Thursday, 20 January 2011
Tuesday, 13 July 2010
ll Rules to Sell to Sell To Me
As recruiters and vendors heat up with the economy, so will the time I spend with Vendors. So I like these "rules of engagement" by Donato Diorio....
11 Rules to sell to Donato Diorio
1. Get my name right. I can see how people mistake my first name for a last name, but it’s not brain surgery. It shows respect.
2. Personalize. I will not respond to a mass emails. Period.
3. Understand what my company (Broadlook) does. Can you believe that there is some idiot out there that keeps trying to sell me a list of recruiting firms? Talk about selling ice to an Eskimo.
4. Show me that I am special. Customize your sales pitch for my company. Don’t use generalities. Research what my company does and ask me good questions. I don’t have a burning need to seek others approval, but if you take the time to tell me.
5. Call and email. You will probably get voice mail, but I will listen to it. The email will give me your contact information if I like what I hear. Tell me you will also be sending me an email. Be articulate, gosh, I’m sorry, but if your accent is so heavy that I have to listen to your voice mail a few times to understand it, it will get deleted at the very beginning.
6. In your voice mail, say your phone number two times. Give me a chance to write it down if I like what I hear. Don’t use a voice mail script. If you do, you are not at the level yet to successfully sell to me. Try again next year.
7. Don’t use a negative sell. i.e. The economy is bad, and you can help. Bad for who? Do your homework.
8. I’m an optimist. I love hanging up on pessimists. Realists welcome.
9. Know your product inside out. If you can’t answer nearly all my questions, you should not be reaching out to me. Have you manager or top sales rep do it.
10. Don’t call me if someone else at my company makes the decision. I don’t make the decisions on office supplies.
11. Did I mention… get my name right?
The Rest @ Sell2me
11 Rules to sell to Donato Diorio
1. Get my name right. I can see how people mistake my first name for a last name, but it’s not brain surgery. It shows respect.
2. Personalize. I will not respond to a mass emails. Period.
3. Understand what my company (Broadlook) does. Can you believe that there is some idiot out there that keeps trying to sell me a list of recruiting firms? Talk about selling ice to an Eskimo.
4. Show me that I am special. Customize your sales pitch for my company. Don’t use generalities. Research what my company does and ask me good questions. I don’t have a burning need to seek others approval, but if you take the time to tell me.
5. Call and email. You will probably get voice mail, but I will listen to it. The email will give me your contact information if I like what I hear. Tell me you will also be sending me an email. Be articulate, gosh, I’m sorry, but if your accent is so heavy that I have to listen to your voice mail a few times to understand it, it will get deleted at the very beginning.
6. In your voice mail, say your phone number two times. Give me a chance to write it down if I like what I hear. Don’t use a voice mail script. If you do, you are not at the level yet to successfully sell to me. Try again next year.
7. Don’t use a negative sell. i.e. The economy is bad, and you can help. Bad for who? Do your homework.
8. I’m an optimist. I love hanging up on pessimists. Realists welcome.
9. Know your product inside out. If you can’t answer nearly all my questions, you should not be reaching out to me. Have you manager or top sales rep do it.
10. Don’t call me if someone else at my company makes the decision. I don’t make the decisions on office supplies.
11. Did I mention… get my name right?
The Rest @ Sell2me
Saturday, 10 July 2010
Seven Things Human Resources Wants to Know During Your Interviews
The Human Resources Interview is an early, if not your first contact with a company. keep in Mind HR can say no to you, though they cannot say yes by themselves. Therefore, don't overlook this part of the interview process. (Thanks Z). The objective for HR is to eliminate fakers, assess your reliability and fit for your prospective team and company. They also want to assess the risk of your committing organization-damaging behavior.
There are several things they want to know; Help them answer these questions without evasion, while demonstrating respect for them and your former organization, and you will do well.
1. Are your resume credentials and experience real or exaggerated?
This will be checked outside the interview.
2. Why did you leave your last job, or why are you seeking to leave your current company? Do you treat your previous company and colleagues with respect?
3. Is the company a stepping stone or rest stop in your career, or do you really want to find a home here? How long do you really intend to stay?
