Thursday, 30 May 2013

Aaron Wallis Golf Day June 21st 2013

I would like to make you aware of the Aaron Wallis Golf Tournament which is happening on Friday June 21st at The Bedford golf Club, Great Denham (on the outskirts of Bedford).  'The Bedford' is a really interesting and challenging course for both beginners and middle handicap golfers alike and easily accessible from all parts of the Home Counties.

Here at Aaron Wallis we thought it would be a good opportunity for clients to take time out of their busy schedules to enjoy a game of golf and to mix with other members of the business community in fun and informal surroundings regardless of their ability to hit the ball 250 yards or putt in from off the green!

The format of the day will be 18 holes of golf starting in the morning in groups of four people with prizes on offer such as the longest drive, nearest the pin, Stapleford winner, and as always, the winner of the wooden spoon which should give everybody a chance of winning a prize!

If you are a hiring manager of either finance or sales staff and would like to take a break from your busy week and mix with business colleagues in a relaxed and friendly way whilst getting some exercise too, then please contact Giles Phillips on 01908 886124 or email me on giles.phillips@aaronwallis. co.uk. Places will be limited to 32 entrants so please respond quickly to guarantee your place for what should be a great day’s golf.

I look forward to hearing from you shortly, Cheers!  Giles

 

Friday, 24 May 2013

10 Reasons for Employee Demotivation


Demotivation can be contagious; even one demotivated employee who walks around the work place spreading negative vibes can quickly work on demotivating others. The causes of motivational and behaviour problems in any workplace are familiar to most managers, but there is no such thing as a quick fix for most of these problems. Most problems evolve over time and can take a long time to fix so the best thing to do is prevent the cause before it becomes a problem.

10 of the most common reasons for employee demotivation, as well as methods to combat these issues can be seen below.

Favouritism – If a colleague or even a group of colleagues appear to be given special treatment it can be one of the most demotivating things an employee could experience. A good boss would keep the situation under control and curb favouritism before it gets out of hands. It is quite natural to have trusted employees in the work place but there should be a line between trusting an individual and showing favouritism.

Too much work – Employees can feel overloaded with a disproportionate chunk of work which can make them feel unable to perform their duties well and on time. Be realistic with assigning tasks, delegate an amount of work that is challenging but not overwhelming.

Lack of recognition and praise – An employee can feel unappreciated for his efforts. It doesn’t take a lot to make someone feel good about them, a simple thank you or even a work lunch could do wonders.

No progression – Even the best salesman can become demotivated quickly if they feel they are stuck in a dead end job. An employer should always try to be flexible and look for a solution, progression increase employee satisfaction and in turn productivity.

Poor leadership – Most reasons for demotivation of staff comes down to poor leadership. If your company is lacking leadership then set out to recruit employees with leadership skills, if not the next best thing is leadership training.

Lazy co-workers – Lazy co-workers who do not pull their weight and get favoured by management can be very demotivating. Set clear goals and create a rewards system for the employees that do put the effort in.

Lack of company benefits – It could be that a field sales rep has to pay their own petrol or doesn’t get access to a company car this could demotivate them. Be aware of what benefits will be more attractive to employees in different roles.

Micromanagement – Perhaps one of the biggest reasons for demotivation is micromanaging. Employees need to feel trusted and valued to succeed—and micromanaging communicates the opposite.

Job role not challenging enough – An employee may love the company and all their colleagues but if the role isn’t challenging enough it could demotivate them and make them look elsewhere. Employers need to keep employees on their toes, keep work challenging but not enough to make them feel over worked.

Not explaining your actions – The unknown for employees can demotivate them. Explaining the big management decisions will help employees understand your perspective and they will also respect you more for it.


Written by Liam Oakes

Liam is the Sales Recruitment Manager at Aaron Wallis and has been with the company for 5 years after having a career with the RAF; Liam has helped hundreds of Sales Professionals secure a new Sales role and ensures that Aaron Wallis runs smoothly.




Thursday, 16 May 2013

Excellent LinkedIn profile but should we rely on it?

Social media usage has increased significantly over the last few years and LinkedIn is a place where this is abundantly clear.
Originally the playground of the ‘white collar’ worker LinkedIn now proves itself to be an arena for factual but sometimes extravagant professional working profiles.
More and more employers will have accounts and build a network of contacts which are relevant to their world. On occasion potential hires will be scrutinised according to their credentials presented on the account but can this add to the ambiguity of accurate information?
When reviewing any profile it always pays to delve into the basics:
Does the individual have more than one account? (creating a varied presence online)
Academic records, can these be accounted for?
Length of time at previous companies and responsibilities (is this factual and accurate)
Whether you’re an advocate of the wonderful ‘endorsement’ system or not the more preferable gauge for credibility would be recommendations stating a clear testimonial from hopefully a relevant individual
More and more people are actively making their CV redundant and opting for the electronic link to their profile. In the past the validity of CV’s could sometimes be questionable and we should move forward with the times by being just as prudent with the digital version of the modern CV.
Written by Stephen Minney
Managing Consultant at SET Recruitment (A trading name of Aaron Wallis Recruitment and Training Ltd), Self Confessed Geeks who live with their commitment to technology

