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Hiring manager: “Of all the things you could do in life, why do you want to be in sales?”

Candidate: “Because I am a people person. I love people!”

Hiring Manager: “Thank you for your time. Good luck!”

The answer that you have just read is a certified interview killer. Managers want reps that can RELATE to people, not candidates who want to fall in love with their customers. Everyone is a “people person.” You’ll never hear a candidate say, “I hate people, so I want to screw them out of as much money as I can!” By the same token, managers do not want to hire wallflowers who will wilt the first time they hear an objection.

Here is an answer that is more appropriate:

“I love sales for four reasons. One, I am money motivated, and sales gives me the opportunity to make as much money as I can. Second, sales gives me the opportunity to set long and short term goals, and achieve those goals on a consistent basis. Third, with sales, every day is a new challenge, and I relish challenges. And fourth, sales gives me the opportunity to meet the needs of my customers.”

Let us help you prepare for your next interview by signing up for our “Interview Preparation Service” where we can provide you with the tools where you can nail that interview! Talk soon!

Lately we have been getting a number of resumes where the resumes states, “2019, or 2017 or 2020 to Present.” When we call the candidate we then find out that they have not been with the company for six, eight, ten months, and in one case- two years! So the strategy worked- they got us to call them. So will H/R people. So will hiring managers. Here’s the problem: the minute we or the hiring managers find out that they are not employed, the element of trust is broken. I have seen interviews end prematurely, and I have seen job offers recalled because the candidate misled everyone on the background. And if candidates think they can skate to a job offer while misrepresenting themselves, they need to think again. Companies will do background checks, and believe me, if they uncover inconsistencies on dates of employment, or maybe uncover another hidden job or two that were not mentioned, they have grounds to fire that person immediately.

Look, it’s okay to be unemployed. Many people were laid off due to COVID. Many career paths were disrupted. It’s okay to admit that it has been difficult to find a position. But don’t lie. You will gain more respect if you indicate on your resume that you are no longer with your company. Trust is a powerful consideration when decisions are made, so don’t violate that trust by misrepresenting yourself.

I know that I’m going to upset many people, but here goes… The CEO “Advisory Board,” or the “President’s Council” is NOT a major accomplishment. It is the most overblown and most widely used space filler on a resume. Out of 100 resumes that we receive, at least 95 of them will have ” served as President’s Council or Advisory Board, or Consultant to the President” on it. And while such a distinction may be truly deserved, it is also a major yawn to a RSM or Vice President of Sales. It… means… nothing!

I recently had a young lady, with nine months at her current position, indicate that she is on the “President’s Council.” After nine months.

Such a designation on any resume tells a VP that the candidate has little by way of accomplishments, and they use this as a filler. Same with “Trainer and Mentor to new hires.” Candidates should put meaningful, impactful accomplishments on a resume that are important to a VP, and using worn out cliché’s is not going to cut it.

Let us help you craft a resume with impactful accomplishments designed to get a VP’s attention. We are here to help- please call us at 623-853-0625.

The other day, our group had a Regional Sales Manager candidate interview with an Executive Vice President of a major client. This candidate has impeccable credentials, years in the industry, an impressive list of accomplishments, and a stellar reputation . He had breezed through the first two rounds of interviews, and here he was ready to “knock it out of the park,” and secure that job offer. All he had to do was impress the VP, and the job was his.

Except he wore a sweatshirt on his final Teams interview.

Folks, a Teams or Facetime Interview is an INTERVIEW. A business suit and professional attire is mandatory- except where casual attire is recommended- and even then you should dress appropriately. Our candidate showed a severe lack of business judgment and a lack of respect for the interviewer.

He will not get this position.

Do not underestimate ANY step in the interview process. Show up looking your best at all times- even if it is online.

It’s December now, and many people are packing it in for the Holidays. They figure that companies are not going to hire in December, and since they have been looking for quite some time, they are going to relax, enjoy the holidays, and come January 2nd, “dammit, they are going to hit the market hard!” But guess what? By January, the positions will be filled. Companies are interviewing now to fill positions prior to their national sales meetings in early February. Our search firm is working with four companies who are in expansion mode ( 40 positions overall) to be filled by the end of the year. This is an annual event, but many people are not aggressively hitting the market, figuring that these companies are in hibernation. Wrong strategy. This is the perfect time to get your resume in shape and be aggressive, because not only are companies hiring, but over 50% of the candidate pool is going into hibernation as well- meaning that you have less competition for your services! So be proactive, and aggressively hit the market now!

Let us know if we can help you craft a resume that will get results!

Unfortunately we all have emergencies in life. It is something we all face, and something we have to deal with. Often enough, the “Family Emergency” excuse comes up as a means of getting out of an interview, or deciding not to take a position. It is a convenient way of isolating oneself from criticism, and allows that person to “defend” pushback by saying, “What kind of manager or recruiter are you that you can’t understand that my family comes first!” But the “Family Emergency” often comes with this caveat: “But if you come up with something else, please let me know.” Whew- off the hook!

Look, I realize that there are bona fide emergencies. But when a candidate uses that excuse, and the next week answers an ad on LinkedIn or Med Reps, it does arouse suspicions.

Do yourself and hiring managers and recruiters a favor. If you don’t want a position, or are having second thoughts, just SAY SO! You will garner more respect, and will likely get calls for other positions. And it would allow candidates that have TRUE FAMILY EMERGENCIES to deal with their issue and get back in the interview process. Most managers will understand. But don’t cry wolf – it demeans the people who really, truly have emergencies.