Tag: recruitment

How to Put Together a Sales Resume

Posted on by Naomi Marshall

Not all resumes are created equal. At Sprint, we’ve written many blogs on the importance of a great resume in order to sell yourself to a prospective employer. However, if you’re in sales, there are a few other important details you must include. Yes. The layout should be neat, clear fonts, dates to one side etc etc…but what about the actual content? The actual words you choose? Here is what we recommend you include when putting together a Sales resume.

Remember, if an employer advertises a new role, they may receive over 100 resumes (sometimes more!) and a recruiter can receive several hundred in one week. If they know what they are doing they can scan a resume in about 30 seconds. So you need to make sure you are standing out and highlighting the important information that recruiters/employers are looking for!

WHAT ARE RECRUITERS LOOKING FOR IN A SALES RESUME?

Amongst other things – A HIGH ACHIEVER. A “Do-er”, a driving force, a self-motivated, energetic and positive person. Whilst I am very interested in hearing all about the HOW (relating to targets, KPI’s, day to day activities), I really want to see WHAT you have achieved.
Recently I placed a very senior sales person. To put it bluntly, she is a Sales Rocket when it comes to driving new business. She’s fearless and her resume showed that as soon as I opened it. I booked her in immediately and I had no issues in engaging clients to meet with her the minute I put her resume in front of them. Yes, she had to sell herself in the interview but I strongly believe that the points she outlined on paper were just as important when it came to securing the role.

WHAT DO I INCLUDE IN A SALES RESUME?

Here is a snippet of bullet points from her resume, the ones that showed me WHAT she had achieved:

Duties:

  • Successfully drove a permanent recruitment desk and managed end-to-end recruitment processes across a range of organisations from large global companies to ASX listed businesses
  • Built and managed relationships with key stakeholders by maintaining a regular account management strategy
  • Negotiated Terms of Business, fee, rates and figures with existing and new business
  • New business development on a weekly basis
  • Meeting all KPI’s on a weekly basis relating to call volumes, client visits, interviews and activity

Achievements:

  • Winner ‘2013’ Business Activity Incentive Award
  • Top Biller Quarter 1,2,3 ‘2013’
  • Organiser for client training program in 2012, 2013 & 2014 (weekly group fitness with clients)
  • Organiser for the Women In Leadership events through XYZ
  • Successful on pitching, winning and placing over 8 retained assignments

Billings:

  • Q1 2013: XXX – Q2 2013: XXX – Q3 2013: XXX – Q4 2013: XXX

Obviously these points were coming from a sales person who worked in the recruitment industry,. But whatever your industry the same method applies. Be VERY descriptive with regards to what you did, your achievements and make it sales specific. List the outcomes and your achievements with an emphasis on financial wins/gains (at the end of the day – this is what counts in sales and to our client who wants results).

Tailoring your resume for the role you want and highlighting the key factors that make you the right candidate for the role are often overlooked by candidates. If you want to work in sales – be proud of your results and sell your most important product… yourself!

If you have more questions about putting your resume together, be sure to refer to Sprint Coach and see our other tips. Alternatively, contact us directly at sprint@sprintpeople.com.au

 

Naomi Marshall – Director
P: (02) 9271 0011
M: 0422 139 910
E: naomi@sprintpeople.com.au

 

Why Doesn’t My Temp Rate Reflect My Permanent Salary Expectations?

Posted on by Naomi Marshall

A common misconception that candidates have is that you will receive more money in temp roles because you are working on a casual basis. However, for a number of reasons, temps in the office support/admin space are rarely paid the rate that they would be expecting on a permanent basis (let along rate that exceeds it).

Why?

Consider why companies typically employ office support temps…Many of the temporary assignments that become available are short term. They can be to cover a ½ day of sick leave, a couple of weeks of annual leave or to take care of a temporary overflow of work. In these situations, because of the shorter nature of the assignment, clients tend to only require temps to complete quite mundane tasks. It is inefficient to train somebody on the more senior aspects of a role when the assignment is likely to be near its completion by the time that temp gets handle on those tasks.

So when a client calls us to ask for a temp receptionist to cover their front desk for one week, to literally answer phones, take messages and greet walk ins, we need to pay them a rate in line with the junior tasks and responsibilities of that role. While many people that are looking for temp work are more than over qualified for this assignment, we can’t pay them more money for the experience they have, because the client does not require that extra experience. We can only pay a temp in line with the duties of the role, not in line with their overall level of skill and experience.

