Well Said Mr. Alex. I have done the same thing.now am happy in getting new clients and increasing my revenue
From India, Hyderabad
3From India, Hyderabad
Here are five mistakes I see many any Placement Agency in India make when hiring their first Employee.
Mistake # 1:
Hiring a senior leader
“Yes! We just recruited the head of operations from a reputed Company and she or he is the best.”
Often start ups get greedy and go after the big name leader in their field of operations. Here is the issue - this has
not sold on the front-line in years. The first question she or He will ask when joining the company is “where is my
assistant?”. You need someone who is closer to the front line and is willing to roll up their sleeves and get their
hands dirty.
It is similar in the war
The General who will leads his team in the front line.
The rest follows.
Mistake #2:
Placing too much weight on industry experience or on experiences candidates.
Don’t get me wrong. We hired plenty of Recruiters from our industry ( HR Rescruiters). However, believe it or not, it
was a minority case. Most Gentle Man and ladies came from reputed Recruiting firns and even outside of the field. I
would rather have the below average performers stay with us still. Go find the rock star from a dying industry and bring
them into your space.
Mould them
Bring the best in them
Try and sharpen their ability and their strengths.
Sit with them and talk with them on a daily basis.
Understand their difficulties
Try and make them understand the possibility of making the Impossible possible.
Start by teaching them by doing what's necessary; then do what's possible; and suddenly he or she will be doing the
impossible.
Progress is impossible without changes in attitude and those who cannot change their minds cannot change anything.
And the last
Be a better Pay Master.
Mistake #3:
Placing too little weight on go-to-market strategy experience
When your first Business Development executive joins the company, the so called go-to-market strategy is typically not
developed. Who should they call? Big companies? Small companies? Should they focus on closing the C-level decision maker or getting closer to the big B ( CEO or Big Boss of the Company ) ? Will discussions require an in-person visit or can they be completed over the phone? Will they work with inbound inquiries or outbound cold calls?
Most Business Development executive in Placement companies in India and sales leaders will simply try to replicate the
go-to-market strategy from their previous employer. It worked then. It should work again, right?
Not necessarily.
As an entrepreneur myself I consider my Client to be a smart player and an ideal business partner rather than a money
making Machine ( ATM ) for my self.
I sit on his Chair ( My Client ) and see views from his angle and try giving my best of my ability to have value for his
money spent.
My product is people and my company strategy is in determining and Improving my clients company with the best of the
employee hired by my self through my concern and ideally speaking that would be the best market approach. Be sure your Business Development executive you hire has experience with that approach or is at least willing to adapt and learn.
Mistake #4:
Overlooking sales process development experience
“Yes! We just hired the top Business Development executive. This Business Development executive was ranked #1 out of
1800 sales people. She or he is going to crush it here.”
I agree. This Business Development executive is talented. However, these will be her or his first questions when she
arrives at your company:
§ “Where is the pitch deck?”
§ “What is the sales process I should follow?”
§ “Where is the list of top 10 objections and how I should handle them?”
You’ll be scratching your head, “I thought that is why we hired you”.
When this Business Development executive started she or he attended a month of training, walking through the blueprint
of success. She or he is great at following the blueprint. In fact, she or he is the best.
However, can she build the blueprint? Probably not. You need someone that can work in a far less structured environment
and at least lay out the foundations of the company’s first sales process.
Mistake #5:
Hiring a “product pitcher” rather than a “consultative seller”
Believe it or not, the most valuable result from your first thousand sales calls will not be the early customers or
revenue these calls produce. Instead, it will be the plethora of feedback from the market, allowing your team to
continue to understand your buyer persona, literate on your product ( Human Resources, Head Hunting ) that is recruiting, and perfect your market message.
Unfortunately, many Business Development executive in a Placement Agency will approach these early calls as an
opportunity to dump as much information about the product and its beautiful features on the prospect, an approach we
call “show up and throw up” in the industry. Chances are, your features and message are not quite right. The Business
Development executive in Placement Agency will fail to engage the prospect and throw up his hands, “it’s not working”.
The key question is “why?”.
Alternatively, a consultative seller or a Business Development executive in Placement Agency will leverage the first
sales calls to learn about the prospective Client. They will learn about their goals, learn about the strategy they have
to pursue these goals, and learn about the challenges they are facing in these pursuits. A consultative seller or a
Business Development executive in Placement Agency will be able to come back to the team with the same “it’s not
working” result but they will understand why. As a result, the organization can continue to refine its approach and
tighten the product/market fit even further.
I hope these five mistakes help you hone your skills as you embark on the exciting phase of scaling sales in a placement
Company. The next logical question is where can I find candidates that avoid these mistakes. Here are a few ideas.
1. A recently Business Development executive in Placement Agency at a reasonably sized business. They are not too far
from the front-line but also have some experience in sales process development.
2. A failed entrepreneur with formal sales training in their past. They usually score high in the consultative selling
arena and experience with unstructured environments.
3. A top-performing salesperson that was around in the early days of their previous company’s growth. They may not have
built the process. However, they certainly watched someone do it and had a hand in it.
Have a Passion in what you do
Will work wonders
Grow with your Employees
Make them realize you are actually growing with them.