You can contact Stephen on 01908 764280 or stephen.minney@setrecruitment.co.uk

Tuesday, 14 May 2013

Top Tips on how to get a Job in Sales


It is well known the current climate isn’t what it used to be, however there are certain sectors that continue to grow. In sales, recruiters are continually looking for talent, it isn’t as easy as it used to be to find the right sales role but for individuals with the right skills and qualifications who are serious about their career, there are plenty of opportunities out there.
If you’re looking for one of these opportunities there are a number of things you can do to get you that perfect sales role.

Look for a job the same way you sell – It is surprising how many successful salespeople struggle to sell themselves in the same way as they sell their product or service. By approaching the process in the same way as you approach your sales, you will be more likely to achieve your ideal job.
Know what you want – What do you want to get out of your new job. Know what you want to sell; do you want to windows or advertising? Maybe you don’t think it matters but in the long run it will, you are going to care a great deal about what you are selling. You need to find a job where you can really engage with both the product and the selling process.

Don’t just email your CV – Always follow up your application with a phone call, it shows you’re willing to get on the phone and knock down doors. Your CV could be 1 of 100, if you follow it up you can be sure it will increase your job chances no end.
Prepare for an interview like it’s a sales call – Show energy in posture and in your verbal responses, make sure you know their business, their market and product lines/services well. With the Internet there is no excuse not knowing their business. And finally, make sure they know your skills and what you bring to the party.

Follow up after the interview – After the interview do you go away? Do you wait to hear about how it went? Make sure you follow up the interview straight away, one of the best things you can do after an interview is send a thank you email. How you go about pursuing a sales job is an excellent indication to a potential employer as to how you might behave after they hire you as a sales rep.

Written by Liam Oakes

Liam is the Candidate Manager at Aaron Wallis and has been with the company for 2 years after having a career with the RAF; Liam has helped hundreds of Sales Professionals secure a new Sales role and ensures that Aaron Wallis runs smoothly.





Wednesday, 17 April 2013

Improve Your Job Prospects Using Social Media


The world has become a smaller place and it is now easy to get back in touch with old friends thanks to Social Media. It has helped many people build professional connections as well as being a great marketing tool and platform which many companies use today.
However, as much of a benefit Social Media can be, it can also be very harmful when it comes to getting a job. The following tips can help you when it comes to getting your perfect job.

Clean up your profile - Make sure you have a clean profile, if you’re guilty of some questionable behaviour online you can either edit your privacy settings so that nobody other than friends can see your profile or you can tidy up anything that may be deemed inappropriate.
Avoid Negativity – Your online profile gives an overview of what you’re really like and constant complaining could damage your chances of getting a job.

Become a fan/follow relevant companies – Find pages relevant to your desired line of work and become a fan or follow them. If you looking for a role in the FMCG industry then follow FMCG companies and become a fan on their page. You can start some basic networking by chatting with others within the industry.
Use relevant hashtags on Twitter – Such as #jobs, #jobhunt or #jobsearch which offer both job openings and general job search advice. If you’re looking for high-level information about how to conduct a job search, this could be a great place to start.

Status Updates – Post status updates which show that you are looking for a new job. You may get friends help you by pointing towards certain vacancies or putting in a few good words around their work place.
Find Referrals into your target companies - Getting a referral from an employee provides a 20x better chance of getting the job. Use LinkedIn to find out who in your Facebook network has ever worked for the company you're targeting. Use them to help you get beyond the threshold of the front door, or perhaps even get you in the side door.

Profile Picture – Make sure your profile picture shows you in a positive light, if you have any pictures of yourself in smart attire, pick one for your profile picture. Remember your profile picture is still visible to non-friends so don’t give recruiters a chance to dismiss you before getting any further.
If used correctly, Social Media can be the perfect tool for those who want to network, connect and search for jobs, it is about using it in a positive manner so don’t fall into silly traps that could rule you out of a potential new job from the get go.

 
Written by Liam Oakes

Liam is the Candidate Manager at Aaron Wallis and has been with the company for 2 years after having a career with the RAF; Liam has helped hundreds of Sales Professionals secure a new Sales role and ensures that Aaron Wallis runs smoothly.





Wednesday, 20 March 2013

Employment Law Changes That Could Affect Your Business


There are a number of recent developments in UK employment law which could soon be affecting your business if they aren’t already.
 
