Any questions? Thank God nobody has any questions. The death one thing I would say is definitely look at the training, especially being in college and coming right out of college. Like you want to look at a company's training programs and whether or not they're just like rolling you in, giving you a week of training, whether or not they have full structured training. So honestly, like again, if you're showing that you're willing to learn, you're going to be able to answer that question. In sales, we very rarely care about what you've sold. It's about sales cycles and dollar amount. That's what they're going to focus on, show that you've done deals $100,000 and the sales cycle is roughly 18 months or ten months or whatever it's going to be that translation over is going to make a bigger impact on if they feel you're qualified or not, then you do I know about health care. Do I know about I was but I came from software and a different type of automation. And the fact that I was doing multi million dollar deals made it very easy for me to make that transition over. And that's what they really cared about. That I had experience in small sale cycles and doing really large deals because it's a, it's a very different selling selling process in comparison to selling a root. I was in one stop closing by 2 hours, $30,000 of something. It's a very different environment. But translating that into something bigger, it doesn't always translate. So that's going to make a company a lot more fearful to hire you unless you just totally crush it. Really just having the backbone say and you'll be able to move up in levels, right? So you can start out saying I'm doing $500 deals, I'm doing $5,000 deals, 50,000 And then you work yourself up to the million dollar deals and you will get hired off that process. But just having experience in typically what we see if you're looking at income level and levels of selling. The bigger the deal, the longer the cycle is going to end up the most fruitful for you as a salesperson process. Yeah, great question. As an intern for the company last year. So yeah, honestly. So the question is when would be an accept I'd ask about compensation. Salary, It may vary, but personally, I would rather someone ask it right the beginning, you know, the expectations of the salary coming into the job. I would say right off the bat, they should be able to, like the recruiter should be able to give you an answer. But then certain companies that might go up for your company, it's really fast focus. I mean, just because if you're everything that we do is higher level at this point. In my current company, in my last company we had 82 different divisions. So we did a little bit of everything. But as we get to the higher levels, they really want to qualify you really quickly. To, to know if they can afford you or not. Is there is going to be a fast, you know, no base salary, multiple hundreds of thousand dollars in base salary. Si I would say right away, you want to qualify yourself, you want to qualify themselves out, you don't want to waste anyone's time. And if they do your by asking that question, they're not going to be offended by it. Because if you're a re you don't want to talk to somebody for two weeks, you get a supercided hired, You say my base expectation $190,000 We pay 53. That's not going to work. It's key. Just get it over in employee way. Having experience, any difference going into V job, You're going to be brought. Question. I would say having experience is definitely, I mean no experience is based Right. I think having experience, whether honestly people always ask like, oh, I work at part time at Jimmy Johns and should I put that on my resume even though it doesn't apply to the jobs that would be applied to honestly, I tell people, Still put that on there. Show that what you're right. Like if you're an athlete and you work at Jimmy Johns and you have a 3.695 GPA, like that's something to be proud of. That's showing me that like, okay, this person is able to manage their time efficiently and like they're still achieving at a high level. There are different things whether even if it is just Jimmy Johns right. H two jobs. But yeah, I would say no experience is wasted. Obviously, if you do have experience coming into the entry level job like that's going to serve you even just basic things. Professionalism, right? Showing us work out time like all those things are really important and if you've never had any type of a job before, right, that it's a harsh reality, right? Like get off going to work eight to five every single day, Monday to Friday. That's definitely an adjustment. Good question. Say I think, kind of echoing what she said, sell your experience, whatever it is new we hired and we repeated, Patrick. Tons of waiters and waitresses, right? Because they did a good job at selling. Why? Why that translates into sales? You can create a story. And again, to affect storytelling. Why are you the most awesome burger flipper effort? And why that would translate into selling and creating a great customer experience for someone. If you can tell that story, it doesn't matter if you were flipping burgers or you had the best internship in the world or you had any. It's really, again, sales of telling story and you're selling to people. So learn how to make that what you consider not experience. The experience. Yeah. So I don't believe you're using from comp combination in doing the cell interview. How was that changed the way you post? Yeah, that's a great question. Yeah, yeah, it's definitely interesting. I think what you're referring to is like the higher interview. I'm not sure if any of you guys have taken a higher view before, but it's a one way recorded interview. So we actually, interestingly enough, yes, was doing those even before the pandemic as part of our interview process. But basically, you're reporting yourself answering interview question for my company. We only give, they're all difference but we only give people one shot on each question. Personally, I think it's better that way because if you are pre reporting your life, really get in like