Job Search 2.0 Webinar

Only 100 spots are available!

With the success of our first webinar series, I have developed a new and improved 90 minute webinar focused on giving you the tools to find the job you want. With the added content from feedback, discussions with industry professionals and past webinar participants, content has been added - It is now truly 2.0!

Conducting a job search in today’s web-based world has never been more complex. If you are encountering an abundance of resources that are netting you unqualified or NO results, then this webinar will be of interest to you.

Wondering if I know what I am talking about? Testimonials follow, but here is more information on me as well:

Google me!
Read our Hammer Letter
Read My Blog
Listen to my Interview with The Recruiting Animal

"Today the toughest business problem is finding talent, and Kevin solves that problem better than anyone. If you need top tier people, don't post an ad, call Kevin.”
Steve Kraner, Owner, Sandler Sales Institute

RESERVE YOUR SPOT NOW

In this 90 minute session, I will reveal how to capitalize on the resources at your fingertips to execute an effective job search on your own. I will share tips, advice and secrets I have garnered as a result of my executive search experience. With over a five hundred (500) searches executed, I have seen it all….and am now sharing it on this call! Armed with this information, you will be able to execute an effective search on your own getting interviews that otherwise might elude you.

"Kevin offers a wealth of knowledge when it comes to tying top candidates with great careers. Internetworking and staying ahead of the recruiting game seem to come easy for him. A guru when it comes to nontraditional sourcing methods and identifying with the business needs, Kevin delivers the right opportunities to the right people. His time management and interpersonal skills coupled with his personality and drive to be on top are what makes Kevin so successful. I enjoyed my experience working with Kevin in the past and should the need arise again, he will be one of the first people I contact."
Allen Faircloth, BMC Software

Have you experienced any of the following?

• Submit your resume to a company when you are a "spot on fit," but never hear back?
• Work with countless search firms, only to never hear back from them either?
• Disappointed in the responses you are getting from posting your resume on-line?
• Getting numerous first, even second interviews, and then the process goes cold with no explanation?
• Getting through the interview process only to discover the position isn’t what you thought it was OR the compensation is not in line with your expectations?
• Are told that you do not bring enough experience to the table?
• Overwhelmed by the countless resources out there - job boards, social network, professional networking, blogs, etc?

More than 3/4 of jobs are secured through a candidate's own network. Let me show YOU how to work smarter, not harder, in securing your next job.

RESERVE YOUR SPOT NOW – We only have 100 openings!

"In my experience, Kevin brings a level of intensity and attention to detail that is uncommon for a recruiter. Rather than focus on a bloated and unmanageable client list, Kevin focuses on a select list of clients and companies. The result is a precise match that bears value to both parties as they engage and examine a long-term fit.
I owe Kevin for matching me with a position that was an incredible match for my skills, career stage, personality. . . It's a great fit!"
Wes Dillon, Deque Systems Inc.

The call is divided into six sections and is PACKED with information! We will cover:

• Defining Your Search
• Fine Tuning Your Resume
• Determining Your Network
• Making Your Network Work for You
• Identifying Opportunities
• The Entire Interview Process
  

The information shared in this 90 minute session is applicable whether you are contemplating, beginning or in the midst of your job search. With September around the corner – THE BUSIEST SEASON FOR FINDING A NEW JOB – this information is more timely than ever.

BONUS: My SPECIAL GUEST will be a corporate recruiter to discuss exactly what goes on when you submit your resume on-line through Monster, CareerBuilder or a corporate website. You WILL NOT want to miss this!

RESERVE YOUR SPOT NOW

"I have known Kevin professionally for almost 10 years and have had the pleasure to work with him in numerous capacities as a peer and also business partner. His professionalism, knowledge and experience within the staffing industry, business acumen, and overall dedication to our trade are superb. I highly recommend Kevin and his firm to anyone in need of his services. "
Ed Pascale, CSC

I look forward to you joining me on this call!

RESERVE YOUR SPOT NOW

Taking the TIMED Approach When Selecting Your Next Opportunity

Take the TIMED Approach When Selecting Your Next Opportunity

In our last webinar, we discussed using our TIMED approach in selecting the right sales opportunity for you. The feedback was extremely positive, so I wanted to share this with our readership again here. The goal in using this approach is to have a system by which you weigh and select the best opportunity for you:

(1) Technology - Selling a unique solution is extremely important. But, while a key element, just remember: great technology with poor leadership will be trumped by good technology with great leadership every time. History consistently repeats itself here.

(2) Income- Most get mesmerized by this one, but should really be more focused on the other four components. Without strength in those four, that base of 130K and OTE of 300K will translate into a W2 of around 150K. After fourteen months, you will not have achieved your unrealistic quota and be back out on the street looking for a new position. Adding insult to injury, you will have to explain why you didn't hit your numbers during your interviews and won't have money in the bank to cushion a transition in selecting the right next job.

