"An experienced consultant, with a passion for fine wine!"

Recruiting great salespeople is a crucial part of any business. Here are some tips to help you recruit the best salespeople for your company:

1. Recruit all the time: Recruiting top talent won’t happen overnight, which means it needs to be an ongoing process. You should always be on the lookout for top talent, even if you don’t have an open position.
2. Create a referral program: You should be incentivizing your current salespeople to always be on the lookout for top talent. This can be done by creating a referral program that rewards employees for bringing in new hires.
3. Use sales assessments: It’s not easy to be successful in sales. Using sales assessments can help you identify candidates who have the right skills and personality traits to succeed in sales.
4. Focus on fit: When recruiting salespeople, it’s important to focus on fit. You want to find candidates who fit in with your company culture and who share your values.
5. Put them to the test: Salespeople need to be able to sell. Putting candidates to the test can help you identify those who have the skills to succeed.
6. Work with a specialist recruitment agency: If you’re having trouble finding the right candidates. They can help you find top talent and streamline the recruitment process.

These tips can help you recruit great salespeople who will help your business grow and succeed.

When top sales people come along don’t let them pass, find a way to integrate them into you company and they will generate business!

Talk to the National Skills Agency about Businesses developers across training and apprenticeships… 020 3953 1984

Good luck!

Lifelong learning is the process of acquiring knowledge and skills throughout one’s life. It is a continuous process that helps individuals to adapt to the changing world and stay relevant in their field. The value of lifelong learning cannot be overstated. It is essential for personal and professional growth, and it can help individuals to achieve their goals and aspirations.

Lifelong learning can help individuals to stay up-to-date with the latest trends and developments in their field. It can help them to acquire new skills and knowledge that can be applied to their work. This can lead to increased productivity, better job performance, and career advancement.

Moreover, lifelong learning can help individuals to stay mentally sharp and engaged. It can help to prevent cognitive decline and improve memory and cognitive function. It can also help to reduce the risk of developing age-related diseases such as dementia.

Lifelong learning can also have a positive impact on personal growth and development. It can help individuals to discover new interests and hobbies, and to develop new skills and talents. It can also help to improve self-confidence and self-esteem.

In today’s fast-paced and ever-changing world, lifelong learning is more important than ever. The rapid pace of technological change and globalization means that individuals need to be adaptable and flexible in order to succeed. Lifelong learning can help individuals to develop the skills and knowledge they need to thrive in this environment.

In conclusion, lifelong learning is essential for personal and professional growth. It can help individuals to stay up-to-date with the latest trends and developments in their field, improve job performance, and advance their careers. It can also help to prevent cognitive decline, improve memory and cognitive function, and reduce the risk of developing age-related diseases. Moreover, lifelong learning can have a positive impact on personal growth and development, helping individuals to discover new interests and hobbies, and to develop new skills and talents. It is a continuous process that can help individuals to achieve their goals and aspirations, and to stay relevant in their field. Keep up to date with our latest blogs for more information within the industry https://www.nationalskillsagency.co.uk/blog/blog 

You can also look into some of our rolees here https://www.nationalskillsagency.co.uk/job-search/browse/assessors/coaches/trainers/tutors/jobs

The importance of recruiting the best possible staff....

Recruiting the best possible staff is an essential factor in the success of any organization. In today's highly competitive business world, it is imperative to have a skilled and talented workforce that can help an organization achieve its goals and objectives. The value of recruiting the best possible staff cannot be overstated, as it can have a profound impact on an organization's productivity, profitability, and reputation. The Apprenticeship and training sector must aim to do this to ensure that those going through programmes have the best possible experience.

One of the key benefits of recruiting the best possible staff is that they bring valuable skills and experience to the organization. Skilled and experienced employees have a wealth of knowledge that can be leveraged to improve business processes, streamline operations, and drive innovation. They are more likely to have a track record of success in their respective fields, which can help boost the organization's overall performance.

Another important benefit of recruiting the best possible staff is that it can improve employee morale and job satisfaction. Employees who feel valued and appreciated are more likely to be motivated, productive, and engaged in their work. When an organization invests in recruiting the best possible staff, it sends a message that it values its employees and is committed to their success. This can help create a positive work culture and reduce employee turnover.