rethinking that response could have been better. Whatever my recommendation for it was whether or not the company or not try and do it in one shot, like one reporting question, get it done. But in terms of preparation, it's definitely awkward. My personal was actually my interview for Key, so I had to do the virtual recorded interview in order to get first interview. And it is the most awkward thing in my life, like I could sit here and talk to a word wall, but like I could not talk to myself myself back in the reflection. Right, So biggest piece advice I would say, honestly cover up the little screen so you can't see yourself in the like your face recorded back at you. The other thing I would say make sure you're in like a distraction free zone. But the other thing I can also say is that it's an actual person oftentimes who's watching that interview. Uh, I spend hours every day watching interviews. And I would say the thing that stick out to me are the people at the actual right, like recognize people might start to feel like, hey, this is super awkward. I've never done this before. There's something about acknowledging that like, yes, this is awkward, that takes away some of the awkwardness, right? And then just straight minutes, you say what you got to say. You don't need to get hung up on the time limits of it. Just say what you got to say. Sometimes people get hung up, Just talk for 3 minutes straight to pull the time. You don't want to do that. Yeah. Kind of similar to any interview. Just be as natural as possible but don't worry about it too much. Easy to submit but harder to do. It's definitely weird oftentimes from our side, like the reason why we use the higher review, honestly it for two reasons actually. So the first one is scheduling, right? It's really hard scheduling back and forth interviews. We personally in my team, we interview candidates coast to coast people get Pacific Central time all mixed up, right? Scheduling is one reason. The other reasons actually with my company, one person evaluates your interview and they say no. We actually set it out to two more people. All it takes is one person get you to apply interview. How would say sometimes better than say were to interview one on. Maybe that was. Whereas with the higher review, we send it out people and all it takes one person. Yeah. That's kind of the beth the reasoning why company should devise it. The reasoning why does sent some sensibility. Yeah, exactly. Yeah. There are lots of people who get hired that way. I know would be to someone else that yes. So that's one of the reasons we do that. Other questions, I don't know about success. This is kind of what did you see? I think she started building at the successful. Yeah, I think it's a great question. I would say to people who are most successful that I interview and then come on to crush it at the job are honestly the people that like take, they take the most initiative. And I mean that in like every sense, like they take the initiative to ask the questions, right? They're very like their presence almost commands attention. I would say that that's a big thing in sales, right? Like, but also very like warm, like they're not someone who's coming in and like posted the door like, hey I'm here to find sales call. There's someone who's going to genuinely take the time to know people and they come a prosperity like, right? Those are probably the people who stand up and the people who tell me the story I'm telling you guys. One, I asked this person to tell me about themself and he told me that his dog, he's like, oh well my family dogs, they're called Spice Girl. There's like neg Cina something else like that's memorable. I don't know why, but just going to stick in my head forever. You can say again, it goes back to in story telling, you can tie your personality in your interviewing. That's you're going to do that in your sales shop. Your yeah, like you said, I think commanding your presence, I could say that would be my time here at the university. I was not a great student, but every professor remembers me. I showed up. And I talk a lot. So there's that. And then again, I've always been pretty confident myself. So, you know, having that presence, you know, I don't know what probably plus or something like that and that's maybe positive, you know, It might be worth that. Yeah. So I was there and I asked questions. I mean, wife would say the same thing. There's a lot of professors that we'll tell you I wasn't like the I didn't study, was horrible study. So like I just showed up and that was it because I work all the time because I enjoyed making money. But yeah, you know, that having that experience, you know, kind of can it can take you a long way more than you would ever met all. What's the oh man, I don't know. I got to say bought that, they keep it. There's a lot of I probably can't say say some weird stuff. Yeah. Yeah. I think people get nervous like word. Again, back to me. Anyone else have any other questions that like a awkwardness? A lot of times like be you're almost like actually asking what your achievement, don't have to talk about it. Yeah, I think like even just entering the room like trying to fill like before with them basically right like hey, how was your weekend? You know, getting it right off the bat. I think that's the best way to break the ice. Like you can get talking sports person. But if you are a sports person you can start talking about sports or you can start talking about what you did the past weekend. Obviously appropriate, I would recommend trying to get off on that foot and then then having to black interview. But if you can start off with, again, familiarity, friendliness, that's going to make you more comfortable and it's also going to make your interview. This person, someone, myself firing, right? They can base the conversation about things you talk about the office. And I remember my thought, one thing I would recommend is trying to do something every day that makes yourself like that makes you uncomfortable If you're looking into like a sales role or something like that. I would say like just any type of