4. How would you interact with their company's culture? Is your humor appropriate? Do you listen Well? (etc)
5. What is your potential for long term employment and development within the company? Do you want to make a contribution to the company, you want to work hard and grow in the company, or simply rent your time by the hour?
6. Are you going to be happy with the money they can pay you now, and is their room to grow in the future? IF you must have the top pay in a given range, you may not get a raise for a couple of years. This makes for an unhappy employee in the future.
7. Are you here to serve and make others around you better, or are you there to be served, and use the others around you to enhance your own objectives?
Keep in Mind, two key Human Resources roles are risk management and to be the keepers of the company culture. treat them and their roles seriously, with respect, and not just a gate keeper, and you will do well.
Lee Royal
Hiring Military On Twitter
There are several things they want to know; Help them answer these questions without evasion, while demonstrating respect for them and your former organization, and you will do well.
1. Are your resume credentials and experience real or exaggerated?
This will be checked outside the interview.
2. Why did you leave your last job, or why are you seeking to leave your current company? Do you treat your previous company and colleagues with respect?
3. Is the company a stepping stone or rest stop in your career, or do you really want to find a home here? How long do you really intend to stay?
4. How would you interact with their company's culture? Is your humor appropriate? Do you listen Well? (etc)
5. What is your potential for long term employment and development within the company? Do you want to make a contribution to the company, you want to work hard and grow in the company, or simply rent your time by the hour?
6. Are you going to be happy with the money they can pay you now, and is their room to grow in the future? IF you must have the top pay in a given range, you may not get a raise for a couple of years. This makes for an unhappy employee in the future.
7. Are you here to serve and make others around you better, or are you there to be served, and use the others around you to enhance your own objectives?
Keep in Mind, two key Human Resources roles are risk management and to be the keepers of the company culture. treat them and their roles seriously, with respect, and not just a gate keeper, and you will do well.
Lee Royal
Hiring Military On Twitter
Saturday, 3 July 2010
SHRM Reports beneifts of Hiring Military Veterans
The training and long hours spent preparing for the battlefield has proven to pay off for veterans when leaving the military and entering the civilian workforce.
In hiring veterans, employers report added rewards after onboarding these employees including
Almost four in 10 (38%) of human resource professionals nationwide have hired a war veteran in the past three years, according to a study by the Society for Human Resource Management (SHRM).
The Rest @ Thoughts from Training Time
Military Hire
HR Dashboard
On Twitter
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In hiring veterans, employers report added rewards after onboarding these employees including
- Responsibility,
- Teamwork
- The ability to work under pressure.
Almost four in 10 (38%) of human resource professionals nationwide have hired a war veteran in the past three years, according to a study by the Society for Human Resource Management (SHRM).
The Rest @ Thoughts from Training Time
Military Hire
HR Dashboard
On Twitter
****************************************************************************************
Friday, 2 July 2010
How Can Military Experience translate to Business Roles?
How Can Military Experience translate to Business Roles?
Military leaders have a work ethic forged .in the toughest environments. They build teams and create synergies that have an immediate positive impact on any organization. They make excellent leaders, Managers, Engineers, Sales Representatives, and Field Service Technicians.
Some Examples
Manufacturing Engineering: engineer degreed, with 4-7 years of experience as officers in the military.
Chemical or Mechanical Engineer degreed, with no experience but 4-7 years of experience as officers in the military.
Maintenance Leadership: experience developing or carrying our detailed, complex maintenance schedules, prioritizing repairs, and leading maintenance technicians
Supply Chain roles, with experience planning and carrying our distribution of a Hugh diversity of materials using complex software tools and performance measures
Maintenance Technicians, with experience trouble shooting from the part down to internal component level, with combinations of electrical, electronic, mechanical, and hydraulic systems
Quality Assurance roles. Many have successfully passed a 2 year nuclear power plant quality assurance program.
Program Management: most officers have developed, implemented, or diagnosed and repaired complex, multi level programs such as training, maintenance, process and procedures, & organizational change, system audits.
The Rest @ Military Hire
Military leaders have a work ethic forged .in the toughest environments. They build teams and create synergies that have an immediate positive impact on any organization. They make excellent leaders, Managers, Engineers, Sales Representatives, and Field Service Technicians.
