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Increasing Sales and Profits

Friday, October 14th, 2011

We have been training sales people for many years and have recently joined forces with another successful trainer Mark Boardman.

Mark is a UK Sales Trainer and has helped Salespeople, Sales Managers,Sales Directors and Business Owners to increase their sales performance by an average of 30% within three months.
He has recently launched a sales training course called The Secret Sales Formula. It addresses three of the biggest challenges in the sales profession.

1.  Generating enough of the right kind of sales opportunities to create a strong pipeline.

2. Ensuring that the right people in the account are engaged, in particular those with the authority to place an order.
3. Closing a good percentage of the opportunities in the pipeline.

As you will know any increase (or decrease) in any one or more of these variables can dramatically affect sales results.

We realise that you may already have either in house or sub contracted sales training programmes in place,and will be constantly addressing those three big challenges that we all face in the sales profession.

However, we wanted to introduce you to a range of sales training programmes as they take a different approach to any type of training you will have experienced before. They address these three challenges in new and more effective ways than traditional sales courses.

Mark wrote The Secret Sales Formula after he had spent two years researching what the world’s best salespeople do differently to the rest.
One of the outstanding differences he found was how the top sales performers use specific sales techniques to generate far more sales opportunities than their peers.

Additionally, once they are in a sales cycle they use a selling system that gives them much more control over it. They get contact with the right people so that they close a much higher percentage of orders than their colleagues. Surprisingly the sales techniques are not complex. In fact they are very simple to learn and to implement. Any salesperson has the capability to use them.
Mark used the techniques in 2007 and his business profits almost doubled. That was when he decided to write the course and called it The Secret Sales Formula because many of  the sales techniques used by the world’s top performers are not to be found in any sales book or course you may find. In addition to using the sales formula himself he has trained individuals, teams and companies to use it.
One of his clients has over 200 salespeople and his sales increased by 42% in 3 months. Another one of his clients saw an increase in her sales pipeline of 70% in 6 months. They are his two best results – his average delivery across all clients is a 30% increase in sales within 3 months. The lowest figure is an 11% increase.

For information on our Sales Courses please email Pat or Mark quoting “AV Sales Training” for a special discount on any booking made before January 2012.

Do ask for us for details of our full range of services or check out our new website www.avjobs.co.uk Employer services

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Checking the detail – reasons your CV falls at the first hurdle.

Wednesday, August 17th, 2011

We have so many jobs on at the moment that this is the busiest August we have seen as a company. No complaints there of course! We had already taken the decision to recruit a Graduate Trainee for AV Jobs and I thought I should share some of the issues we have seen – particularly from Graduate applications, but often from others too.

The number of times I have seen an application to a job where an applicant has clearly done a cut and paste job and not made it relevant to the job they are applying for – too many to count! Some examples just from today:

Applying for a Graduate Trainee Recruitment Consultant role:

I am an extremely responsible youth willing to accept position to gain experience within a realm of retail-banking customer services.

I am looking to further my knowledge within accounting or information systems.

Dear Miss Baker (we don’t have a Miss Baker!)

So not a good start.

Spelling mistakes – too numerous to mention. If you’re not a great speller then Spellchecker won’t always help as the spelling may be right but for a different word in a different context – so get someone who is good with words to check your CV before you send it.

Examples: There and their. Roll instead of Role. Loose instead of lose.

Affect and effect – affect is a verb as in “Your ability to communicate clearly will affect your income immensely.” Effect is a noun as in “The effect of global warming is immeasurable.” You can’t put a “the” in front of a verb so this should help you decide which word you need.

Grammatical errors – now here I do accept that I am a big fan of Lynne Truss (Eats, Shoots and Leaves) and have even been called pedantic (moi?) but I do believe people should get these things right in something as important as a job application.

The apostrophe! There when it shouldn’t be and not there when it should. The apostrophe is a raised comma ‘ – it is used to show possession or contraction e.g. The dog’s tail (possession), it’s a lovely day (contraction).

Common misuses – It’s and its – It’s is a contraction of “it is” as in “it’s lovely and warm today”.  Its is a possessive pronoun as in “the car has lost its shine”.  An easy rule of thumb is to say your sentence out loud using it is and if this sounds ridiculous then use its (no apostrophe).

Your and you’re – again your is a possessive pronoun as in “your wife”, you’re is a contraction of “you are” as in “you’re messing up your CV if you use your when you really mean you are!”

It’s often incorrectly used when the word is a plural – job’s instead of jobs.

Using text speak in your letter or CV – this is fine when you are sending a text or emailing friends but has no place in business correspondence.

“i am sending u my cv 4 the job ad on AV Jobs ref AV8777.”

“I am sending you my CV regarding the job advertised on AV Jobs – Ref.AV8777″.

So end of rant – but I promise if you take more care with your CV and covering letter (if you enclose one) you will not fall at the first hurdle. Just take more time in reviewing what you have written and get someone else to check too.

What do you think?

 

 

 

 

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What questions you should be asking a future employer at interview.

Tuesday, August 2nd, 2011

Whilst most job candidates are reasonably well versed in the questions that a future employer will ask them at an interview, very often they forget that they should be asking questions too.

Asking questions shows a sign of interest and when a hiring manager asks “What questions do you have for us?”, they won’t be impressed if you say none!

It’s a two way interview, you are assessing them as much as they are you – are they the sort of company you want to work for, can they offer you the career path you need, can you see yourself fitting in with the team? This is no time to be shy and reticent, the employer expects you to ask questions so don’t let yourself down. Always ask an open question – which will elicit a full answer rather than a closed one which can only be answered by a Yes or No. i.e. all open questions begin with How, What, When, Where, Who or Why.

And don’t leave your questions until the end of the interview – make sure you are really listening to the employer’s questions and where necessary ask them a question back i.e. to seek clarification and ensure your understanding.

Ask several questions on different topics i.e. the job, the company, the prospects, the process and really listen to the answers, show interest and ask another question leading from the answer if you want them to expand on this.

Here are some questions you can choose to ask at your next interview (but not all of them!) -

“How would you describe the responsibilities of this role?”

“How would you describe the company’s management style?”

“How would you describe the company culture?”

“What exactly are looking for in the successful candidate?” * If you ask this one early enough you can ensure you offer them the perfect candidate!

“What are the most important skills required in the job?”

“What are the prospects for career advancement?”

“What are the priorities in this job?”

“What are the most challenging aspects of the role?”

“What do you like about working here?”

“What don’t you like about working here and what would you change?”

“What are the company’s plans for growth & development?”

“What is the next stage in the recruitment process?”

“When are you looking for someone to start?”

“What would keep you from offering the job to me now?”

“Are there any other questions you need to ask me to convince you I am right for this role?”

Questions NOT to ask:

“What does your company do?” – you really should have done your research prior to the interview.

“I’ve got a holiday booked for next month – are you OK with that?” – discuss things like holidays etc., after you have been offered the job.

“How long is the lunch break?” -  :-/

“Are the working hours flexible?” – asking questions about the company benefits is not relevant at this stage, it’s about the job.

“How does you sickness benefit work?” – red flag alert – how are often do you expect to be sick?

This is obviously not a list of ALL questions you should or should not ask but hope they give you food for thought. Let us know if you have any other questions you feel are worth asking (or ones you should never ask).

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