Many temps will plea that they are worth the extra $$$ because they will be able to complete additional tasks, however this is irrelevant for the client. As an agency if we go back to a client with a more senior candidate and mention that they will need to pay a higher rate, more often then not the client will just say “well then find me a junior whose expectations are not higher than that of the role”.

The temporary assignments that require a more senior candidate (and therefore that pay more) are generally the longer term assignments. E.g. If an EA goes on leave for one week most clients tend to either hire a junior to complete the more mundane tasks of the role, or ask an existing employee to cover the role due to their existing knowledge of the company. However the longer the assignment the more likely that the client will require an EA that is of the same skill and experience level of the employee that is away or on leave. In this situation you may have a chance to match your salary, but only if the duties and responsibilities of the role are similar to the level of your experience.

However! While these roles do exist, they are not as common as the shorter, more basic temp assignments. In fact, as an office support recruitment agency that is often inundated with temporary assignments we can usually count on one hand the number of roles paying over $35 p/h each year. Therefore, if you are looking to temp while waiting to find your next permanent role, be warned, that you will have much less chance of gaining temporary work if you will only accept roles paying higher rates.

If you’re wondering why it might be worth it to take on these more basic temp assignments (which we strongly recommend) see my last post “Should I consider a temp role?” Alternatively, give Team Sprint a call on (02) 9271 0011.

 

Should I Consider a Temp Role?

Posted on by Naomi Marshall

I am currently unemployed… should I consider a temp role while looking for my next permanent role?

The Sprint People answer is…. YES!

There are many great benefits to temp work! Some candidates come to Sprint saying that they will only consider permanent options because temporary work is unstable, and looks inconsistent on a resume. For the large part of that statement, we disagree! Ever heard of the theory that activity stems from activity? Get busy if you want to be busy!

Here are some other great reasons why you should consider temporary work:

BEEF UP YOUR CV/EXPERIENCE
If you’re in the market for a permanent role, it always looks better on your CV if you have kept yourself busy in a temp assignment, rather than spending weeks or months unemployed.

NETWORKING
Even if it’s just a one-day assignment you have the opportunity to network and build new connections! Remember, you never know where that next permanent role may come from. If you spend a day on reception, on the lowest hourly rate on earth, but you do a fantastic job… That employer may consider you for future roles throughout the business should they become available.

OPPORTUNITIES FOR PERM WORK
Temp roles frequently evolve into permanent opportunities. At Sprint, we find a high percentage of the temps we place are offered permanent roles within our clients businesses. Keep in mind it is often NOT in the role they were filling in temporarily, but another opportunity that is suited to their experience. We find our clients are confident speaking to the person who is temping with them about the role first as they already know them and have had first hand experience dealing with them in the workplace (better than an interview for many clients!)

STAND OUT TO YOUR RECRUITER
Temping gives you the opportunity to demonstrate to your recruiter how great you are! When I place a temp and my client raves about their great performance, positive attitude etc., I feel confident going of my way to call all my clients and tell them what a great asset that candidate will be to their business. Our clients LOVE it when we refer a candidate that is already tried and tested.

LEARN SOMETHING NEW
You have the opportunity to gain insight into industries that you may not know much about (or in some instances that you’ve never heard of). Which may open your mind to new possibilities! You can gain exposure to different systems, processes and ideas that may assist you in your next role.

CASH FLOW
Lastly, it keeps some money coming in so that you’re not forced to accept the first permanent role that is offered to you. You spend so much time at work that it is worth waiting to secure a GREAT job, rather than settling for just any job.

Having said all this above, if you’re worried that temping is making your resume look a little unstable, then summarise your temp assignments into one heading e.g. “Temping through Sprint People in various admin/ reception roles”. There is no need to list every single one day assignment, but it is important to make special mention of any assignment that is extended for more than a couple of months, or where you gained a skill that may be required in a role you’re applying for.

It’s natural to freak out when you find yourself unemployed, but if you consider temping while you’re looking for that dream role then you can keep some $$$ coming in the door, while meeting new people, trying different environments, and gaining new skills – win, win, win, win!