(3) Management - Choose a great manager who can be a mentor too. We cannot emphasize this enough! This will be the #1 reason you have the chance to exceed your number and grow as a sales rep/sales engineer/sales manager.

(4) Executive Leadership - Your great manager, exceptional sales skills and great technology are going nowhere if the captain of your ship is clueless.

(5) Details - Are you the 4th rep in the territory in the past 4 years and the previous 4 did not make their number? The devil is in the details.

Career Swamp - Avoiding the Easy Path

Taking on challenges is sometimes described as "character building." As cliché as this might sound, we take it a step further. It is vital to your livelihood as a sales professional. By taking the easy road, many end up with jobs that are bringing no value from a professional, much less personal, growth standpoint. For them, the path of least resistance becomes a career swamp.

Having interviewed thousands of sales professionals, we have seen two consistent traits in those who have had exceptional sales careers. First, from an early age they sought out challenges. This can be seen in the courses they chose in school, the sports they played and, ultimately, the jobs they took. Second, when they no longer feel they are being challenged, they move on. As professionals, this is spawned by poor leadership, no advancement, poor training, inferior products, no income growth or lack of job excitement. Often, this means leaving a position where they were exceeding quota for a new challenge.

As executive search professionals, the second point is always met with the question: "Why does he/she want to leave such a lucrative position?" Our response is simple: for a new challenge. They are confident in their abilities to succeed in anything they set out to do. Moreover, the successful sales manager relates all too well. Borrowed from our favorite little green Jedi master, they adhere to the philosophy of: "Do or do not. There is no try."

If you are continually seeing your peers pass you by, don't be afraid to make a change. This may require you stepping outside of your comfort zone, but this is how we grow and evolve. With children, we are constantly encouraging them to broaden their horizons and try new things. As adults, the principle still applies.

Stability Does Not Exist In Software Sales

This article was first written by us last year, but seems like a timely re-print. Enjoy!

These are the words of a fellow software sales professional stemming from a conversation last week about stability in our industry. We were discussing the merits of being with a large, established company versus a small/mid-sized, growing firm and how either situation relates to stability. And, with the average tenure in software sales sitting at less than four years, frankly, she nailed it.

Some view larger companies as having a higher level of inherent stability. This perception, however, is largely not reality based. Larger firms can most easily and rapidly control costs via headcount. Shutting down an office often takes place as a macro cost cutting action, and sales reps making their numbers are frequently not spared. Take that large firm, make it publicly traded and you now have the variable of Wall Street with which to contend. Steady, "up and to the right" growth is what they need to see. When they don't, and the stock is down graded, the quickest way to appease the analysts is to cut headcount. Additionally, many larger firms view their sales professionals as easily replaceable since their product suites are so widely known and recognized.

While we believe small to mid-sized companies with software unique to their space to be more stable, their volatility is still present. One upside is a more direct line exists between profits of a small/mid-sized firm and the individual sales person, making your value much more realized and identified in such a company. Conversely, assuming the firm is well funded or profitable, most up-and-coming software companies are seeking enough market penetration and marketshare to become attractive enough to be purchased. A well negotiated option plan on the front end can reward you for your efforts, but likely isn't going to equal immediate retirement upon the sale of the company.

So how do you provide more stability for you and your family? First, adjust your perspective and you will find the answer to be quite simple. Stability does not reside within the company but rather within you. Stability is not staying with the same company a number of years, it is making a consistent income by achieving your quota with whatever company for whom you happen to be working.

Making your numbers will create stability for you in three ways. First, you will make a very good income. The average at plan is $220,000 per year. If you exceed your number, you will most likely be making in excess of $300,000. Second, when cut-backs are made you are less likely to be hit when you are meeting and/or exceeding your numbers. Third, if your company does cut your position or you determine it is time to make a move, quota meeting and exceeding reps rarely have a tough time finding another lucrative software sales job (particularly if you know a good recruiter).

Job Search Webinar 2.0 – Executing an Effective Job Search on Your Own

Job Search Webinar 2.0 – Executing an Effective Job Search on Your Own

When: Tuesday, August 5, 2008 – 12:00pm-1:00pmEST
Who: Kevin Kermes & Kent Hammer of HAMMER Consulting

Just 49.95

With the success of our first webinar, we are holding it again for those who could not make it last week. Based on feedback, we have added to the content. It is truly 2.0 now!

Conducting a job search in today’s web-based world has never been more complex. If you are encountering an abundance of resources that are netting you unqualified or NO results, then this webinar will be of interest to you.