·         Unfair dismissal compensation

With effect from 1 February 2013, the maximum unfair dismissal basic rises to £13,500, the compensatory award to £74,200 and the cap on a week’s pay to £450.

·         Revised Unpaid Parental Leave

From the 8 March 2013 unpaid parental leave entitlement increased from 13 weeks to 18 weeks and can be taken up until a child’s 5th birthday but limited to a maximum of 4 weeks per year.

·         Flexible Parent Leave

The government intends to implement flexible parental leave by way of shared maternity leave by 2015 in addition to fathers ‘2 weeks’ paternity leave and pay.

·         New ‘employee-owner’ employment contracts – share for rights

From April 2013 – In exchange for certain employment rights (statutory redundancy pay; claim unfair dismissal (except in limited circumstances including TUPE); request flexible working hours or time off for training) an employee may have a new status of ‘employee-owner’ with shares of between £2,000 and £50,000 which will be exempt from capital gains tax.

·         Collective Redundancies

The government has announced that the current 90 day minimum consultation period where employers are proposing to make 100 or more redundancies at one establishment will be reduced to 45 days with a commencement date of 6 April 2013.

·         Employment Tribunal Reform

The Government is consulting on new Tribunal Rules where an early strike-out will be permissible and the cap on costs of £20,000 removed. However, it is widely expected that fees will be payable at the commencement of proceedings in the Tribunal and for the hearing itself with effect from summer 2013.

·         Working Time and Time Off

The Government is yet to publish its response regarding whether workers who are unable to take annual leave during one holiday year will be able to carry over unused leave to the next holiday leave.

·         Income Tax

Income tax for high earners will fall from 50% to 45% in April 2013 when new policies and tax measures come into play. The personal allowance rises to £9,440 in April 2013.

·         Protection of Freedoms Bill

There are planned changes to the vetting and barring scheme and Criminal Records Bureau checks. The CRB check will be instantly accessible online and portable but there is no date yet when these changes come into force in 2013.

·         Whistleblowing Disclosures

A public interest requirement will be included in the definition of a qualifying disclosure and this is expected to come into force in 2013 in the Enterprise and Regulatory Reform Bill. An employee will no longer be able to blow the whistle for alleged breaches of his or her own employment contract.

·         Flexible Working Rights

The Government intends to extend the right to employees to work flexibly from 2014. Micro businesses will not be exempt.

·         Diversity – Women On Boards

The Government has moved ahead with draft regulations requiring listed companies to report on gender balances of managers in the company. A manager is defined as "a person who has authority and responsibility for planning directing and controlling the activities of the Company". Companies with reporting years ending after October 2013 will need to consider the regulations when preparing annual reports.

 

Written by Liam Oakes

Liam is the Candidate Manager at Aaron Wallis and has been with the company for 2 years after having a career with the RAF; Liam has helped hundreds of Sales Professionals secure a new Sales role and ensures that Aaron Wallis runs smoothly.

www.aaronwallis.co.uk



Monday, 18 March 2013

How to Plan an Effective Recruitment Campaign



Plan an effective recruitment campaign
When recruiting you’ve got two choices.  You can make up the process as you go along and hopefully cover ‘every angle’ or you can set aside a few hours to follow a process that works. 

By following a simple checklist you can save a lot of time and money (especially in the long run). By following this six stage process (with links to additional help and advice) you can ensure that you have a logical path to hiring the right talent for your business. 
We hope that you find it useful

Wednesday, 13 March 2013

Why Testing Sales Candidates is a Must


Whether it is testing candidates in a classroom environment or testing them online, pre-screening candidates can do wonders for your recruitment process. This blog discusses what types of tests are available and why it is something you should really consider.
Testing doesn’t predict who will succeed or fail in a position, it should be used in combination with other recruitment tools, however…testing can make the hiring process more productive by preventing costly mistakes and identifying who will be your organisation’s top performers.

There are hundreds of tests on the market today, and they measure literally hundreds of attributes from basic personality traits such as honesty and aggressiveness to specific sales skills such as prospecting and upselling.
 

Assessment Centres – They are a hugely successful way to recruit for the simple reason that over the course of the selection process you see how a candidate will actually perform in your role rather than the fa├žade of their interview mode. Assessment Centre methods have been proven to increase both ‘on the job’ performance and reduced staff attrition.

Assessment Centres are commonly made up of any of the following:

·         Aptitude tests
·         Psychometric Profiling
·         Individual Exercises
·         Group Exercises
·         Presentation
·         Lateral thinking and problem solving
·         Competency interview
·         Group role play
 

Psychometric Profiling – Psychometric Profiling is a form of personality questionnaire which would normally take no more than ten minutes for each candidate to complete. They are a fast, simple and inexpensive pre-interview guide which when used effectively allows the interviewer to ‘get beneath the skin’ in a quicker period of time and enables you to make the most of the interview time.

