear conversion metrics]
  • Great forecasting competency based on key win probability factors [including Gutometer] – translated to CRM
  • Initial meeting process/agenda – How we help people to buy!
  • Story – telling to get prospect focus and perspective
  • Value translation skills and techniques
  • Real knowledge of integrating financial solutions in a process and their use in cost justification and the business case
  • Prevention and management of No Decision and Stalled outcomes – the REAL competition
  • Absolute ability to justify differences in price/value [for Up-Sell and dealing with other suppliers!]
  • How bundling up can be a winner
  • Prospecting – yes, we’ll say it again! All our clients start from not enough prospects leading to desperate activities by all!

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 info@thcrecruitment.co.uk

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:

 

  • You’re not at your best when you’re stressed. In fact, your brain has evolved over millennia to release cortisol in stressful situations, inhibiting rational, logical thinking but potentially helping you survive, say, being attacked by a lion. Neuroscientist Daniel Levitin thinks there’s a way to avoid making critical mistakes in stressful situations, when your thinking becomes clouded — the pre-mortem. “We all are going to fail now and then,” he says. “The idea is to think ahead to what those failures might be.”
  • 21:02

    Body language affects how others see us, but it may also change how we see ourselves. Social psychologist Amy Cuddy argues that “power posing” — standing in a posture of confidence, even when we don’t feel confident — can boost feelings of confidence, and might have an impact on our chances for success. (Note: Some of the findings presented in this talk have been referenced in an ongoing debate among social scientists about robustness and reproducibility. Read Amy Cuddy’s response under “Learn more” below.)
  • 9:58

    Have you ever felt like you’re talking, but nobody is listening? Here’s Julian Treasure to help. In this useful talk, the sound expert demonstrates the how-to’s of powerful speaking — from some handy vocal exercises to tips on how to speak with empathy. A talk that might help the world sound more beautiful.
  • 11:44

    When your job hinges on how well you talk to people, you learn a lot about how to have conversations — and that most of us don’t converse very well. Celeste Headlee has worked as a radio host for decades, and she knows the ingredients of a great conversation: Honesty, brevity, clarity and a healthy amount of listening. In this insightful talk, she shares 10 useful rules for having better conversations. “Go out, talk to people, listen to people,” she says. “And, most importantly, be prepared to be amazed.”
  • 20:26

    What motivates us to work? Contrary to conventional wisdom, it isn’t just money. But it’s not exactly joy either. It seems that most of us thrive by making constant progress and feeling a sense of purpose. Behavioral economist Dan Ariely presents two eye-opening experiments that reveal our unexpected and nuanced attitudes toward meaning in our work.
  • 10:31

    Given the choice between a job candidate with a perfect resume and one who has fought through difficulty, human resources executive Regina Hartley always gives the “Scrapper” a chance. As someone who grew up with adversity, Hartley knows that those who flourish in the darkest of spaces are empowered with the grit to persist in an ever-changing workplace. “Choose the underestimated contender, whose secret weapons are passion and purpose,” she says. “Hire the Scrapper.”

For more tips and strategies on interviews please contact us at info@thcrecruitment.co.uk

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.

 

Communication

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

 

Perks

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.

sales training, communication

 

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

Looking for a new job is never an easy path to take for many people; however the path is blocked by a massive door which many struggle to breakdown. The door represents the question “should I look for a new job?” and for some this is simply never answered. The result being you dither about the subject for some time, before eventually deciding that it’s “better the devil you know” and stay where you are.

For a large number of potential job seekers the fact that they haven’t looked for a job for a while and are unsure of the process ,is what stops them from actually looking. If only there were a few self-critical questions we could ask ourselves to discover if the time to move jobs is in fact now……

  • Do you feel passionate about the industry you are currently in?
  • Can you picture yourself willingly working in the same industry in 5 years’ time ?
  • Can you picture yourself doing the same role in 12 months’ time?
  • Do you start counting the hours left on a Sunday before you have to return to work?
  • Do you like more than two thirds of the people you work with?
  • Has your employer provided a clear understanding of how you and your role can develop over the next 12 months?
  • Does the company culture let you develop your own skills and reach your full potential?
  • Are you in a situation where financially you can keep earning the same level in 12 months’ time?
  • Can you continue to commit to the same commuting hours per week or are they becoming excessive?