asking person to pay for your coffee, like well I forgot my wallet. That's bad example. But like putting yourself in uncomfortable situation makes you less nervous for them, right? So if you can try to challenge yourself, fill every day like once a week, once a month. If you can make yourself uncomfortable like intentionally, it takes away some of the power when you're actually in an uncomfortable situation. One thing, all right. The question was, what goes into a good E mail after an interview? Honestly, it doesn't have to be like the Constitution. It just literally needs to be like, thank you, whatever they were for your time, I really appreciate it. I loved getting to know more about your company in the position. If you have something that you can reference equally like we talked about like team or game or whatever, like you can throw in a line about that. That's it. That's all you need. It does not need to be. I know I like to play same thing. Cover letters. I spent all this time. The amount of time, people it so minimal. So I always recommend people like don't spend your time on that, spend your time other places. But definitely still Do you think not send process. Yeah, for sure. Yeah, you could do that as well. That's definitely help me like reinstating, stating your interest in the position and the company. Why do you think you'd be a good bit? Fails, like trying to close, right? But you have more abuse with honey than you do vinegar, right? So you just ask people, make them incited that people are, we're all human rights, we all live with insecurity all the time. Complimenting people, complementing their team, how awesome their company is, makes them feel good about themselves. If you make somebody feel good about themselves, they're going to like you and that's how to win president, influence people. That's a very common red to selling and relationship doing stuff like that. And answer your question, I think a good way to mentally, I guess differentiate like when you're in an interview is like think of someone as like your parents friend. Right? So that's a good, that's a good baseline, right? You're never going to be rude to your parents, friend, like you're never going to be unprofessional. You always want to make your parents look good, right? So you're going to be that. But there's also that commonality. So it's like anything when you're talking to an adult times when you're in your early '20s or high teens, it's very awkward to talk to adults just because you have very little in common with them until they say, well, I want to your high, oh, I know your dad or I went to high school with your uncle or something like that, and all of a sudden, everything drops. Your blood pressure drops? Like at least I can talk about my uncle. You know, something like that. So I think it's, I think that's like a good, you know, way to kind of approach it. Almost like how would I talk to my parents, friends? And that's how I should keep it casual, but, you know, informal. But also informal And comfortable is really the way of doing without being, you know, you don't want to talk to like you're talking, like you're talking to parents but your parents, friends. Good. I think is the best way to do it. So let me this is the two cases that first one for the prospective created that didn't do what pro, especially for present. What's the best way of. Yeah, that's a great question. So in terms of giving feedback, unfortunately my company is pretty strict to get feedback on interviews. But mostly it's due to the fact, because of the volume of candidates that we interview. And then secondly, we don't want to give anyone a competitive advantage. If you were to go and share that feedback, your friend, your friends going through the interview process, your friend get hired, you did, you gave them feedback, right? I would definitely say it never occurs. In all honesty, I sometimes, personally, that rule for candidates interview on campus. Just because we interview face to face, it's a little bit more difficult with the interview and people watching your interview, but it's face to face and I've interviewed you and you ask like they always do it in a polite, respectful way. You know, acknowledging that maybe they can't provide you interview feedback. But just saying like I really appreciated our time, I'm very interested in this position. Would love to interview again on line there in feedback. You can provide that for success in back. Yeah, I would say, well, so my company, a company was different. But typically people will either do the virtual recorded interview or if you set a recruiter layer myself on campus, We might do like on campus next day interview and then it's the same process. But if it goes well, you go straight to a final interview. So I would say like either way you can ask after the interview. Usually I tell people on the spot like either yes, you're moving forward. I typically don't say, unfortunately you're not moving forward. I typically let you know I'll send you an E mail in a few days. But I would say like asking for feedback on the spot. It's super like you can definitely be in an interview whether it's good or bad. And I'm usually pretty open to say from my own experience, I'm giving feedback and I just give it there. I'm very direct person though, so that there's a difference in most people, but most companies are really bad at giving feedback. So I think that it's pretty rare if you do get any feedback again, the one thing, it's just the volume right time stuff for a lot of people. So a company that's interviewing hundreds of people, they don't want her spending multiple hours a day that she people every company's job to make more money, right? So it's an organization that's for profit and so that themed people through the process, so that's why they're going to ten to push away from that. But yeah, I see that typically they don't do that, they don't get much feedback and if they do, people oftentimes are also like if you don't get the job they don't want to be, to be, so they're not going to be that honest. If they are, that's great. But that's 1.100 