For more information on temping and pay rates follow this blog to ensure you don’t miss next blog post “Why Doesn’t My Temp Rate Reflect My Permanent Salary Expectations?”. I have also written a blog series on how to be a good temp – you can read that here. Or, if you can’t wait that long, get in touch via sprint@sprintpeople.com.au or 92710022.

 

How to Nail The Reference Checking Process

Posted on by Naomi Marshall

Reference checking is a crucial part of the recruitment process. You’d be surprised how often this can catch someone off guard if they aren’t prepared. Make sure you nail the whole recruitment process from start to finish by understanding and being prepared for reference checks!

You’ve made it through the first interview with the recruiter, then 2-3 (or even 4 interviews!) with the client and an offer is now on the table. Then you hear the words “the offer is pending reference checks”.

Now you shouldn’t be shaking in your boots at this point because you if you have performed as a good employee then you won’t have any trouble pulling up a variety of names of people who will be happy to speak on your behalf. But you shouldn’t be complacent either.

Reference checks can be a little tricky if your work history has been limited. However, we understand you won’t have as many ‘managers’ who have overseen your work and guided you. You may need to call upon people who can speak about your character, personality and possibly shed some light on your personal achievements.

Here are Sprint People’s Top Tips to keep in mind when selecting referees to assist you with the recruitment process:

Choosing the Best Referee
The best referee (in the eyes of the recruiter and/or hiring manager) is someone who has directly managed you before. Supplying the person who you sat next to, the one you went to the gym with 3 times a week or even your friend’s manager who knew you ‘reasonably well’ doesn’t constitute a “great referee”. The purpose of the reference is for the potential employer to gain information on how you performed in the role, how you are best managed and key points relating to how they may further develop you in the future.

Ask First
Before offering up the name and contact details of any potential referees, ensure you ask that person if they feel comfortable being a referee for you. Having their name attached to comments relating to a person’s performance is a serious matter and shouldn’t be taken lightly.

Confirm Contact Details With Referee
Double check if your referee feels comfortable having their personal contact details supplied to a hiring manager, HR or recruiter. Maybe they would prefer to only have a work number given out instead of their mobile? Everyone is different.

Multiple Contact Details
Where possible you should give more than one contact number for the referee, e.g. a business landline and a mobile.

Provide All The Information
Offer the full name and title of the referee, also state if this is different from when you worked with them (e.g. have they moved companies, if so was it before or after you left the company). Give a short description of who they are, how you know them. You’d be surprised at how many people send through a referee simply with a name eg Pete Smith, M 0408 XXX XXX– ok so who is Pete, how do you know him, when did you work with him, does he know I have his number??? It could be that I ring him only to ask all of these questions then uncover that he’s not a suitable referee anyway. A waste of everyone’s time.

Keep Your Referee In The Loop
Ensure that the referee is alerted every time you are seeking a new role so they are ready to receive phone calls from employers and recruiters. Remember the referee is doing you a favour and it’s only courteous to advise them each time they may be called upon. There is nothing worse than when we call a referee to obtain a reference, we state the candidates name, let them know the nature of our call and the referee says ‘Who?? Sorry I can’t remember that person and/or I didn’t know they were looking for a new job again‘ etc etc. Not ideal for the recruiter and certainly not a good reflection on you!

Tell Your Referee About The Role
When the referee knows a little about the job you are going for and knows why you want it, they usually tailor their answers and offer advice on why they feel you’d be great in that position. It makes the reference more personal and demonstrates they really know you and your strengths. It always speaks very highly when they are able to recommend you for the position as they understand it and this is often the icing on the cake to a hiring manager or recruiter taking the reference.

Keep Your Referees Up To Date
As your career develops, referees will change (you should supply referees from the most recent roles, no point offering the manager you worked for 10 years ago if you’ve had 3 jobs since then), so keep them up to date.

If you are supplying referee information on the bottom of your CV ensure you keep this up to date and also ensure the referee is aware their name is listed as it will be seen every time you send it out. It’s totally acceptable to simply state ‘referee details can be supplied on request’.

Be Honest
The recruiter or hiring manager may want to check the referee’s credibility on LinkedIn or via the Receptionist at the company listed so if you’re thinking of telling a porky pie on who the referee is – best to think again.