If you can’t honestly answer these questions with a positive attitude,  then quite simply why are you still reading this and not reaching for your CV to start giving it a polish?! Yes we all have bills to pay and financial commitments we must honour, but that shouldn’t be your motivation. Staying in a job that is not giving you the satisfaction and happiness levels you need to be the type of person you want to be, is only going to cost you something that no amount of money can repair – your sense of well –being. Self-respect, self-esteem and personal development are worth investing in.

If you are near the start or the end of your career then you can still ask yourself the same overriding question which will soon help you realize what is required of you. “Can I see myself willingly doing this role or work in this industry for the next X number of years before I can retire?”

If you can’t then why put off for tomorrow steps you can take today to secure your long term happiness and self-respect? Remember if you hate Mondays and the thought of getting up after Sunday is over and done with then this is a subconscious sign that changes are needed.

Contact us at THC Recruitment for advice on career paths, CV writing and if you are looking to progress in the asset finance industry. 01279 713900 info@thcrecruitment.co.ukchange

There’s a lot of advice online about the best interview questions to ask in a job interview, but you do need to be careful that those questions don’t give the wrong impression to your potential employer. For instance, if your very first question was about salary or holiday entitlement, what do you think that would say about you? Everyone knows that these are important considerations when you’re thinking about committing yourself to a job, but a good interviewer will mention them at some point in the interview, so it’s best to allow it to happen organically.

The best questions won’t only help you find out more about the role, but will also impress your interviewers by your interest in their company.

recruiter

 

When thinking about this role, what would you say is the difference between a good employee and a great one?

Asking this question will show your interviewers that you’re really keen to be successful in the job. The answer will give you a glimpse into what it might be like working at the company, and point in the direction you’d need to go to get ahead.

How does the company encourage team development?

In any job, teamwork is a vital component, and by asking this question you’re showing you’re willing to be a team player. It’s interesting to note that friendships at work aren’t just for the benefit of the employee, but are also hugely beneficial for the company. Gallup have conducted a survey that discovered close friendships at work help to boost employee satisfaction by 50%. People with a best friend at work are seven times more likely to fully engage in their job, are more focused, loyal and passionate. They also take fewer sick days, change jobs less frequently and, vitally, have more satisfied clients.

What new skills can I learn whilst in the job?

This question tells your future employer that you have great potential and are willing to improve your skills and experience, but you’re also humble enough to acknowledge you don’t know everything!

How will this position evolve over the next three years?

This question shows that you’d not only be committed to the job, but it’s also a subtle way of telling them you’re keen to progress the job and therefore the company.

How does this job contribute to the company as a whole?

Asking this question shows you understand how all the different job roles fit together to benefit an organisation overall.

How will you measure my success in this role?

This shows that you’re goal oriented, and aren’t afraid to take responsibility for those goals.

What are some of the challenges of the job?

When you ask this question, you’re showing your potential employers that you not only have realistic expectations (every job has challenges), but you’re willing to deal with any problems face on.

What’s the biggest challenge the team has faced recently?

Again, a realistic expectation that every job will have it’s own problems and challenges. The answer will give you a good idea of how the company tackles them and how, if you get the job, you might be able to help solve them in the future.

What do you like about working for this company?

Asking the interviewer/s about their background in the company shows you’re interested in them as people (and who doesn’t like talking about themselves!) as well as the corporate culture in general. It shows you’re actively thinking about working there.

Do you have any questions about my qualifications?

This is a very brave question to ask, but it’ll demonstrate you’re confident in your skills and abilities. And if they do have concerns, you’ll have the opportunity to discuss how you’ll address them.