situation, I think. But again, it doesn't totally. Yeah. Especially if you don't get the job. As I have a lot of cousins, so a lot of my cousins are here or going to the UD or above schools, and so I have to talk to them about there in the early '20s, graduating college and stuff like that. And a lot of them as sometimes they get it. Yeah. I would also say like throughout the interview process, like it definitely doesn't occur to ask, especially if you're moving forward, at least like on the cuter side, if you're moving forward, typically I have people like in the next steps. But if you want to ask me directly like, hey, what can I do? Like what did I do really well in this interview? And what should I highlight? Like, what did I do well in, what did I do early in this interview, for the next interview. Like, you know, you're moving forward does not hurt to ask me that because I will 100% shoot straight. I want to see you get hired. Like that, that's my job. At the end of the day, you get hired, I get paid, right? So it's definitely like a good thing to ask for that feedback. But very few people ask for like, what's advice for the next steps still hurt. Again, what you don't ask is what will hurt you more than what you ask, especially in the sales shop. Any other questions get So I always get a question about especially I different fell, negotiated a lot easier because somebody problem 67 years body for the first time. Five thoughts on how do you set the proposition about. So let's say you got the benefits. How do you make it to say, hey, don't have a specific numbers? The best way, I think it's I mean, I negotiated pretty heavily and every time I go into, you know, it's very friendly. And then it's, you know, once we get to that point, you know, I understand that job. I'm a family, so it's my job to get the most out of the company I can. It's their job to secure for the best deal. Can I understand that? It's a negotiation just like I negotiate with my customers. I'm going to try to present the most value possible and I'm going to ask for the most money possible. Don't I think after the process you want to ask is a roofer negotiation. And then don't be scared to for a few days like might not like to do that. But I'll ask somebody all day long just because like I got job offers that are $100,000 more than that and they'll come back to you. I did that call them. They were like, all right, let's talk sinus, like how much do we have to give you to be here? And then we talk sign, we got to that point. And you'll also realize that this environment a little different than years ago. I think employers are now. We were really employee. Heavy employees could really demand whatever they wanted. Now we're back to equilibrium. High performers always can do whatever they want, to do whatever they want, but they can always demand when you have that experience. But I think we're at a flat line. If they can't work with you on salary, salary, how can they negotiate Whatever you can, you can negotiate PTO, negotiate assigned bonus. Even if it's $2,000 that's awesome. Especially coming doesn't have to be a $50,000 signing bonus. If it's a few grand that can get your security deposit in your apartment to move out to your parents house. That's something to it companies on a lot of different they have a lot of guidelines that they can't go over in some regards. That's always an additional way to go about it. Can't get a salary. Yeah, my point, I don't know how valuable it is in the sense that my company actually, we don't negotiate our entry level salary. And the reason behind that is we everyone starts off at the same level and then works their way based off merit. Very organization, very easy to move up very quickly if you're performing well. But we want to start everyone off that equal playing field. You go through like a training and development program, again, where you can outshine the period money. But again, don't fortunately, negotiate our base salary in the damages. I will say it's never a fault when somebody comes back to me and tries to negotiate their salary. Honestly, I've seen people do it very, I usually recommend like a phone call in an e mail. It's usually, it's better to address that negotiation I think, over the phone and then reiterate what you discussed in an e mail. That's probably what I If you were, I guess, interviewed with a different company, I would keep everything over the phone start, right? So it's like whenever you want to do that negotiation, either interest or over the phone. And then once you're done negotiation, tell me, put it in writing. That's really where again, companies also don't want to go back and forth to you and say all our basis 53,001 60, 58. They don't want to send you multiple offer letters either. Just do it all over the phone and then say, can you give me this writing by end Friday or something like that. And then that's going to be the best way to go about it. One because you're asking a person to, it's just going to save them time. And nobody wants to write up these letters take forever. Especially when you get into the lances and stuff like that and when you are getting signed bonuses and when you're getting the payouts and things like that. And I don't know, I think my last offer it was like 30 pages or something like that because of all the different payouts and stuff like that. So they don't want to do that multiple times. Your name has to be on every single part of that, do everything over the phone. And then you get to the point where then you'll get in writing and then we'll sign on. We're there. Yeah, I agree with that. So question I've already Yeah. I think probably the best questions I get a people who asked me like what scscause it shows that they're thinking long term. Right. And they're asking me like, well what's the top performer doing in your training program that everyone else is? Or how quickly can I move up within the company? Like if I do get my quota every single week, for every single month, like how fast can I get up to that next level? Because it shows kind of forward thinking. There's also just like the weird questions