It is so exciting to get to reference stage of the recruitment process, although a reference check can be performed anywhere from the beginning to the end of a professional recruitment process. By following the above tips, you will be prepared and can ensure your reference checks will support the process and not hinder your chances in securing what may be your dream job!

For further recruitment advice, check out Sprint Coach or please don’t hesitate to contact Naomi Marshall directly on 9271 0011.

Naomi Marshall – Director
P: (02) 9271 0011
M: 0422 139 910
E: naomi@sprintpeople.com.au

Customer Service – How Sydney Compares…

Posted on by Naomi Marshall

Is it just me or has anyone else noticed a vast difference between the customer service in Sydney and elsewhere in the world? Recently, I was fortunate enough to unbuckle the chains that attach me to the Sprint chair and head off on a well-deserved (if I say so myself!) holiday to Europe. 7 countries in 4 weeks – a mixture of sun, amazing cities, new cultures and my favourite……NEW PEOPLE!

For anyone who already knows me, I’m an avid travel. One of my favourite things to do is to jump on a plane and experience a new and exciting place. I love the different food, the languages and learning more about the people from other countries and cultures. I essentially love to live and interact with others (probably why I love recruitment so much).

It’s also a great time to calm the mind. Some of my best and most innovate ideas – that form the very essence of Sprint – have been devised in exotic locations. Yes, okay I admit it, I usually do have a vino by my side, and am madly scribbling on a hotel notebook with those miniature pens they all seem to be so fond of.

However, I digress. I have been inspired by this trip to write about how Sydney compares to the rest of the world in terms of customer service. On this trip one of the biggest things I noted was the incredible variation between the levels of customer service (within the hospitality industry) in the seven countries I visited versus Sydney…and at the core of it, it made me very sad.

To put it bluntly, are Sydney people that self-absorbed or do they just not care about customer service?

Don’t get me wrong, I LOVE Sydney but I have to be honest and say Sydney could take a leaf out of a lot of other countries books when it comes to genuinely caring about their customers (noting that my experience was obviously predominately with the hospitality industry).

In other countries being a waiter is deemed a ‘profession’, however more often than not it appears that in Sydney it’s often just “something I’m doing whilst I look for a better job”, or to cover expenses whilst studying.

We travelled for 30 days, which means we had approximately 90 meals away from home. We ate at a very broad mix of places, high-end restaurants, local cafes, hotels etc. We also stayed at a broad mix of hotels. Every single interaction we had with a person who was in a customer facing role was an absolute pleasure. We were listened to, we were important, we felt valued – we laughed, and we enjoyed the experience (immensely!)

Immediately upon arriving back in Sydney, that quality customer service disappeared. We no longer felt listened to, were no longer important and definitely did not feel like a valued customer.
Why is that? Is Sydney just too much of a rat race? Is it that everyone is just too busy (and stressed) to be caring about others? Is it that overseas they’re incentivized to treat the customer well (eg low base pay, working for the tips), or is the economy in such a poor state that they are working hard to hold onto their jobs (e.g. less prospects). I guess the other option is because lots of people are on holidays and it has a more positive/fun/vibrant feel hence they find it easy to get involved as well?

I don’t know the answers but what I do know is that I noted the difference immediately upon my return to Sydney. I felt it when I stood in the queue for a coffee only to have someone else push ahead of me (then pretend she didn’t do it). I felt it when the guy who served me looked like he was half asleep and he certainly didn’t want to be doing what he was doing. Don’t even get me started on the guy in duty free at the airport! There were no smiles. It was a simple transaction of taking the money, writing the order on the lid – next.

We regularly place candidates in roles that demand exceptional customer service, mostly in professional services but in other industries as well. I have no doubt that they are exceeding in these positions. I have just been left miffed about where the customer service in hospitality has gone and want to know how can we get the Sydney standards back up to the rest of the world? Or perhaps quality customer service, in any industry is now a rare commodity and I being harsh on the hospitality industry?

If you have the answers – please let me know. I would love to hear what you think.

All that said, if you would like to chat more about customer service and what to expect from your staff and how to attract quality talent in this area, contact me on naomi@sprintpeople.com.au. You know what I expect and I wouldn’t put a candidate forward with anything less than that!

Naomi Marshall – Director
P: (02) 9271 0011
M: 0422 139 910
E: naomi@sprintpeople.com.au