Recruiting the best possible staff can also help an organization stay competitive in the marketplace. In today's fast-paced business environment, companies that fail to attract and retain top talent are at a disadvantage. By recruiting the best possible staff, organizations can ensure that they have the skills and expertise necessary to compete effectively in their industry. This can help them stay ahead of the curve and respond quickly to changes in the marketplace.

Moreover, hiring the best possible staff can improve an organization's reputation. When an organization has a skilled and talented workforce, it is more likely to be viewed as a reputable and trustworthy company. This can help attract new customers and clients, as well as retain existing ones. It can also help attract investors and business partners, who are more likely to be interested in working with a company that has a strong reputation for success.

However, recruiting the best possible staff can be challenging and time-consuming. It requires a thorough recruitment process, which includes advertising job vacancies, screening resumes, conducting interviews, and checking references. It also requires an investment in training and development programs to help new hires develop the skills they need to succeed in their roles.

In conclusion, recruiting the best possible staff is an essential factor in the success of any organization. Skilled and experienced employees can bring valuable knowledge and expertise to the organization, improve employee morale and job satisfaction, help an organization stay competitive in the marketplace, and improve its reputation. However, it requires a significant investment of time and resources to recruit, train, and retain top talent. Organizations that are willing to make this investment are more likely to achieve long-term success and sustainability. Call the National Skills Agency team to chat through your requirements: 020 3953 1983

To see our full list of roles available please look at https://www.nationalskillsagency.co.uk/job-search/browse/education/jobs

Check out some of or other blogs! - https://www.nationalskillsagency.co.uk/blog/blog/recruiting-great-sales-people or click here to send us your vacancies

Why use a specialist recruiter in Apprenticeships and Training?

In today's fast-paced business environment, finding the right talent for your organization can be a challenging task, particularly when it comes to apprenticeship training providers. These providers need to ensure that they have the right coaches, trainers, and operational staff in place to deliver high-quality apprenticeships that meet the needs of learners, employers, and the wider community. One way to achieve this is to work with a specialist recruiter who can provide support throughout the recruitment process.

Here are some reasons why using a specialist recruiter to support apprenticeship training providers can be beneficial:

1.       Specialist knowledge and experience: A specialist recruiter will have a deep understanding of the apprenticeship training sector and the specific roles within it. They will know what skills, qualifications, and experience are required for each role and have access to a pool of candidates with the relevant expertise. This means that they can quickly identify suitable candidates and save you time and money on recruitment.
2.       Access to a wider pool of candidates: Specialist recruiters often have an extensive network of contacts and can tap into a wider pool of candidates than you might be able to reach yourself. This can be particularly beneficial for hard-to-fill roles, where there may be a shortage of suitable candidates. A specialist recruiter can help you to cast a wider net and find the right person for the job.
3.       Time-saving: Recruitment can be a time-consuming process, particularly if you have multiple roles to fill. By outsourcing your recruitment to a specialist recruiter, you can free up your time to focus on other areas of your business. The recruiter will take care of the entire process, from advertising the role to screening candidates and arranging interviews, saving you time and hassle.
4.        Expertise in candidate assessment: A specialist recruiter will have expertise in assessing candidates for the specific roles within the apprenticeship training sector. They will be able to identify candidates who have the necessary skills, experience, and qualifications to meet your requirements. This means that you can be confident that the candidates presented to you will be of a high standard and suitable for the role.
5.       Cost-effective: While there may be a cost involved in using a specialist recruiter, it can actually be a cost-effective option in the long run. Recruiting the wrong person can be costly, both in terms of time and money. By working with a specialist recruiter, you can reduce the risk of making a bad hire and the associated costs.

Call the team for an informal chat: 020 3953 1984

Some thoughts on preparing for an interview.

It might have been a few weeks since you last looked at the hiring company’s’ website, read it again make some notes to take to the interview. Look at about us, work for us, news, products, get a real sense of them.

Remember have a smart appearance for the interview don’t let yourself down, I have seen smart suits and dresses with dirty shoes, ties on…. but loose around the neck. You have only one chance to make a first impression, it’s cheesy but true. Be smart even if it’s an online interview.

Try and find the person interviewing you on LinkedIn or any other channel and see if you can find some common ground. You may have worked for similar companies, live in the same town, both be keen golfers, etc. This info may pay off at some point as the interview plays out. Lots of studies have shown people make very quick decisions on candidates so you need to be on the ball from the very start - smiling, polite, calm, articulate and so on.