"Today the toughest business problem is finding talent, and Kevin solves that problem better than anyone. If you need top tier people, don't post an ad, call Kevin.”

Steve Kraner, Owner Sandler Sales Institute

In this one hour session, we will reveal how to capitalize on the resources at your fingertips to execute an effective job search on your own. We will share tips, advice and secrets we have garnered as a result of our combined twenty years of executive search experience. As you know from our HAMMER Letter and our Blog, this is our area of expertise. With over a thousand (1000) searches executed we have seen it all….and are now sharing it on this call!

RESERVE YOUR SEAT NOW

"Kevin offers a wealth of knowledge when it comes to tying top candidates with great careers. Internetworking and staying ahead of the recruiting game seem to come easy for him. A guru when it comes to nontraditional sourcing methods and identifying with the business needs, Kevin delivers the right opportunities to the right people. His time management and interpersonal skills coupled with his personality and drive to be on top are what makes Kevin so successful. I enjoyed my experience working with Kevin in the past and should the need arise again, he will be one of the first people I contact."

Allen Faircloth, BMC Software

Have you experienced any of the following?

- Submit your resume to a company when you are a "spot on fit," but never hear back?
- Work with countless search firms, only to never hear back from them either?
- Disappointed in the responses you are getting from posting your resume on-line?
- Getting numerous first, even second interviews, and then the process goes cold with no explanation?
- Getting through the interview process only to discover the position isn’t what you thought it was OR the compensation is not in line with your expectations?

- Are you told that you bring either too much or not enough experience to the table?

- Overwhelmed by the countless resources out there - job boards, social network, professional networking, blogs, etc?

More than 3/4 of jobs are secured through a candidate's own network. Let us show YOU how to work smarter, not harder, in securing your next job.

RESERVE YOUR SEAT NOW

"In my experience, Kevin brings a level of intensity and attention to detail that is uncommon for a recruiter. Rather than focus on a bloated and unmanageable client list, Kevin focuses on a select list of clients and companies. The result is a precise match that bears value to both parties as they engage and examine a long-term fit.

I owe Kevin for matching me with a position that was an incredible match for my skills, career stage, personality. . . It's a great fit!"

Wes Dillon, Deque Systems Inc.


The call is divided into six sections and is PACKED with information! We will cover:

- Defining Your Search
- Fine Tuning Your Resume
- Determining Your Network
- Making Your Network Work for You
- Identifying Opportunities
- The Entire Interview Process

The information shared in this one hour session is applicable whether you are contemplating, beginning or in the midst of your job search. With September around the corner – THE BUSIEST SEASON FOR FINDING A NEW JOB – this information is more timely than ever.

BONUS: Kevin and Kent will run a 10-15 minute Q&A session at the end of the call to answer any and all of your more pointed questions.

RESERVE YOUR SEAT NOW

"I have known Kevin professionally for almost 10 years and have had the pleasure to work with him in numerous capacities as a peer and also business partner. His professionalism, knowledge and experience within the staffing industry, business acumen, and overall dedication to our trade are superb. I highly recommend Kevin and his firm to anyone in need of his services."

Ed Pascale, CSC

We look forward to you joining us on this call!

RESERVE YOUR SEAT NOW

I am Not Your Guy

Before HAMMER Consulting, I first owned a search firm that specialized in placing other headhunters. Unless you are in the search business, this is probably just about the wackiest niche you could imagine. My point in bringing it up today is not to reminisce, but because there was a similar theme I encountered there that still prevails today. Headhunters and Sales Executives are notorious for being out of touch about their interviewing skills (present company included!). It is a perishable skill and one that, regardless of how exceptional a sales professional you are, you should never assume is sharp, honed and ready for battle. Just like pitching a solution to a new prospect, you need to plan and rehearse. In this blog we are going to share pitfalls and successes alike that we see daily. Here is one of my most recent.

A client of ours was interviewing for a Federal Sales Executive. Like any first round interview, both the company and the individual interviewing want to peel back the layers of the onion to see what is there. This one candidate, like so many, had a list of what he wanted in his next opportunity and what he did not want. Unfortunately, he decided to focus on the negative – what he didn’t want. This manifested itself by him repeatedly saying to the CEO, “If you are looking for (insert goal/description/objective here), I am not your guy.” After about the third time of giving examples of what he would not do, the CEO had this phrase ringing in her ears. As a result, she determined he was not “their guy” and passed on him.

While I am a firm believer that the interview process is a two-way street, there is one goal alone for the first interview: get to the second interview. Granted he had some concerns, but he would have been better suited building rapport, creating a sense of the value he would bring the company versus giving a list of things he would not do. The first interview is not the time to negotiate. The interviewee is there at the will of the employer and has very little leverage. Perceived value (great sales record, a recommendation/referral, etc.) is what brings the candidate to the table. So, emphasizing the positive is what is paramount. Negotiation and framing the position to be a good (if not great) fit must be left for later when there is mutual interest. While both sides have to agree there is some level of interest to continue, the company hiring always holds ultimate veto power here.

