📊 Did you know hiring managers spend only 7.4 seconds scanning your sales resume? In today's competitive market, every second counts. I've noticed many sales professionals still using outdated resume formats that don't highlight their true potential. The game has changed - especially with 99% of Fortune 500 companies now using ATS software. Here are the new rules for 2024-25: • Lead with metrics, not job descriptions • Focus on achievement-driven formatting • Ensure ATS optimization while maintaining visual appeal Want to see your resume stand out? Check out our complete guide to modern sales resume formats: https://lnkd.in/gvgJDAj5 #SalesSuccess #CareerDevelopment #SalesLeadership

CONTRACTORS ⬅️ ❤️ Love them or 😡hate them 👇 Applicant Tracking Systems (ATS) that is. 😡 Getting ghosted after submitting your resume 😡 “Perfect fit” but your application disappears into the abyss 😡 Baffling keyword requirements that make zero sense 😡 ATS systems—like a black hole for your job applications (seriously, who programmed these things?) The key word here is S-Y-S-T-E-M. You don’t have to like it. But if you want that interview, you do have to learn how to beat it. Because when you know how the game is played, you’ve got a better shot at winning. Stuff like: ✅ Keep your word doc as plain text as possible - minimal formatting, no tables keep it plain and simple ✅ ATS bots are scanning for keywords—they don’t care about your prose ✅ Tailoring your resume to each job posting can massively increase your chances ✅ Making it blindingly obvious that your skills match the job description to a T ✅ And heaps more... Obvious? Maybe. But did you tailor your application with ➡️ ALL ⬅️ the right keywords for the last job you applied for? Really? Join our “Beat the System” virtual workshop, where we’ll dive into mastering the entire application process as a contractor. From Personal Branding, Job Boards, Recruiters, ATS Systems, Networking and many more nuggets. Comment "WORKSHOP" below to jump on the waitlist - dates releasing soon.

Everyone is talking about companies putting 'no agencies' or 'no recruiters' in their job adverts. So I wanted to add my two cents. TL:DR - who cares? Companies are entitled to put whatever they like in their job adverts. Do I think it's strange to make a point of putting this in there? Yeah a little bit. Mainly because I've never met a single recruiter who saw that and thought 'ah damn it, onto the next one I guess'. And most companies have an outbound sales team. You wouldn't tell them not to contact someone because they put 'no external' on a post asking for help with a business problem. If I had to guess, I'd say 80% of companies I've worked with in the past six years have put 'no agencies' in their advert. Yet here we are. No matter which way you look at it, pretty much every business uses external recruiters. There's a reason it's an industry worth hundreds of billions globally. What are your thoughts on this?

80%+ ATS match is largely a marketing tactic. 🤔 ATS primarily helps employers organize and search applications - it's not really giving you a "score" like many people think. It mainly checks if your resume contains relevant keywords and can be properly parsed. The idea of an "ATS score" has been somewhat commercialized by resume service providers. I hired a candidate who has a 20-30% ATS score, but that candidate has all the relevant skills and experiences, hence he got selected, it's not because of good ATS scores. I have almost worked on 5 ATS tools used by large organisations and this is my experience about ATS. Upload your same resume to different ATS tools, the score will be different. What actually matters is: - Relevant Experience - Relevant Key skills - Specific Domain knowledge - And a clean and readable resume format hope this will be helpful 😍 Follow for more such Resume Tips. Also, you can download the free Resume Templates from here: https://lnkd.in/g5vBC68S

I get asked "What exactly do you do?" pretty often on intro calls. Simply put: I do the *exact* same job as my candidates/clients, however my candidates are agency recruiters/staffing salespeople and my clients are recruitment firms. I do NOT cover internal recruiting/TA, HR, product/service sales, or other roles outside of agency (and have very limited knowledge about these since they're not my market). I do not get paid to write LinkedIn content - it is not my actual job, unlike some other recruitment content creators, but I choose to publish FREE content since most of it isn't provided by a standardized source (and I get a lot of leads from it, so it's win-win :) I don't use a ghostwriter or AI to write posts - all are written by me and I don't steal other people's content, although my content gets stolen sometimes. I provide PAID consultations for people & businesses I'm not repping - e.g. reviewing offers, resume reviews, interview prep, helping agencies vet recruiters they're on the fence about, comp structure reviews, teaching agencies how to land top billers from competitors, etc. My full-time job is running DG Recruit with my biz partner Dandan Zhu. We are a two person rec2rec exclusively servicing the US AGENCY recruitment market - we hands-on manage our candidates/clients. We don't use sourcers or outreach automation so if you get a message from us, it's actually from us haha - meaning, we clicked on your profile, reviewed it, and reached out to you to initiate a conversation. Right now, our clients are only interviewing recruiters from us who are full desk/360 recruiters focusing >50% of their time on cold/new business development or staffing salespeople (exclusively focused on sales). There is little to no demand for account managers with existing/inherited accounts or 180 candidate-only recruiters since the market's very client-driven right now (there are some exceptions for NYC based recruiters who can work onsite 3-4 days/week). Our business focuses on repping/placing top performers and we've built up a super strong network of these badasses over the years we've been in the game. I LOVE the challenge of repping current or future top billers and am so proud of the impact my candidates make on my clients' businesses. It's a beautiful & rewarding sight to see! Hopefully this clears up what we do :)

