The main reason you may be losing out on business (clue: your salespeople)
If you find that your sales numbers are dropping and while your salespeople are sending out proposals left, right, and centre, they are simply not being taken up, you need to look internally. Your product or service is great! You know it is. Your existing customers rave about it and refer you often. The price point is good, too, and you know that you are offering a competitive solution. What could be the problem? However, since you’ve taken yourself out of the sales process, which is quite normal when your business starts to grow, you find that the numbers are just not the same. Even though you may have put very clear processes in place which take your salespeople from research and resourcing to contact to selling, their proposals are being turned down. It’s time to focus on the Sales People If it’s clear that the problem lies in closing sales, you need first to ensure your salespeople understand how to close. What is closing? In principle and theory, it’s about: Being prepared Giving the pitch Answer and solve objections Ask for the sale Simple, really? But, out there in the real world, it can be quite tough. Research shows that over 80% of people will say no to a salesperson 4 times before saying yes. So, given that piece of information, it appears that persistence should form part of the process. There are, of course, various closing techniques, but this is not about that. Let’s take a step back and assess your salespeople closely. What are your salespeople made up of? A typical salesperson has a few traits that make up their whole. Sure, not all salespeople are the same, but they definitely need to have a set of skills to see them through the sales process smoothly. Empathy – essential for the salesperson to see the customer’s side; Confidence – closely linked to cockiness, but there is a fine line between having confidence and arrogance – know the difference when you recruit; Competitiveness – vital for them to push through those nos’; Resilience – hand in hand with competitiveness; Social – they need to be able to connect and communicate well with others; Passion – and belief in what they are selling. If you feel that any one of them may not fit the bill, you need to analyse their sales records and then chat to them. It may be they are not in a good place, and their normally active sales skills are simply on freeze-mode. They may need a pep talk. They may need a little hand-holding. Take time to find out what the problem is. If, after assessment, you find that the salesperson certainly should not be in sales, then you may need to find another seat for them. So, essentially, your salespeople are an integral part of your sales process – that much is obvious. But, instead of re-teaching them sales closing techniques, get closer to them. You chose them for a reason when you recruited them, but circumstance and life can alter a sales person’s performance. Closing line? Dig deeper. Get close to your salespeople. Understand them better. This may help the closing of proposals. If you are struggling with the recruitment process, please reach out and chat with me. Anthony Kettle is the co-owner of West Coast Personnel, a successful recruitment agency that has been around for going on 21 years in the Table View, Western Cape area. Anthony specialises predominantly in the engineering and manufacturing space; however, he has a wealth of knowledge to impart all aspects of recruitment. He has recently published his books, The Job Seeker’s Handbook and The Recruiter’s Handbook, available on Amazon as eBooks. You can connect with Anthony via email, web, or social platforms – Facebook – Instagram – Twitter – LinkedIn
Why you should be hiring remote workers
With communication across countries being so easy and the many platforms for online team collaboration on offer, hiring remote workers is not only easy but offers many benefits for businesses. Of course, it’s not for every business and has its downsides. But, by setting up procedures for training and communication with remote workers, chances are you can make it work for your company. Here are four reasons why we believe hiring remote workers is a good business move: Productivity There are fewer distractions at the home office – no impromptu meetings and idle chit-chat while making tea. Rather, employees can focus on and complete tasks much easier and quicker. One of the top benefits of remote working, for employees, is that it reduces the amount of stress and wasted time that comes with the work commute. This frees them to have a better work-life balance or put in some extra time on a project without getting resentful. Loyalty and retention Research shows that remote workers are more loyal to their employees. Why? Because they feel trusted, as their employers allow them to get their job done without being micro-managed. A loyal employee is so valuable because the cost of replacing them, especially if productive and competent, can be disruptive and costly. Saves money Businesses can save money by having smaller office spaces and saving on all aspects that come with having more people in the office. Also, research shows many employees will accept a lower salary for the ability to work from home. And, employees save too, by cutting out the cost of a commute. Wider talent pool Your pool of talent is much broader if you’re not limited to hiring within your commutable area. If you are hiring across the globe, you can have employees working around the clock. This can come in handy with customer service response times and social media issues. Having employees of different cultures also provides a variety of perspectives, which can be helpful in problem-solving and reaching a broader audience. Offering your employees remote work options is a smart move. You can attract top talent, have happier, more loyal employees with a work-life balance, and you can save your company money. Now that’s a win-win-win. Broaden your scope of top talent and alternative interview techniques by getting in touch with us at West Coast Personnel. We can help assess potential candidates in the most effective way. Get in touch at https://westcoastpersonnel.co.za/find-staff/ Follow us on Facebook to keep up to date.