My recommendation: for the first interview have a list of three to four examples (minimum) of why you are a good fit for the opportunity at hand. Make these quantifiable events in your track record. For example, you understand that the position for which you are interviewing is looking to increase sales within a certain vertical market. Give an example of how you did just that in a previous position, increased market share – give numbers (percentage of quota, ranking against other sales professionals, ROI, etc.). Once you have established your value and rapport, you can then tweak the details of the position away from what you do not want from a position of leverage.

Sales is the one of the only jobs in which you demonstrate your skill set during the interview. Here you are your own solution. So, make the fit by detailing how your prior success will translate into future success (sales and market share) when you are hired.

The Problem with Name Dropping

One of the principal tenets of legal questioning is to only ask questions to which you know the answers (or at least this is what I have gleaned from watching countless hours of Law and Order!). In The HAMMER Letter this past April, we talked about a topic sharing a similar vein: Name Dropping. But in this instance, you need to be aware of what the people whose names you drop will say about YOU.

Just this past week, I had a software sales executive interviewing with a client. He was a great fit for the organization given his track record of success and his vertical knowledge. But, in the midst of the conversation, he decided to start verbalizing his rolodex. A few of those names rang familiar with the Sales Engineer involved in the interviews, so he did the next most logical thing: He made a call to the customer whose name was dropped who he happens to know quite well. As the story was relayed to me, this customer whose name was dropped was described as very “even keeled and mild mannered.” This customer’s response regarding the software sales executive candidate, who dropped his name rather confidently, was that the next time he saw him he would “like to pin him to the wall.” The visceral nature of this back channel reference completely scuttled this candidate’s chances with the company.

There is another facet to hap-hazard named dropping as well: knowing what the person you are talking to thinks about the person whose name you are dropping. On more than one occasion, I have had a candidate interview with a client and they find a common link. Any better than average sales professional is highly networked, so the degrees of separation are few. The problem becomes when the interviewee starts getting comfortable, lets his/her guard down and comments on this person they now know to share in common. Even an innocuous comment made tongue in cheek can be taken badly when you don’t know the baseline or history behind the other person’s relationship with this shared contact. Again, just like in legal questioning, you should not question (or in this case, comment) when you do not know all the facts (the context and substance of the relationship).

Establishing commonalities in the interview process is important, so here is how I would advise going about it:

1) Keep it simple and professional. No need to comment on someone personally, regardless of how comfortable you are feeling in the interview
2) Like Mom said, “If you do not have anything nice, do not say anything at all.”
3) If you are on the fence about what a name you are about to drop might say about you, do not let it leave your mouth.

Social and Professional networking sites are great places to see if there might be a link between you and your interviewer BEFORE you meet. As you find those links and are doing your due diligence beforehand (makings calls, getting background, etc.) a good vetting mechanism for determining “to drop or not to drop” is this: If the person in question is willing to make a call on your behalf before the meeting – it is probably safe to drop the name. If not, think twice about the risk versus reward.

What is This Blog All About?

First and foremost – WELCOME!

For years, HAMMER Consulting has operated like a traditional search firm: Work closely with clients to find exceptional technology sales talent. In 2007, Kent and I began talking about additional services we wanted to add. Again and again, we kept coming back to the disproportional amount of professionals we met during our daily conversations who were extremely frustrated by their job search. We wanted to develop a solution to address that pain directly.

Earlier this year, I began working on a 30 day program which includes one-on-one coaching and comprehensive guidance for individuals executing a search. Drawing on almost a decade of executive search experience, this allows me to do a number of things:

- Coach on developing the best resume for your search

- Showing individuals how to use their un-tapped network to uncover jobs WITHOUT looking applying through websites, job boards, etc...

- For software sales professionals, I can provide fresh information “from the street” on companies, how they are performing and their management team

- As a consultant to YOU, the job seeker, I can provide objective, dispassionate guidance to help you find and secure the opportunity you want. Search firms and hiring managers have their own agendas – my agenda is fused with yours.

- Through our program, you participate in roundtables (anonymously) with other likeminded professionals to discuss their successes and how to overcome issues they are finding in their job search.

Our HAMMER Letter has been providing information on a monthly basis on topics relative to technology sales and sales leadership. Through this blog and our supporting training, I will hone in on the other side of the equation: the job seeker.

I look forward to getting your feedback. Please feel free to contact me with any question about our consulting services, HAMMER Consulting, topics you might like to see us cover or simply to say “hello!”