Good Luck
https://www.youtube.com/watch?v=bLJT9C3uafk
https://www.youtube.com/watch?v=nx7aHbYA4-Y
http://www.bangaloresecretary.com/placement-services-in-bangalore.html
Mr.Murali
Mobile : +917795547089
From India, Bangalore
Mistake # 1:
Hiring a senior leader
“Yes! We just recruited the head of operations from a reputed Company and she or he is the best.”
Often start ups get greedy and go after the big name leader in their field of operations. Here is the issue - this has
not sold on the front-line in years. The first question she or He will ask when joining the company is “where is my
assistant?”. You need someone who is closer to the front line and is willing to roll up their sleeves and get their
hands dirty.
It is similar in the war
The General who will leads his team in the front line.
The rest follows.
Mistake #2:
Placing too much weight on industry experience or on experiences candidates.
Don’t get me wrong. We hired plenty of Recruiters from our industry ( HR Rescruiters). However, believe it or not, it
was a minority case. Most Gentle Man and ladies came from reputed Recruiting firns and even outside of the field. I
would rather have the below average performers stay with us still. Go find the rock star from a dying industry and bring
them into your space.
Mould them
Bring the best in them
Try and sharpen their ability and their strengths.
Sit with them and talk with them on a daily basis.
Understand their difficulties
Try and make them understand the possibility of making the Impossible possible.
Start by teaching them by doing what's necessary; then do what's possible; and suddenly he or she will be doing the
impossible.
Progress is impossible without changes in attitude and those who cannot change their minds cannot change anything.
And the last
Be a better Pay Master.
Mistake #3:
Placing too little weight on go-to-market strategy experience
When your first Business Development executive joins the company, the so called go-to-market strategy is typically not
developed. Who should they call? Big companies? Small companies? Should they focus on closing the C-level decision maker or getting closer to the big B ( CEO or Big Boss of the Company ) ? Will discussions require an in-person visit or can they be completed over the phone? Will they work with inbound inquiries or outbound cold calls?
Most Business Development executive in Placement companies in India and sales leaders will simply try to replicate the
go-to-market strategy from their previous employer. It worked then. It should work again, right?
Not necessarily.
As an entrepreneur myself I consider my Client to be a smart player and an ideal business partner rather than a money
making Machine ( ATM ) for my self.
I sit on his Chair ( My Client ) and see views from his angle and try giving my best of my ability to have value for his
money spent.
My product is people and my company strategy is in determining and Improving my clients company with the best of the
employee hired by my self through my concern and ideally speaking that would be the best market approach. Be sure your Business Development executive you hire has experience with that approach or is at least willing to adapt and learn.
Mistake #4:
Overlooking sales process development experience
“Yes! We just hired the top Business Development executive. This Business Development executive was ranked #1 out of
1800 sales people. She or he is going to crush it here.”
I agree. This Business Development executive is talented. However, these will be her or his first questions when she
arrives at your company:
§ “Where is the pitch deck?”
§ “What is the sales process I should follow?”
§ “Where is the list of top 10 objections and how I should handle them?”
You’ll be scratching your head, “I thought that is why we hired you”.
When this Business Development executive started she or he attended a month of training, walking through the blueprint
of success. She or he is great at following the blueprint. In fact, she or he is the best.
However, can she build the blueprint? Probably not. You need someone that can work in a far less structured environment
and at least lay out the foundations of the company’s first sales process.
Mistake #5:
Hiring a “product pitcher” rather than a “consultative seller”
Believe it or not, the most valuable result from your first thousand sales calls will not be the early customers or
revenue these calls produce. Instead, it will be the plethora of feedback from the market, allowing your team to
continue to understand your buyer persona, literate on your product ( Human Resources, Head Hunting ) that is recruiting, and perfect your market message.
Unfortunately, many Business Development executive in a Placement Agency will approach these early calls as an
opportunity to dump as much information about the product and its beautiful features on the prospect, an approach we
call “show up and throw up” in the industry. Chances are, your features and message are not quite right. The Business
Development executive in Placement Agency will fail to engage the prospect and throw up his hands, “it’s not working”.
The key question is “why?”.
Alternatively, a consultative seller or a Business Development executive in Placement Agency will leverage the first
sales calls to learn about the prospective Client. They will learn about their goals, learn about the strategy they have
to pursue these goals, and learn about the challenges they are facing in these pursuits. A consultative seller or a
Business Development executive in Placement Agency will be able to come back to the team with the same “it’s not
working” result but they will understand why. As a result, the organization can continue to refine its approach and
tighten the product/market fit even further.
I hope these five mistakes help you hone your skills as you embark on the exciting phase of scaling sales in a placement
Company. The next logical question is where can I find candidates that avoid these mistakes. Here are a few ideas.
1. A recently Business Development executive in Placement Agency at a reasonably sized business. They are not too far
from the front-line but also have some experience in sales process development.
2. A failed entrepreneur with formal sales training in their past. They usually score high in the consultative selling
arena and experience with unstructured environments.
3. A top-performing salesperson that was around in the early days of their previous company’s growth. They may not have
built the process. However, they certainly watched someone do it and had a hand in it.
Have a Passion in what you do
Will work wonders
Grow with your Employees
Make them realize you are actually growing with them.
Good Luck
https://www.youtube.com/watch?v=bLJT9C3uafk
https://www.youtube.com/watch?v=nx7aHbYA4-Y
http://www.bangaloresecretary.com/placement-services-in-bangalore.html
Mr.Murali
Mobile : +917795547089
From India, Bangalore
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