3 Tips on Hiring Top Talent in the Future
The landscape of business is rapidly evolving. This means the way you recruit top talent for your business needs to change too. Are you ready? Employees are looking for a lot more out of the company culture they are joining. Understanding the factors that influence how professionals choose a company is important in order to find the best available talent. What Drives Top Talent? Career Progression Learning and development are what pushes a professional forward in their career. This up-skilling is often left up to the individual but your company needs to have its own internal training and development plan too. This is a huge driver for candidates. Being committed to further educating your staff shows your commitment to their career. Flexibility You need to consider how your company’s everyday working arrangements can be flexible, from flexi hours and a dynamic working policy to a flexible benefits package (allowing professional to select their benefits) and restructuring the way your teams communicate. Management teams also need to be flexible by requesting frequent feedback from their teams. This way they can implement necessary changes in the workplace. Inclusion and diversity As diversity within an organisation improves, it’s important to have the right support available for your employees. This includes a working inclusion policy, to ensure difference is embraced in the workplace. These policies should be continuously reviewed and renewed so that they are serving your business in the best possible way, and developing alongside your workforce. Broaden your scope of top talent and alternative interview techniques by getting in touch with us at West Coast Personnel. We can help assess potential candidates in the most effective way. Let us know what position you’re recruiting for, and what work experience, qualifications, and skills your ideal candidate need to have and we’ll help you get the best professional for the job. Get in touch at https://westcoastpersonnel.co.za/find-staff/. Follow us on Facebook to keep up to date.
5 Encouraging Ways to Manage Coronavirus in the Workplace
WHO (The World Health Organisation) has declared the Covid-19, or as more commonly known, the coronavirus, a pandemic. How does this affect those in the workplace and their sick leave? In essence, nothing really changes – you simply follow your company’s sick leave protocol and policies, as laid out. For employees, if you’re sick, you put a sick leave request in. If you’re required to submit a doctor’s certificate, do so. And, above all, if you feel unwell and have any of the symptoms associated with the coronavirus, then rather stay off work. The question that is coming up is, “what if I have exhausted my sick leave, what now?” Well, unfortunately, then it will be put in as unpaid leave, should you stay off for longer than your sick days allowed. What we do suggest from an employers point of view is the following: Ensure you have given your staff all the information about Covid-19 so that they understand the risk and how to look after themselves Encourage sick employees to rather stay at home and where possible (especially where sick leave has been used up, set up a remote working office for them). For the most part, the symptoms are very much like having a cold or flu – and one is still able to function Be doubly careful with cleaning arrangements – in fact – have your cleaners in more often Where employees or management must travel, advise them on the precautions and where they are travelling to very high risk areas, consider delaying or postponing Limit face-to-face meetings and encourage remote access meetings via Skype, Zoom, WhatsApp, etc. One can still continue with work via these virtual methods We are here to assist with any questions you may have that hasn’t already been communicated by the government and other parties. Get in touch at https://westcoastpersonnel.co.za/find-staff/. Follow us on Facebook to keep up to date.
