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I’ve worked at AT&T as a sales consultant for 6 years and 8 months where we prospect, uncover, and close on leads. I’ve used Salesforce for the past 4 years during my tenure. I’ve done B2B sales where I’ve received awards for it for 2 years consecutively. Loads of troubleshooting, uncovering needs through consultative styled selling, and tech app subscriptions.
I was wondering if I have the necessary skills to transition into a tech sales role. If so, what would be the best role/fit for me?Amazon Salesforce Google @
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Maybe you need more clear parameters for recruiters to follow. I feel like recruiters are absolutely clueless most of the time so you literally have to spell it out as if they don’t know their abc’s
A meeting to align on what candidates you’re looking for. Come with profiles you like but also have recruiters show you profiles they think fit and have them explain why
Include non-exemplar profiles, too, and explain why they are not well-aligned.
Honestly, i have been working with recruiters to see what the processes are in terms of narrowing a candidate.
This can be fixed by scheduling a call and making sure the agenda states what it is for. Recruiters are there to help so instead of blaming them approach take a approach of communicating the expectations by creating the guideline for hiring the type of candidate you want. And they will follow that it just means you will have to work a little thats all, and if that doesnt work then you can take it up a notch
I’d probably say to give musts and filters to recruiters, enough to meet the candidate and judge those other aspects yourself. Don’t leave attitude, character and drive to a recruiter who hasn’t done the job a day in their life. (Specially sales, where charisma, rapport and personality are so important)
You need to have a meeting and outline specifically what you are looking for. (I.e…
1. State/country
2. Educational background
3. Certificate/lincenses
4. Years of experience - if they need a minimum of 3 years state it
5. Any specific must haves
Cover these things in your initial meeting. Try to ensure that you both are on one accord in what you’re looking for. Maybe have update meetings either 1/2 weeks out so you know where they are and if there are any updates or changes to your ask you can do that during your touch base meetings.
6. Salary range
Show them what “good candidates” look like
I had a manager give me an example resume of an ideal candidate to assist with identifying good candidates for his position. It was a tough one to fill because of the specifics of the job. But by him providing an ideal resume helped in finding a match.
Hiring managers set expectations. Not recruiters. They recruit based on what YOU want and need for the business.
Did you ever think that maybe, even if they don’t fit into your exact standards, that they would in fact be a great fit? Just because they do not meet every “requirement” does not mean they cannot do the job, and do it well.
Some of these “requirements” are stupid and provides ZERO growth for someone who is looking to up-skill and put the effort in.
Identify details of mismatch What skills, knowledge, experience etc. is lacking? Verify clearly written, up to date (with mgmt involvement in development) job descriptions and training of recruiters. Ask them to demonstrate how they determined ratio of, and designed "can" vs. "will" questions; Scoring Model; doing "values matching"; avoiding bias. Ask to see their Recruitment Plan and Recruitment Project Plan.