Benjamin Snyder’s Post

Here are the top 3 questions that resonated with me. As someone who was involved in the hiring process, I noticed candidates rarely asked ‘how’ my success was measured or what the next steps were for me. Aligning their goals with mine could have accelerated growth. - What did the top performer in this role earn last yr? - How much did the comp plan change last yr to this yr? - What are the top 3 initiatives you are working on to move that quota attainment higher?

Securing a new job without prior experience is more than possible—it's a reality! At Object 1, our HR specialists carefully evaluate countless resumes daily, seeking out the best fit for our team. So, what do they really look for when selecting candidates? Let’s take a scenario where a candidate without a traditional sales background applies for a sales position at Object 1. What set them apart? Their cover letter was truly exceptional! Here’s what made it shine: • Authenticity: The letter radiated sincerity and excitement, making it clear that the candidate was eager to learn and contribute. • Deep Knowledge: They showcased an impressive understanding of Object 1’s values and goals, indicating that they were prepared to seamlessly integrate into our mission. • Relevant Skills: Instead of dwelling on their lack of direct sales experience, they highlighted key skills like communication, problem-solving, and adaptability—qualities that are vital for success in sales. • Commitment to Growth: The candidate’s readiness to take on challenges and grow resonated with Object 1’s culture of continuous improvement and excellence. A few months later, this individual is thriving in their role, closing deals with remarkable effectiveness. This story is a testament to how passion, persistence, and the right opportunity can lead to extraordinary success!

A friend of mine asked me to review his resume, and I told him point blank that it was way too vague. You want your resume to showcase your skills and experience, and to do that, you need numbers, at least if you're in a sales role. Here's what I told him to add (he's in freight sales): How many new business leads did you target at a time? How many per week/month did you successfully close? What was the average length of time it took to close a deal? How many carriers did you work with monthly? What kinds of trucks? What size fleets? How many of these are relationship carriers and how much was spot freight? What commodities are you familiar with? You say that you oversaw and delegated tasks to a sales team- what does this mean exactly? Can you be more specific? Do you have direct reports? If so, how many? I am by no means an expert on resumes, but I can tell you from experience that the ones that are detailed and include metrics always stand out. Just my two cents!

Don’t get bamboozled. Looking to join a new company as 2024 comes to a close? 👀 Here are 10 must-ask questions when interviewing for your next sales job: https://lnkd.in/gsm6qPki

How do you conduct a proper sales process.

Sell me this pen. Ugh, cliché. Every decent sales rep out there can answer that question. Do you get the feeling that the candidates know what you’re about to ask because every other company asks the same thing?? So if you’re tired of the usual questions and the almost-scripted replies you get, here are non-cliché and definitely non generic questions so you can get to know your applicants better. https://lnkd.in/guWXBYa3

Stop asking daft questions in interviews! Have you ever been in an interview where the interviewer asks questions and runs through their question list irrelevant of previous answers? It's painful, it's amateur and it's poor recruitment. I've recruited directly for my own teams. From finance directors, to production supervisors, from inside sales to sales directors and fabricators, drivers and marketing and everything in between. My focus has always been to have a conversation, to relax people, to unearth the hidden gems and skills. Combative interviews achieve nothing! Now I'm recruiting for others I'll bring those same skills and that same genuine attitude to find the best talent for my clients as I did for myself as a senior operator. Torque Talent - finding gems!

I was asked in a recent conversation: “Why is it that recruiting for salespeople is the hardest part of my job?” Here are my top three reasons: 1. You don’t know how effective a salesperson is based on their resume Beyond knowing that person has domain knowledge (usually only a minor advantage), you have no idea from looking at a resume whether that person has the soft skills and drive (two major factors) to be successful.   2. Past performance does not dictate future success either. Great sales numbers are an indication only. Was there a high demand for their offering at that time (think DCT over COVID)? Were the sales goals set appropriately? Were they carried by a couple of high-value accounts or deals? 3. The competition is high to secure them Who doesn't want to recruit and retain a great salesperson? They'll always get a counteroffer and often have multiple offers. What other reasons should be on this list?

Sell me this pen. Ugh, cliché. Every decent sales rep out there can answer that question. Do you get the feeling that the candidates know what you’re about to ask because every other company asks the same thing?? So if you’re tired of the usual questions and the almost-scripted replies you get, here are non-cliché and definitely non generic questions so you can get to know your applicants better. https://lnkd.in/g3t3ruPx

Sell me this pen. Ugh, cliché. Every decent sales rep out there can answer that question. Do you get the feeling that the candidates know what you’re about to ask because every other company asks the same thing?? So if you’re tired of the usual questions and the almost-scripted replies you get, here are non-cliché and definitely non generic questions so you can get to know your applicants better. https://lnkd.in/g3t3ruPx