Brian Walsh is an recutive recruiter for The Renaissance Network in Newton, Mass., a search firm "specializing in sales and leadership expansion for education and technology companies.”
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One of the first things we'll do is check the LinkedIn profile to get a good sense of the candidate's experience. The keywords that candidates use in their profiles can help us identify if their skillsets may apply to an opportunity we are retained on.
We look at recommendations and check out career history to get a nice snapshot of the candidate both before and after we receive an updated resumé.
It's important to highlight your full range of experience, but it can be misconstrued if it looks as though you had two jobs simultaneously or made drastic career shifts.
Some candidates are motivated by the opportunity to get in the door, but other people are set on their level of compensation and don't want to take a step backward.
Every couple of years new initiatives and/or new technologies emerge.
We can look at people with a traditional K-12 background, and also look at people with a mixed, combination background of B2B sales plus education sales.
For candidates, there seem to be many more opportunities. People we worked with recently have had numerous jobs to consider, which was not the case six or seven months ago.
If all three are present, then we start a dialogue on their general background and personality match with the hiring manager or company.
Market experience relates to the type of product or technology experience the candidate might have — software or hardware. People who've sold hardware, as an example, may not be a good fit for software sales. Sales background will entail whom the candidate sold to, their deal size, and sales cycle as well as if the candidate has a specific subject-matter expertise such as science or literacy.
Sales is such a different kind of industry that you could be with a company for 10 years and have lots of success without having promotions or moving forward. So we will look at sales numbers, but also if more responsibility has been taken on, the amount of revenue the candidate is managing, if their territory is increasing or if they've had added responsibilities such as training others.
People do remember candidates who keep reaching out. And, if you are still struggling, consider working with a recruiter specific to your industry.
Rhona Bronson is an AOLJobs.com contributor. She has spent more than 30 years in marketing and communications positions with well-known consumer product and media brands. Currently she is Director of Marketing for the Delaware River and Bay Authority.
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