Superstar candidates shine here
You’re on your 20th interview and you’re so tired of the same answers and the same defeatist attitude. How do you know when you are right in front of a superstar candidate? Do you need to go through long interviews to find them? No, you don’t! 1. Play the game with potential superstar candidates Ask a few questions, yes, but at a point, tell them that you don’t think they are the right fit. Then be silent. A superstar won’t leave. They won’t say, “Thanks for the interview.” A superstar will lean forward and politely tell you that they are the right fit and that they would like to prove to you that you’re wrong. 2. Spot curiosity in the superstar candidate Has the candidate done their research? This will help you weed out the superficial applicant from the superstar candidate. The superstar has not only done their research but has formed a point of view about the company and knows what they can bring to the company – within their specific field. 3. Attractive workplace Superstar talent will have many options, but these days more and more people are looking for more than just a salary and interesting work. They want to spend their days in a place that is the right fit for them, socially and emotionally. Foster a culture that embraces diversity, one where people can be themselves and are encouraged to do so. Superstar candidates aren’t just good at their jobs, they push past barriers and rejection. They are able to rise to difficult occasions. We know qualified candidates can do their jobs when things are plain and sailing. But superstar candidates can do their jobs when the world is collapsing around them. They are filled with a drive to win, not just to get things done! These are the superstar candidates you need to find for your company. Looking for that superstar candidate? Let us know what position you’re recruiting for, and what work experience, qualifications, and skills your ideal candidate need to have and we’ll help you get the best superstar for the job. Get in touch at https://westcoastpersonnel.co.za/find-staff/. Follow us on Facebook to keep up to date.
Sales Staff – Recruiters shy away when they are commission-driven only
Sales staff live for commission! When I started my career in Recruitment, I was offered a decent salary and a lucrative commission in the professional recruiters stable. Accepting this offer would have made me comfortable, but would never give me what I wanted in life. I knew I needed to earn a decent income and I knew I was a good salesman. So, I did what most salespeople would think unspeakable. I countered the offer of a decent salary and a lucrative commission with no basic and a very high commission structure. This was the best decision I could have ever made; it literally changed my life forever. Having read this, I am sure you thinking, he is right, why are there not more people like you, who are willing to prove their worth and be rewarded tremendously in a sales commission scheme. I am sure there are and it is my job to find those stars who are willing to work for a basic small enough to cover expenses and kill it on the commission, or even just earn big money on a commission-only basis. A REAL OPPORTUNITY For this to be a reality, there needs to be a REAL opportunity. There needs to be numbers and data to prove this (i.e. turnover, margins and history). Why do recruiters hate hiring your sales staff for you? Well, here is the answer. Most recruiters won’t even touch a commission only job. And, sales staff live for commission. We bill on an annual cost to company which includes basic, benefits and commission x 12. (+ 13 cheque x 15% to 18% = x + vat) If we work out this formula based on basic only, you are looking at a pretty low commission for the recruiter. What you are asking for to get the best sales staff out there, willing to prove themselves by earning high commission only and pay the least you can for it. This is literally the hardest find for a recruiter and you offer the lowest reward. BASIC AND BENEFITS Sometimes employment agencies only want to pay the recruiter on the basic and benefits and not even pay commission on a commission-based salesperson. This is harder to find than a Full Stack Software Developer with more than 6yrs experience for R35 000 pm. How do you get Recruiters to find you these commission-driven gems that can turn your business around? It’s quite simple. Reward/pay them for good salespeople. Do this with lower or no basics. Instead of trying to pass them off as low-income people to save on the fee. Negotiate the probable lowest commission and the highest commission that someone can earn. Divide it by 2 to reach an average. That is the fee you will pay( R x 12 months x 15%-18% + VAT). You know your number, margins and the real potential. Reward your recruiter for finding gems and you will get gems. Author – Anthony Kettle To find staff – be sure to link through here or follow up on our social platforms.