AI-powered Out-of-Office Resume feature is out🚀 Now, your email campaigns will automatically pause and resume based on your leads' out-of-office status. So you will reach out to the prospect not in random 1-2 weeks, but perfectly when he/she is back on to work. Don't let out-of-office replies slow you down. Activate this feature today and keep your campaigns running smoothly.

Winning Cold Email Strategy for Recruiters Our recruitment clients are seeing great results with this simple cold email structure: Concise copy under 50 words Two-stage sequence Soft CTA - no direct ask for call/meeting Offer value - e.g., free salary report or sample candidates The key? Keep it short, build trust gradually, and lead with value. What's working in your outreach right now? Share your insights below. #RecruitmentTips #ColdEmails #SalesStrategy

This year, my team has hired around 15-20 SDRs, and I've reviewed well over 1000+ resumes. I’m seeing some common trends recently, so I wanted to share a few top-of-mind tips for SDR applicants based on what I’ve received in recent weeks: Share Resumes as PDFs: Most come in as .docs, which aren’t ideal to me. PDFs are cleaner, and they can’t be edited by the viewer. Name Your Resume File Properly: Include your full name or initials in the resume file name for easy searching. My folder is full of ‘Salesresume.docx’ ‘myresumenewnew24.docx’ ‘resume_2_sales_(1).docx’ ‘FINALVERSIONresume2.docx’ etc...Make it easy for the person reviewing to locate your document. Include Your Tech Stack: This is a big one! If you have experience, list the CRM/email sequencer/dialer you’ve used in the past. This is very important and significantly ups your chances at getting a follow-up. I’m specifically looking for people who have experience with our tech stack so I don’t have to spend so much time explaining what a CRM is. Follow Up on Rejections: Don’t hesitate to professionally follow up if you believe you’re a good fit. Just this week, an applicant who was declined respectfully asked me the reason for their DQ- and I realized it was a mistake. We were on the phone within 24 hours. Just do it respectfully! Personalize InMails: Avoid using LinkedIn’s pre-templated messages. Stand out by customizing this and getting away from the generic stench. When your InMail lands next to 12 other InMails that say almost the exact same thing, you are not standing out. Enable LI Notifications: Be prompt in responding to interview invitations. If you apply via LinkedIn, I’m probably asking for a intro conversation on Linkedin as well. I’m very surprised by how many people applied for our role, but still haven’t replied to my DM- especially for a sales role where time is always of the essence. Move Fast: This especially applies when applying at smaller orgs, but be prepared for quick interview processes- we like to hire fast here, not everyone moves at a snail’s pace like alot of the big guys.  Okay, back to digging through this pile of resumes. Best of luck everyone 🚀 #SDRhiring #SDRlife

Winning Cold Email Strategy for Recruiters Our recruitment clients are seeing great results with this simple cold email structure: >Concise copy under 50 words >Two-stage sequence >Soft CTA - no direct ask for call/meeting >Offer value - e.g., free salary report or sample candidates The key? Keep it short, build trust gradually, and lead with value. What's working in your outreach right now? Share your insights below. #RecruitmentTips #ColdEmails #SalesStrategy

1/3 of candidates applying for jobs through job boards were already on an agency’s CRM 🤯 Many people will talk about WHERE to source new candidates. But very few mention the often-huge amounts of candidates already in your CRM. Utilising your talent pool to the maximum enables you to stop wasting job board credits and your time. Make sure to add this step into your job advert posting process - It might feel like more work, but it saves a lot of time in the long run. For more actionable, data-led advice on candidate attraction, check out our 2024 playbook. Link in comments. #Recruitment #CRM #CandidateAttraction