If you’d love the chance to put these questions into practice, search our available positions, or call us on 01279 713900

When recruiting for a vacancy, you’re obviously going to want to choose from a selection of the best candidates for the job. As experienced recruitment consultants, we know what’s likely to work best at attracting excellent candidates, giving you a much better chance of employing exactly the right person.

interview

Getting the right candidate

 

Clearly define the job you’re offering

Think carefully when writing the job description. Make it clear and be very focused about what you want from the candidate, but also about what the job will be offering them. What kind of responsibilities will they have? Are there opportunities for training and job progression? If you’re going to employ a great candidate, they need to know if there are opportunities for them to stay with the company.  

Treat the job description and advert in the same way as any of your company’s marketing materials. If it’s lacklustre, inaccurate, or full of mistakes, it’ll put off the best candidates.

Clearly define the candidate you want to attract

What kind of person are you looking for? What skills and experience would you prefer them to have? How do you want them to strengthen the team? Once you have a clear picture of your ideal candidate, you’ll find it easier to target them.

Enhance your brand

A good candidate will do their research before even applying for a job. How well does your company come across to someone who’s looking for a job with you? They’ll be looking at your website and social media outlets to gain an overview not just of what your company does, but also about its corporate culture: how well it looks after its employees; what sort of CSR policy it has etc. Make sure what you tweet/share/blog about is an accurate reflection of the workplace in order to attract the candidates who’ll best fit in.

Interview well

Prepare for the interviews in the same way that you’d expect the candidates to. The interview process isn’t just for the candidates to sell themselves to you – you also need to sell yourselves to them. If they’ve got a bad impression of you, they’re much less likely to accept the job.

Use a specialist recruitment agency

Recruitment is a time consuming process. If you do it all in-house you won’t only be wasting time sifting through dozens, sometimes even hundreds of applications from unsuitable applicants, you may also be missing out on good candidates who simply don’t find out about the vacancy. Agencies will do all the hard work looking through CVs, presenting you with just a short-list of the most suitable job seekers. They’ll also have good candidates on their books they can contact direct, not only speeding up the process but also ensuring the best quality. It’s a very good idea to approach a recruitment agency that specialises in your area as they will already have attracted a pool of candidates in the right line of work.

Please contact THC Recruitment if you’re searching for an experienced candidate, or are looking for a new job in our key industries.

There has been a lot of news coverage about the possibility of Britain leaving the EU. It’s a hugely complex subject which has certainly brought out a lot of passion on both sides, but which has caused frustration and confusion for anyone looking for certainties and facts. We’ve put together a summary of how the possibility of a Brexit is affecting the financial markets.

Brexit

The asset finance publication Leasing Life is reporting pretty much a 50/50 split in the question of staying or leaving amongst UK brokers in the bridging, development finance, asset finance and mortgage markets. 21% believe that leaving the EU will have a positive effect on business, and 31% think it will have a negative effect. The rest think that it doesn’t matter which way the vote goes, there’ll be no effect at all.

The Financial Times reported that retail trading platforms are asking for higher cash balances for transacting in Sterling and UK shares in an effort to protect themselves and their customers from potential market shifts ahead of the EU referendum.

Investors are also divided on the subject. The Investors Chronicle asked some of the UK’s top 100 managers for their views and got an interesting range of replies. Many agreed that a Brexit would weaken Sterling with a subsequent increase in mergers and acquisitions, a fall in share prices, slower growth, less investment, a possible recession. Thinking about a remain vote, many are predicting a short-term spike in Sterling followed by a drop caused by less confidence in the government, a bounce in shares, a rise in inflation, and certain sectors such as UK financials could outperform. Everyone, however, agreed that the referendum has caused a lot of uncertainty and confusion.

Such is the uncertainty about the vote, a number of the global banks will have their traders working overnight on 23 June to be able to monitor the markets and handle client trades.

All we can do now is hope that 24 June brings with it certainty and positivity. Meanwhile if you are thinking of a change closer to home (we mean a career change) call us on 01279 713900 or visit our website for more information and advice.

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    • Our sister company is Persona Sales Training – a specialist training company in leasing and vendor finance.

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