Some Examples
Manufacturing Engineering: engineer degreed, with 4-7 years of experience as officers in the military.
Chemical or Mechanical Engineer degreed, with no experience but 4-7 years of experience as officers in the military.
Maintenance Leadership: experience developing or carrying our detailed, complex maintenance schedules, prioritizing repairs, and leading maintenance technicians
Supply Chain roles, with experience planning and carrying our distribution of a Hugh diversity of materials using complex software tools and performance measures
Maintenance Technicians, with experience trouble shooting from the part down to internal component level, with combinations of electrical, electronic, mechanical, and hydraulic systems
Quality Assurance roles. Many have successfully passed a 2 year nuclear power plant quality assurance program.
Program Management: most officers have developed, implemented, or diagnosed and repaired complex, multi level programs such as training, maintenance, process and procedures, & organizational change, system audits.
The Rest @ Military Hire
Wednesday, 30 June 2010
Title Staff Air & Water Compliance Engineer/Scientist
Responsibilities include self-directed work to provide: air program support including
Pprovide full technical and managerial support, but candidate must possess excellent verbal and written communications and editorial (QA/QC)
Able to work independently and as a team member in a client setting,
Candidates must also be able to communicate with clients, agencies, and technical and management staff.
Requirements
Successful candidate will have 4+ years experience and responsibilities, effectively communicating with clients, managing projects, and managing water compliance programs.
- preparing air permit applications for stationary equipment,
- permit modifications for new or existing equipment,
- maintaining air emission inventory documentation and ODC documentation,
- greenhouse gas emission estimates, and provide on site compliance support;
- Water program support, including storm water compliance inspections and sampling,
- SWPP plan implementation for an industrial facility,
- Inspecting construction sites for storm water pollution,
- Preparing permits for Section 404 certification or SWRCB 401 water quality certifications.
Pprovide full technical and managerial support, but candidate must possess excellent verbal and written communications and editorial (QA/QC)
Able to work independently and as a team member in a client setting,
Candidates must also be able to communicate with clients, agencies, and technical and management staff.
Requirements
Successful candidate will have 4+ years experience and responsibilities, effectively communicating with clients, managing projects, and managing water compliance programs.
- BS Degree in environmental, geology, civil, or any of the engineering or sciences is a plus.
- CHMM certification or PE license a plus.
Monday, 5 April 2010
Salary Survey Resources
- SalaryExpert.com is arguably the most comprehensive free salary site, breaking down compensation data by location, etc., for over 32,000 job titles. You do need to download the Full Version mini-app from their homepage, however, for the expanded job title list data.
- Salary.com is one of the most comprehensive, and breaks down compensation by bonus, options and salary for thousands of job titles in most metro areas. Their calculator is syndicated for use on many career web sites.
- Jobstar links to over 300 salary surveys on the web
- CareerJournal, the career site from the Wall Street Journal has fairly current, varied data from authoritative sources.
- Computer Industry Salary Survey - The 2001 survey was conducted by Dowden & Company, a compensation research firm based in Pennsylvania, for about 25 job titles in the industry, broken down by U.S. region.
- ComputerJobs also links to various computer industry salary data.
- BestJobsUSA - Broken down by industry, the 2001 surveys are in PDF format.
- Monster.com Salary Center is powered by data from staffing firm Robert Half International.
- Pencom lets you select your location, industry, job title and years of experience and displays salary results free.
- Occupational Employment Statistics - OES is a Federal Government entity that tracks employment data, in turn used by many of the fee-based salary services.
- WageWeb has free compensation data for hundreds of jobs, but access to the database which allows you to sort data based upon geography, industry, or company size is fee-based.
- VerticalNet runs sites for dozens of different niche industries, from baking to semiconductors. If you click the Job Search link on any of these sites, then click the Salary Survey link on that page, you can contribute and then receive salary data, such as for the Oil and Gas industry.
- Data Masters - Cost-of-living comparisons for the current year for 400 U.S. cities and metro areas.
- Homefair - creators of the first widely-syndicated Web version of the geographic salary comparison calculator, they now offer numerous Web-based calculators.
Lee Royal
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