5 Steps To Successful Employee Recruitment
Employee Recruitment finding the right employees is possible when you follow these recruitment steps: KNOW YOUR GOAL What do you want to achieve through this process? Besides finding the perfect candidate, how much do you want to spend? Is this for a new position or are you replacing someone? These all can make a difference to how you approach the process. Other areas to look into are when do you want to secure this employee by? You should be setting deadlines so that the process doesn’t carry on for too long. Also look at where you will find these candidates. Will you use an online platform or going via a recruitment agency? These employee recruitment strategies will help you focus your search and get the best outcome. PREPARE YOURSELF FOR EMPLOYEE RECRUITMENT This pertains to: 1. The job profile Ensure you have listed all the requirements for this position and don’t forget to make it not only specific but attractive. To attract good quality candidates, you want to present your company in a good light and also what you can offer the potential candidate. 2. The interview process Know exactly what it is you want to cover, what you want to ask and what responses you want to hear. 3. Qualifications and Skills What will they need in order to do the job well? Think not only about their professional qualifications but also their hard and soft skills. 4. Attitude and Drive What kind of attitude will help them perform well? And, do they have what it takes to push through in adversity and tough times? 5. Cultural Fit Do they fit into your company culture? There are many questions you can ask to ensure they do. We have great advice on how to recruit employees for small business, in the long run it pays to get professional advice. If you’re struggling to plan this out and need some help, consider reaching out to West Coast today.Fruitful Recruitment Steps to follow Fruitful Recruitment Steps to follow To find staff – be sure to link through here or follow up on our social platforms.
Upgrade your Company Brand to attract Talent
Having an Employer Brand Strategy is one of the most important elements in an organisation. It affects current employees, potential employees and your overall image in your industry. Here is how to create and ensure a positive, impactful brand identity: 1. Decide on how you want the outside to view your organisation Do you want to be known for your flexibility, your professionalism, your happy team of motivated staff or your competitiveness? Decide on what your goal image is. 2. Strategise and go for that image Now that you know how you want the world to view your company, set steps in place to get there. Don’t sit on it too long. Your brand identity may need to adapt as the world evolves. The things that are attractive today, may not seem attractive in a decade from now. Be sure to act quickly, precisely and be adaptable to change. 3. Ensure that your team is on board You can’t be portraying “the best office environment” if you can cut the air with a knife when walking into the office. Explain your plan to your staff – let them be a part of it. 4. Be Authentic Don’t create an image that doesn’t exist. Create a strategy, a real strategy, based on actual events and circumstances. If you need to clean things up before you implement your strategy, DO IT QUICK. Your credibility will suffer if authenticity is not there. 5. Create the perfect employee Avatar Yes, create a little make-believe version of the perfect candidates to employ. From personality to engagement to dress style. Use that as a guideline when employing new staff. They need to fit into your Company Brand Strategy. Based on the company brand you want portrayed, the authenticity thereof and the avatar you’ve created (who should naturally be a perfect fit), you are well on your way to having quality candidates knocking at your door for an employment opportunity to be a part of your incredible organisation. Potential clients, too, will see your value. It’s a win-win-win Look into it, strategise and get the dream brand image you’re looking for! To find staff – be sure to link through here or follow up on our social platforms.
