Culture vs Industry When Choosing a Sales Job
Posted: Wed Jan 22, 2025 3:52 am
When it comes to choosing my next job, the company’s culture is as important as the industry. It’s my opinion that a company’s culture can be a severe constraint on its success. I've learned that as I left my last role making sure that past employment and recruiting history.
In this instance, industry becomes irrelevant because there is little chance for success. Conversely, a vibrant, focused and positive culture can make any industry enthralling.
What Helped Me Exceed Sales Quotas
I diversified my outreach activities (but predominately utilized phone and email with some social media).
I found that different people responded to different forms of reach out.
As a result, I would often begin with the phone (as most cold-calling chile phone number resource positions want the candidates to use the phone).
I found that personalizing reach-outs to make them play to the person’s buying personality was the most effective method.
I learned to determine whether the individual was persuaded by hard facts or by emotion.
In the End
When tested on users of our recruitment outplacement services, the above phrases not only impressed hiring managers, but enticed them to move the individual on to the next round of interviews.
It’s what you say and how you say it that matters. When you speak with empathy, thought and sincerity, you appear more truthful and attractive to hiring managers as well as recruiters.
About the Author:
Ken Sundheim is the CEO of KAS Placement, a sales and marketing recruiting firm specializing in staffing business development and marketing professionals around the U.S. Ken has written for Forbes, Business Insider, AOL, Wall St. Journal and many others.
In this instance, industry becomes irrelevant because there is little chance for success. Conversely, a vibrant, focused and positive culture can make any industry enthralling.
What Helped Me Exceed Sales Quotas
I diversified my outreach activities (but predominately utilized phone and email with some social media).
I found that different people responded to different forms of reach out.
As a result, I would often begin with the phone (as most cold-calling chile phone number resource positions want the candidates to use the phone).
I found that personalizing reach-outs to make them play to the person’s buying personality was the most effective method.
I learned to determine whether the individual was persuaded by hard facts or by emotion.
In the End
When tested on users of our recruitment outplacement services, the above phrases not only impressed hiring managers, but enticed them to move the individual on to the next round of interviews.
It’s what you say and how you say it that matters. When you speak with empathy, thought and sincerity, you appear more truthful and attractive to hiring managers as well as recruiters.
About the Author:
Ken Sundheim is the CEO of KAS Placement, a sales and marketing recruiting firm specializing in staffing business development and marketing professionals around the U.S. Ken has written for Forbes, Business Insider, AOL, Wall St. Journal and many others.