Cortez Agency’s Post

Hiring - how we can be better. One of the things we are addressing at Alpine Testing Solutions, Inc. is our hiring process. In particular, how quickly we provide feedback, and how quickly we get offers out. Being a candidate can be so frustrating. Waiting on hiring teams to let you know if you’re moving forward in the process or not can be agonizing and frustrating. Slow (weeks and months), and sometimes NO communication is a practice I have seen far too often, and frankly, is unacceptable. Candidates want a yes or no as quick as possible, so they can move on. And when we have a great candidate, we need to get an offer out to them asap. So I am working with our HR department and hiring managers to ensure we at Alpine make sure we are empathetic to our candidates needs and emotions, and provide as best a hiring process as possible. - when it’s a no, we let them know - ghosting candidates is not cool! - get the process done asap - great candidates get an offer quick As leaders we must do better for those seeking to work with us.

Sales is easy, said no one ever. But implementing a robust hiring process can take a massive load off the shoulders of your sales team. As someone who has been recruiting sales talents over the years, here's an inside tip - Always remember to look beyond the resume. Yes, a well-structured CV and relevant experience matters but so does attitude, personality and a growth mindset. Take it from me, in sales, hiring for skills is important but hiring for attitude is critical. Always hire individuals with the resilience to bounce back from rejections and the tenacity to consistently chase their goals. The skill set can be taught but shaping one's attitude takes time. In conclusion, follow this mantra - Hire for Attitude, Train for Skills. You'll never go wrong!

I read a job description recently and it almost made me want to apply. Check it out: • Has a reputation for initiating ideas and programs presenting options, not just delivering what is requested; • Has a strong appreciation and regard for the challenges, pressures and stress that continually surround an organization; • Is politically sensitive and savvy but not political; • Has a high level of curiosity. I am constantly asked about hiring a sales rep. Most of the questions have to do with where to look. This post addresses a different topic: What to look for. From the outside, does your company look like a place great people would want to work?

I need a Job

Q - Why you should hire me? A - You should hire me because of three reasons: First, I am a sales driver and numbers are my passion Second, Results through people is my motto. I strongly believe in the value of teamwork. Third, I focus on the long term success of the business and find the best ways to achieve that success

We’ve increased the size of our team by 50% in 6 months. How did we do it so successfully? ▶ Clearly understand your culture and company values. These principles underpin how we approach scouting out our A-players. Skills can be taught but attitude is permanent. ▶ Build an environment that champions innovation and creativity. Our team works across hundreds of accounts daily, therefore collaboration is necessary for top tier results. ▶ Create clear processes which are easy to find and follow. This will simplify everyone's roles, allowing them to focus on their work and increase output. ▶ Prepare a new starter onboarding process which covers all of the above points and allows the new team member to sync into the workflow. Training can also be included in this step to set them up for success. In the agency space, job turnover is high and people jump between companies. At Prospa we strive to create an environment that people can build their career in. Hiring the best talent available allows us to scale the agency with confidence and stability.

I always had a hard time figuring out someone's attitude in interviews, but this question helped me. 👇 𝘐𝘵'𝘴 𝘵𝘩𝘦 𝘭𝘢𝘴𝘵 𝘥𝘢𝘺 𝘰𝘧 𝘵𝘩𝘦 𝘲𝘶𝘢𝘳𝘵𝘦𝘳, 𝘢𝘯𝘥 𝘺𝘰𝘶 𝘥𝘪𝘥 𝘯𝘰𝘵 𝘩𝘪𝘵 𝘺𝘰𝘶𝘳 𝘵𝘢𝘳𝘨𝘦𝘵... 𝘞𝘩𝘢𝘵 𝘥𝘰 𝘺𝘰𝘶 𝘥𝘰 𝘵𝘩𝘢𝘵 𝘥𝘢𝘺, 𝘵𝘩𝘦 𝘦𝘷𝘦𝘯𝘪𝘯𝘨, 𝘢𝘯𝘥 𝘵𝘩𝘦 𝘧𝘪𝘳𝘴𝘵 𝘥𝘢𝘺 𝘰𝘧 𝘵𝘩𝘦 𝘯𝘦𝘸 𝘲𝘶𝘢𝘳𝘵𝘦𝘳? This sentence helps you find out important things like: 𝗥𝗲𝘀𝗶𝗹𝗶𝗲𝗻𝗰𝗲 𝗮𝗻𝗱 𝗣𝗲𝗿𝘀𝗲𝘃𝗲𝗿𝗮𝗻𝗰𝗲: How the candidate deals with the pressure and disappointment of not meeting targets, and their ability to maintain a positive and determined attitude. 𝗣𝗿𝗼𝗯𝗹𝗲𝗺-𝗦𝗼𝗹𝘃𝗶𝗻𝗴 𝗮𝗻𝗱 𝗔𝗱𝗮𝗽𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆: The candidate's ability to quickly reassess the situation, adapt their strategies, and find creative solutions to challenges. 𝗣𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹𝗶𝘀𝗺 𝗮𝗻𝗱 𝗪𝗼𝗿𝗸 𝗘𝘁𝗵𝗶𝗰: The candidate's response can also reflect their professional attitude and work ethic. Do they stay late to try and meet the target, or do they give up before the deadline? How do you check somebody's attitude during an interview? - - - - - - - - - - Follow me and hit the 🔔 Roel Cozijnsen Sales Coaching, Outbound Sales, and Business Development - - - - - - - - - -

Finding talented individuals with both the right attitude and the necessary skills can indeed be challenging. While skill is essential, attitude plays a crucial role in ensuring a positive work environment and client satisfaction. Hiring someone who lacks the right attitude can lead to headaches, client ghosting, or even jeopardize client files. It’s crucial for employers to strike a balance between skill and attitude when building their teams. When you find an employee like that, cherish them and take good care of them. You’ve got a gem on your team!

As a company, we're often asked how we're able to do things so differently. Well, one of the key ingredients to our success is our people. Today, we want to share with you what we look for when hiring: 1. People that care. At the top of our list is finding individuals who genuinely care. We believe that this trait cannot be taught, it's in your DNA. It doesn't matter if they have experience in our industry, we can teach that, but we can't teach you to care. 2. People that have grit. We look for individuals who have "fire in their bellies." We want people who are passionate about what they do and are willing to go the extra mile to achieve their goals. 3. People who can get along well with others and understand the importance of our company culture. We believe that a strong team is built on individuals who work well together and share the same values. 4. Uncommon people with big ideas. We're always on the lookout for individuals who bring fresh perspectives and innovative ideas to the table. At Walker Lumber and Supply, we believe that finding the right people is key to our success. We're proud to have a team of individuals who embody these traits and are committed to our mission... and when we come across an individual who meets this criteria, we hire them!