How to fast track your career
If your idea of a fulfilling career includes promotion, responsibility and overall growth, you’re in the right place. There are many things to take into consideration once you’ve realised where you want to be in your career. To help ascertain whether you are ready to fast-track it, ask yourself these questions: 1. Am I knowledgeable enough to fill my desired position? 2. Am I emotionally mature enough to fill that role? 3. Am I respected in my workplace? 4. What do I consider the “peak” of my career to be? These are basic questions but should definitely be thought over before deciding that you want to put the pedal to the metal in your career. Growth is great but gradual growth is better. Walking into your first job and visualising yourself sitting in your CEO’s chair within a few months is a little over-ambitious but having that goal set speaks volumes for your hunger for growth and success. Let’s first work through these 5 questions before putting yourself under any unnecessary pressure. AM I KNOWLEDGEABLE ENOUGH TO FILL MY DESIRED ROLE? Knowledge is not only a degree in business. It’s also attained by practical experience. Having attended a tertiary institution and being awarded that degree is a brilliant foundation, however, it’s not all we need to take into consideration. Gain the knowledge you need, ask questions, build a report with your colleagues and let your successes subtly cross your manager’s desk. Grow in knowledge and experience. Being conscious of this at the very beginning of your career sets you one step ahead. AM I EMOTIONALLY MATURE ENOUGH TO FILL THAT ROLE? Again, with experience comes the emotional maturity required to lead others. While working your way up the corporate ladder, there may very well be a team of staff both reporting to you and looking up to you. One of the key attributes required to lead a team is confidence. Read again. CONFIDENCE. Not arrogance. Don’t mix the two. This leads us to the next question … AM I RESPECTED IN MY WORKPLACE / INDUSTRY? If the answers to questions one and two are “YES”, you could probably do the same with this question. Being knowledgeable enough gains you respect as an employee and colleague. Your knowledge in your industry being commended and your ability acknowledged demonstrates peer respect. Being emotionally mature enough to feel secure and confident in your job gains you respect as an individual. If you have both of these nailed, you’re well on your way to the fast lane. WHAT DO I CONSIDER THE PEAK IN MY CAREER TO BE? Landing your first job at 21, being regularly promoted and becoming CEO / MVP/ BIG BOSS at 30 sounds like a dream and a perfect score. You’ve reached your goal through your “fast-tracking” within 9 years. Now what? For the next 30 odd years, you’ll be at that “peak”, which (by the way) after the first decade or so will be better referred to as a “plateau”. Space your career. Set some short term goals and work towards them, not only focus only on the end goal but the smaller, yet equally important, goals. The small victories build character, stamina, report, and respect. If, after going through these questions and performing a quick self-assessment, you feel you are a perfect “fast-track” candidate, here are some tips to level up in your career: Network – meet and mingle with people in your industry. Get your name known. Attend Workshops – again, you’ll meet people who have the same drive for growth. Learn, Learn, Learn – take a course or two to gain more knowledge in your field. Find a mentor – find a person you can look up to and learn practical lessons from. Polish up on your skills – Problem-solving, organization, time management. Fast-tracking your career is great but make sure it’s for you. Don’t put too much pressure on yourself to reach the end goal too quickly. Know your limits, know your abilities and know where you are before running to where you want to be. A steady pace wins the race. To see what we have on offer – be sure to check out our recruitment channel.
Temporary Staff – Managing them well
Temporary staff can be needed for a variety of reasons. Peak season? Staff member on Maternity Leave? Sometimes a temporary staff member is necessary to ease the load of your current staff complement or to fill a gap during an extended leave of a permanent employee. It may be a short-lived arrangement but it’s important to treat them well. We’ve put together a list of key points to ensure that once you’ve parted ways, it leaves their (and your) experience a good one. KNOW WHAT IT IS YOU REQUIRE What do you require from a temporary staff member? Make a list of duties they will need to Make it clear whether you have any intention of having them fill a permanent role at a later stage. Set clear guidelines and expectations. It will ensure that there is no uncertainty from either side. COMMUNICATE YOUR INTENTION OF RECRUITMENT TO EXISTING STAFF If you will be taking on the temporary staff permanently, let your current staff know. Ensure that the team the temp will be a part of, understands your reasons and assign someone senior to guide them through the processes. A surprise temp may not be as well received. As much as the temp employee is there to help, your staff may feel that you think them incapable of meeting the requirements in their department. TREAT THEM AS PART OF THE TEAM Their stay may not be a lengthy one but ensure that you treat them the same as you would your permanent staff. For as long as they are there, celebrate their achievements and encourage them as you would the rest of your staff. KEEP RECORDS Keep a record of the timekeeping, enthusiasm and competency of your temporary employee. If a position becomes available within your organisation, you will have a “pre-qualified” candidate. One who has had practical experience in a trial run, and may be ready to fill the slot quickly. To find staff – be sure to link through here or follow up on our social platforms.