Take Part in the 2013 Sales Survey

LAUNCH OF THE SALES SURVEY 2013.

The world of sales is changing at a faster pace than at any other any time.  We're all LinkedIn to Twitter and utilising our time to achieve sales success in a way unimaginable to sales professionals of just a decade ago.  If we contrast our roles, motivators and core to only four years ago I think we’d all agree that the shift has been huge. 

It’s been four years since we held our last sales survey and it was conducted in the undoubtedly tough times of Summer and Spring 2009.  Now in a market with hints of optimism and a whole heap of new sales and marketing methodologies to add to our sales arsenal, we are launching the survey again to gauge how sales people are truly thinking.

TAKE PART IN THE 2013 SALES SURVEY

We have partnered with the ISMM and several other sales organisations to invite over 50,000 sales professionals to take part in the 2013 Sales Survey.  Our aim is to get response from over 1000 sales people across all levels thus giving us a true and accurate snapshot of what it is really like to work in sales in 2013.   The research will feature in the autumn / winter edition of the ISMM's Winning Edge magazine and other media.

If you take part in the survey, we’ll send you the results, prior to them being launched to the media, so you can stay up-to-date with what’s happening, what’s winning, what’s important, what’s not, working hours, holidays, money – all sorts.

The confidential and secure survey is authoritative research, and previous survey information has been used by leading business schools such as the University of Portsmouth. It takes around ten to fifteen minutes to complete and of the sixty questions, just five are mandatory.  In past surveys most participants commented on how enjoyable, and thought provoking, they found completing the survey.  The questions are designed to be a mixture of work-related and life-related questions, and we hope that you enjoy completing it.

TAKE PART IN THE 2013 SALES SURVEY

To thank all entrants we will enter you into a draw to win an ‘ultimate experience’ - a choice of over 100 experiences ranging from a 30 minute 'Tiger Moth' flight to an overnight golf break for two to a racing experience in a Lamborghini.  You will also receive a free ticket to the launch of the survey on October 17th at the Successful Selling Conference 2013, Ricoh Arena, Coventry.  This will be presented by Toby Perkins MP and will take place in Hall 4 adjacent to the main conference.

Access to all of the surveys from the last seven years can be accessed here: http://www.aaronwallis.co.uk/sales_industry_statistics.aspx

To TAKE PART IN THE 2013 SALES SURVEY simply follow this link or visit www.survey2013.org

Thanks for taking part,

Rob Scott

Aaron Wallis Sales Recruitment

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Aaron Wallis Blog & News: www.salesvillage.co.uk

It's Tough to Pick the Winners

Getting recruitment right is tough.  We’ve all made ‘bad hires’ at some point in our careers be that the ‘dishonest hire’, the ‘under-performing hire', the ‘culturally wrong hire’ or the plain ‘ineffectual hire’.                      It’s never easy to ‘spot the winners’ but there are management tools out there to help increase your chances of making the right hiring decisions. Recent research from the CIPD shows that personality profiling is used in just over one-third[i] of recruitment processes.  Aaron Wallis is offering you the chance, at no cost, to investigate refining your own recruitment process by introducing personality questionnaires. Personality questionnaires are designed to strip away the interview facade of potential employees and help you to build a top-performing team.  Our interview profile is a validated and powerful eight-page report that addresses essential traits in the workplace (see image for details of the traits).  We think you’ll agree that it will provide a clear, simple and easy to follow guide that will help you conduct a structured, more insightful and professional interview. This is a simple invitation with ‘no strings attached’.  We’d simply like you to sample the Aaron Wallis service so that we can learn more about your business and help get recruitment right for you. To take advantage of this opportunity and to claim your complimentary interview aid simply click here and complete the short online form.  Within one working day, we will then contact you for a five-minute  consultation to set that up for you.  The resulting report will be delivered straight to your mailbox. You may wish to take the questionnaire on yourself to see how powerful it can be or perhaps even on a forthcoming interviewee. So put us to the test and see how Aaron Wallis can help you to ‘spot the winners’.  We look forward to hearing from you, P.S. If you’d like us to set up more than one personality questionnaire just let us know.  A link to a sample guide can be found here: http://ittybitty.bz/free-interview-aid P.P.S. Aaron Wallis offers the most inclusive recruitment service in the UK backed by a 12 month rebate scheme – click here to find out more [i] Personality questionnaires were used in 35% of recruitment processes in 2011 (down from 44% in 2010) CIPD, A Barometer of HR Trends and Prospects 2011

Aaron Wallis Increases Advice Library to Over 500 Articles

We’ve always been pretty proud of the advice that we offer across www.aaronwallis.co.uk which we believe to be the most comprehensive, freely available advice offered by any recruitment agency. 

We’ve just undertaken a massive overhaul of the Advice Library which now contains over 500 articles, each written by industry experts, covering every imaginable business area from sales and marketing to finance to taxation to doing business in other nations.

To access it’s simple – follow this link:

http://www.aaronwallis.co.uk/client_advice_library.aspx

Then either drop down on the theme that you’re looking for advice upon and hit search and it will bring up every topic in the category.

 

Alternatively type your query in the search box and the search engine will chose the articles it feels most relevant.

We hope that you find it useful.  If so please bookmark or post to facebook, Twitter or LinkedIn using the user-friendly buttons on the page. 

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
 

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.

Liam.oakes@aaronwallis.co.uk

www.aaronwallis.co.uk

Twitter - https://twitter.com/aaronwallisliam 

Google+ - https://plus.google.com/+LiamOakes 

Facebook - https://www.facebook.com/AaronWallisSalesRecruitment 

LinkedIn - http://www.linkedin.com/pub/liam-oakes/4b/536/403 

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

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.

Liam.oakes@aaronwallis.co.uk

www.aaronwallis.co.uk

Twitter - https://twitter.com/aaronwallisliam

Facebook - http://www.facebook.com/AaronWallisSR

LinkedIn - http://www.linkedin.com/pub/liam-oakes/4b/536/403

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.

Liam.oakes@aaronwallis.co.uk

www.aaronwallis.co.uk

Twitter - https://twitter.com/aaronwallisliam

Facebook - http://www.facebook.com/AaronWallisSR

LinkedIn - http://www.linkedin.com/pub/liam-oakes/4b/536/403