Most psychometric questionnaires look at the following areas:

·         Assertiveness
·         Drive
·         Extroversion
·         Confidence
·         Social Sensitivity
·         Caring
·         Structure
·         Openness to Change

Upgraded Psychometrics – Most basic psychometrics will come at no extra cost, however for a small price you can get your candidates to complete an upgraded psychometric which could be any of the following:

·         Advanced Sales Questionnaire (ASQ)
·         Rapid Personality Questionnaire (RPQ)
·         Personality Profile Analysis (PPA)
·         Tests for Selection and Training (TST)
·         General Intelligence Assessment (GIA)


Skills Tests – There is a huge number of skills tests available, most contain questions for basic, intermediate and advanced skill levels and questions are randomised. Skills tests can vary from 15 – 45 minutes depending on which test is taken. Skills tests cover every imaginable area though here are some of the most popular for sales candidates:

·         U.K. Sales Concept
·         U.K. Analytical Skills
·         U.K. Basic Office Skills
·         U.K. Logical Reasoning – Deduction
·         U.K. Logical Reasoning – Mathematical
·         U.K. Call Centre Outbound Sales Skills
·         U.K. Call Centre Inbound Sales Skills
·         Marketing Fundamentals

 

Written by Liam Oakes

Liam is the Candidate Manager at Aaron Wallis and has been with the company for 2 years after having a career with the RAF; Liam has helped hundreds of Sales Professionals secure a new Sales role and ensures that Aaron Wallis runs smoothly.





Thursday, 28 February 2013

The 4 Keys to Success at Second Interviews

Well done you have secured a second interview –, it means the company are genuinely interested in you for their vacancy. Before you attend your second interview though please do remember that although you have done well, you have not YET been offered the job!
The process of selling yourself into the role is not over, please take a few moments to read the following points to help you WOW in the second interview!

1.       Frist Impressions Count!
Just as the 1st interview, first impressions are vitally important, you may be meeting the interviewer for the first time, in which case you should refer back to the first interview preparation, it got you this far : -
  • Know where you are going, and correct time
  • Arrive five minutes early
  • Upon waiting take an interest in the company, (i.e. read information, talk to reception)
  • Greet the interview by their last name
  • Switch off your mobile phone
  • Present yourself correctly – if you’re not suited,  booted and groomed, it could be a losing battle!
2.       The Aim of the 2nd interview

The main objective to be achieved in this interview is to leave the interviewer with an overview and impression that your skills, experience and personality are a match and that you are exactly the candidate that they are looking for.
DO NOT fall into the trap of thinking that because it’s a second interview, the interviewer knows all about you.  By taking this approach you will be doing exactly what the other candidates might be doing, so don’t undersell yourself!

Remember that at a 2nd interview stage, the interviewer is looking to decide who to offer the job to and it’s your job to present you key skills at this point and why you are right for the role as clearly and confident as you can.
 
3.       Preparation
The best approach is to treat a 2nd interview as you would a 1st interview, prepare the selling points of yourself that you used in the first interview.
  • List all the skills/attributes that the job requires- with examples
  • The list then constitute a summary of your key skills, that relate to the role
  • Focus on the attributes required in the job specification, back up questions with your example list
  • Remember on a second interview you have to put in a great performance at a second interview.
Even if its “Just a chat”, “Lunch” or “meet the team” you are still be interviewed, so keep professional at all times, selling yourself, - You will be showing you are the best candidates for the role.   

4.       Closing the interview

This is a vital stage, your performance so far at the 2nd interview could have secured the role for you. As in the 1st interview it is inevitable that you will be asked “any questions?” Your questions may have already been answered during your interview but like any great salesperson question until you fully understand their need. 

Video: How to Close a Sales Interview


This demonstrates that you have thought about the role and have done extra preparation. This is one of the most important parts of the interview a poor performance here and by not questioning further it could end your chances.
When attending your interview you must demonstrate to the interviewer(s) you are talking this seriously, take a folder containing, all you preparation notes – 'handouts'. Of course you must use the folder, check your notes to answer questions, check to make sure all your questions have been answered and then tell the interviewers that “all my questions have been answered”

Video: The Most Important Questions You Should Ask at a Sales Interview
 
The MOST important questions to ask during your second interview:-
“What reservations do you have about me/my experience?”  - asking this question will give you the chance to answer any last questions, remove the doubt in the mind, something you might not get another chance to do.

The final thing to do and is a MUST is to tell the interviewer(s) that you are interested in the role (you may want to write this down as a question so that you don’t forget)

“Thank you for talking the time to see me, I am very interested in the role, this is a position I have been looking for” – add the close – “when are you looking to make your decision”

Good Luck from the team at Aaron Wallis.

By Paul Masterson

Paul can be contacted on 01908 764280
LinkedIn: uk.linkedin.com/pub/paul-masterson/31/544/277