that you would only know if you had like done a bit of research on the company away. The ones that make me think I like, my favorite question is always, you know, if you're talking to a hiring manager, typically you wouldn't talk to the recruiter about this. You can a little bit, but once you get to the point where you're with the hiring manager and the sales manager speaking to the person, you want to ask them, what would your perfect candidate, what would it like traits that person. And then they started talking about those traits. And then if you do that early on, you can become those traits, right? So it's all part of the part of the deal, part of the conversation. When they say, I really want someone who's organized and they're right with the CRM. My reps really bad by the CRM. And you'd be like, well actually a long time, 100% of CRM, whatever. You can go on and elaborate on the steals. You really want to try to get the most information out. It's the same thing when you're selling someone, right. When you're doing a deal with someone. You can ask them like what is the ideal solution look look like for you? Like what would be a perfect in my world? Like what would be a perfect robotic solution for your manufacturing facility? They're going to tell you all the things like what type of company do you want to do business? Okay. They'll tell you and they're going to tell you exactly how to sell them. You don't pick up on you. You should very easily be able to decipher what they're telling you and how to sell themselves. Thank you. Maybe the worst one maybe like speaking, I'd love to ask like, is there anything I could have done better in this interview? Like or if you have any people phrases like, do you have any hesitation in hiring? It's like a hard close which I get in sales, but it's kind of just Do you think it's not a natural thing to ask someone? You're like, you're asking me to like to come up with something bad about. I don't know. It's just an awkward one. I wouldn't I wouldn't recommend that. Like I would recommend asking for like, oh, you know, thanks so much. I'm moving forward to the next step, that neck. That's a much more natural conversation rather than a Do you have any hesitation moving forward? Okay. I definitely think about, think about it in a personal interaction. Like if you're asking like, hey, you want to go hang out? You know, whether it's just, you know, generally if you want to be friends with somebody and they're like, I'm okay and then you're going to be like, so why not? Okay. You're really straight. I definitely don't want to be your friend now, so it would follow the same process there. I mean, you wouldn't do something in a interview that you wouldn't do a personal environment either. People are just people. De yeah, I would say my top device, again, sounds cheesy. See yourself, let your personality come through. Don't be afraid to be honest. And again, really tell your story in an authentic way, especially interviewing for sales job. I will also say if you are interviewing for a job, whatever the job is I know I interviewed for, I interview for pretty jobs in art job. Make that hiring manager think that this job end all be all like it is the job that you have been ying for your whole life even though I know it might not be. But have that how right. Like tailor your responses, tailor your interests to whoever you are interviewing with for that position. If you're interviewed for sales job, it's fine to say like I want to get into sales. Like my real passion maybe. Like I really love art history, but I know I'm not going to make any money in art history. So I want to make money and move into sales. But we don't like to see maybe like someone who study marketing and they're like, oh, I really like marketing. I don't know, I just saw sales shops. I figured I'd apply. But I really want to get into like social media content. Right. Like that's probably not going to be a good Yeah. Yeah, Just be yourself. What I would say making the hiring manager think that the job that you're applying for is like end all. Yeah, those are probably my too. I'd say yourself so good. Be confident in yourself, realize that this is not the end of the world. And also if you did a crack a job of school, it's okay. It might be not your dream job, but it's okay. By the way, you might go to 300 interviews and only get one job or something like that. Just don't get worked up on the fact that, you know, not everyone's going to like you, right? And not everyone's going to hire you and things like that. Oftentimes we go through schooling and Right. If you go to, you're probably a pretty good student. So you're used to being better at most things in your entire life, right, The way it's gone so far. You may not be the best interviewer, you may not be the best selling just yet or something like that. But realize everything is just a process. Go through it. Only one job offer, you do that job trying to be tree at it and then flip it. I mean, anything can happen within the course of the next few years and doesn't matter if it's when you're 30 or 40 or 50, you know, you can change the trajectory of your life at any time. And this does not end all your first job out of school. It's important because it can give you that launch back. That's really, really helpful. But if it's not the investors, if you want to just don't want it, that's the. Yeah, that's right, Thank you very much. Dieting around somewhere. Send.
Superstar Selling Selling Speaker Series - Monday, October 16, 2023 - Improving interviewing / networking skills
From Suresh Sundaram October 16, 2023
6 plays
6
0 comments
0
You unliked the media.
Superstar Selling Selling Speaker Series - Monday, October 16, 2023 - Improving interviewing / networking skills
Sinead Cotter - Keyence Corporation
Sean Fitzpatrick - UD Alum, Regional Sales Manager, Quest Industrial
…Read more
Less…
Sinead Cotter - Keyence Corporation
Sean Fitzpatrick - UD Alum, Regional Sales Manager, Quest Industrial
- Tags
- Department Name
- BUAD
- Department Division
- Date Established
- October 16, 2023
- Appears In
Link to Media Page
Loading