Scott M Graham

Having faced this exact scenario before, I want to share my approach As the recruiter tasked with hiring a Vice President for a three-year-old startup. The interview process went smoothly until it's time to gather feedback. To complicate matters, a higher-level executive was subtly steering the feedback, making it uncomfortable for others to disagree openly. Step 1: Individual Feedback Sessions The first step in this situation was to gather all the divided points and recap them individually with each member of the interview team. Allow them to share their opinions freely, without influence or intimidation Step 2: Anonymize the Feedback Objectivity: The hiring manager receives unfiltered insights, allowing for a more balanced evaluation.

In our world of staffing and talent management, standing out, requires more than just a list of successful placements. Specializing in a specific area, as for me its enterprise software sales. This can distinguish you from your peers and elevate your value in the eyes of your clients and candidates. How to build your expertise and credibility , is pretty vanilla. So here are my thoughts. Understand your niche. Start by immersing yourself in the industry you wish to specialize in. Keep up-to-date with industry trends, including new technologies, shifts in market demands, and potential challenges that businesses in this space may face. Create content that highlights your understanding of the niche.

Here are some of my Behavioral based questions for sales, that has stood the test of time and different sales cycles. Describe a recent situation where you negotiated terms with a tough customer in which you reached a win-win solution? What did you do? Give an example of when you had to change your approach to a prospect because the initial one failed? Tell me about a situation where your contact person changed at a key account. How did you adjust?

So as a sales recruiter who also lead talent management in the sales discipline. I find most ATS systems, a cumbersome and reactive, not proactive, recruitment tool, that is a necessary evil for process. It is a bucket of resumes, that really has no benefit from a recruiting standpoint. Sorry, but I'm being honest. At one company my team built our own system, inside of salesforce. It was the first time we were able to have accurate data points, accurate forecast data and manager usage against any system I have used. These systems are good for creation of offers, to appease the governing protocols and to stockpile resumes. It is not a tool for sales related activities within recruiting