Ensure that you review the route options. Find out if there is parking, what is the local train station, are there any road closures, do what you can to plan for a smooth journey. Make sure you get to the interview at least 5-10 minutes early, however in truth aim to get to the location 20 minutes before the interview. Sit somewhere quiet and gather your thoughts, go through your notes, and focus on your objective, and visualize a positive outcome. I have seen too many candidates arrive late, sweating, and panicking, trying to get it together. Remember traffic could be bad, a train could be running late, you could struggle to find the parking zone, etc. What would you think if you were the hiring manager! Go in calm, collected, positive and smiling. Like attracts like!

If it’s Zoom or Teams meeting have a trial run ensure the tech works, lock yourself somewhere quiet away from dogs, kids, take the phone off the hook, put the mobile on silent, put a note on the door “do not disturb”, etc. Also think about what is behind you in the room does the interviewer want to see your posters, dirty dishes or 3 empty wine bottles! These calls can be tricky as people often speak over each other, so slow down take your time. It’s also hard to show your personality in these situations but smile through it, be positive, let them feel your energy.

On a face-to-face interview always have several copies of your CV with you, I have seen hiring managers forget to bring them, or an extra person joins the meeting. You will look professional and prepared, have them neatly in a folder not at the bottom of a rucksack. It’s also good for you to have your CV in front of you, so you can remember what you have said! Also take a copy of the job spec with you, it will be very handy when talking through key points. I would mark it up with reminders of where you have done some of the tasks before and other key pieces of info you wish to convey. You need to demonstrate this role is within your sphere of capability, use real examples from your past.

Think about what questions they will ask in advance:

• Where have you done these tasks before?
• What are your weaknesses and strengths?
• What is attractive about this role for you?
• What do you know about us?
• What is your greatest achievement?
• Where do you see yourself in 5 years?
• How have you dealt with difficult situations?
• Why do you want to leave your current employer?
• How do you respond to pressure and stress?
• Do you like to work alone or in a team?

Keep your answers positive and upbeat, don’t be negative about your current / previous employers it never sends out the right signal no matter how you really feel. Maybe it’s just time for a change or your current employer is downsizing, or you are looking for a company that is growing and creating new opportunities, etc.

If you have had several short roles, please think about how you will address this? Were they contract? Were you headhunted? Did you move? Did the role change? And so on. The biggest fear for most hirers is employing someone that may only stay for 6-12 months and has a history of short-lived roles.

Have a list of questions which will ensure the company is blown away by your research and shared passion for what they do. A few examples:

• I can see the organisation has grown by 40% over the last 3 years and I am keen to understand what has underpinned this growth?
• I can see you have moved into new markets what does the roadmap look like over the next 12 months?
• You have a great set of services are you planning to expand these into other sectors?
• This role looks like a great challenge and I can see there is a fantastic opportunity for your products to grow, in time will there be opportunities to climb the management ladder?
• I can see you have bought several businesses over the last 2 years are there plans to integrate or share core services?
• Are there training opportunities within the company to further enhance my skills?

Avoid questions centered around money, holidays, etc. This can be dealt with at the closing stages, get them to want you first. I am assuming there was a salary guide with the job spec, so the key message we want to get across is that it must be the right move for both parties and that you are keen. Let them know that you like what you have heard if you have and that for you it feels like a great fit both from a cultural and commercial perspective.

Don’t be afraid to ask killer questions at the end, if you feel it’s a role you want and it’s going well. It’s tough to do but I have seen it get great results!

Here are some examples:

“I have really enjoyed meeting you today and have a good understanding of the role and the organisation. I really would like to be part of this journey with you, is there anything that would stop you offering me the role”?

“I have really appreciated your time today thank you. I must say I really do want to work for you and this organisation, everything I have seen and heard has re-enforced that feeling. What do I need to do to be part of this team”?

Hopefully, you get the offer you want. Sometimes the salary might be a little lower than you anticipated, however if the opportunity is strong, can they agree to a salary review in 6 months? If you spend 2 months longer out of work because the salary was slightly too low for you that salary uplift has probably disappeared in that period, anyway. Look at the big picture, only you will know what’s right for you. Whatever you decide don’t delay your final decision for too long I have seen companies withdraw offers, or someone else comes from leftfield and grabs the role from under your nose.

Good luck job hunting!

"Lover of festivals, and planning the next holiday..."