Mabinty E.’s Post

Have you ever wondered what truly separates a successful recruiter from the rest? It’s not just about finding leads—it’s about asking the right questions. You meet a promising candidate. What’s next? Do you launch into your pitch or do you pause and ask? Let’s explore the latter. Here’s 5.5 must ask questions: 1) “What motivates you?” This isn’t about selling a role; it’s about understanding their drive. Their answer is a compass to their aspirations. 2) “How do you envision your future?” Here, you’re not just a recruiter; you’re a career architect. Their vision aligns with opportunities you can provide. 3) “What are your hesitations about this role?” It’s bold. It’s direct. It turns potential objections into a roadmap for reassurance and clarity. 4) “Can you tell me about a challenge you’ve overcome?” This is where resilience shines. You’re not just listening to their story; you’re measuring their grit. 5) “What’s your ideal work environment?” This question unveils their compatibility with your organization’s culture. It’s the puzzle piece to see if they truly fit. 5.5) “Would you mind doing me a quick favor?” after you’ve asked the other five questions you’ve built a little bit of rapport you’ve earned a small favor. What is the favor that you should ask for? a testimonial of course. better yet ask if you can record a quick 10 to 30 second video of them sharing what it’s like to work with you. Talking yourself up is bragging, someone else sharing is PROOF! In recruitment, every question is a step closer to the perfect fit—for them and for your organization. So, ask wisely, listen intently, and recruit not just for skills, but for fit, vision, and passion. #RecruitingStrategy #TalentAcquisition #LeadershipDevelopment #CandidateExperience #CareerGrowth #RecruiterInsights #FutureOfWork #OrganizationalCulture #VisionaryRecruiting

Have you ever wondered what truly separates a successful recruiter from the rest? It’s not just about finding leads—it’s about asking the right questions. You meet a promising candidate. What’s next? Do you launch into your pitch or do you pause and ask? Let’s explore the latter. Here’s 5.5 must ask questions: 1) “What motivates you?” This isn’t about selling a role; it’s about understanding their drive. Their answer is a compass to their aspirations. 2) “How do you envision your future?” Here, you’re not just a recruiter; you’re a career architect. Their vision aligns with opportunities you can provide. 3) “What are your hesitations about this role?” It’s bold. It’s direct. It turns potential objections into a roadmap for reassurance and clarity. 4) “Can you tell me about a challenge you’ve overcome?” This is where resilience shines. You’re not just listening to their story; you’re measuring their grit. 5) “What’s your ideal work environment?” This question unveils their compatibility with your organization’s culture. It’s the puzzle piece to see if they truly fit. 5.5) “Would you mind doing me a quick favor?” after you’ve asked the other five questions you’ve built a little bit of rapport you’ve earned a small favor. What is the favor that you should ask for? a testimonial of course. better yet ask if you can record a quick 10 to 30 second video of them sharing what it’s like to work with you. Talking yourself up is bragging, someone else sharing is PROOF! In recruitment, every question is a step closer to the perfect fit—for them and for your organization. So, ask wisely, listen intently, and recruit not just for skills, but for fit, vision, and passion. #RecruitingStrategy #TalentAcquisition #LeadershipDevelopment #CandidateExperience #CareerGrowth #RecruiterInsights #FutureOfWork #OrganizationalCulture #VisionaryRecruiting

Great post and advice, Mike! Making the best use of those 10mins to ask thoughtful and relevant questions makes the difference between progressing in the process or not. The questions asked and the answers given are a great barometer for mutual fit

Sales Candidates that are early in their careers – this is for you. ⚡   As a Sales Hiring Manager – I typically get 30 minutes with a candidate to determine if they are fit to move forward in our internal hiring process. I structure my interviews the same way in most situations where I spend 20 minutes on a “top-grade style interview” and then 10 minutes on the backend to allow for questions that come from the candidate. These last 10 minutes is where I will focus for this:   The questions you ask in these last 10 minutes matter and here is what I'm looking to answer:   ✅ Did you spend the time to prepare questions that will be challenging? ✅ The thoughtfulness of these questions will also indicate how you might bring questions to your prospects/accounts ✅ How curious are you about the organization? ✅ What kind of leadership style do you prefer and what works best for you? ✅ Is there a sales methodology that you have adopted? If yes, what does the organization support?   Example questions I encourage you to ask:   ◾ How did this role become available? ◾ Was someone let go? Was someone promoted? Is this an expansion role? ◾ How many folks on the team are successful in achieving their numbers? Why do you think that is? ◾ If I am struggling, (we all struggle from time to time) how will you support or help me? ◾ What is your leadership style? What are your views on managing vs coaching? ◾ Why did you choose Sales Leadership? ◾ Can I speak with current reps on your team on their experiences? ◾ Now that we have had a chance to get to know each other better, do you see me as viable candidate for this role, and will you move me forward in the process?   Please remember that you are interviewing the sales leader as well. They are not just interviewing you. You equally have the right to understand if this is a person you would want to work with. I always tell everyone I work with to get all the cards on the table and examine the results from your conversations. Whether you are a Sales Hiring Manager or a Candidate, we are both taking chances, and it remains our job to be as informed as possible to make a solid decision.   I am sure I am leaving out great questions as I wrote the ones I could think of on the spot. What does everyone else think? What did I leave out? #interviewpreparation #interviewstrategy #interviewtips

In my experience, during an interview process, most candidates do solid due diligence on topics like the culture of the sales org, approach to flexible working, territory planning, quota setting etc. However, if considering a new sales role in 2024, here are five additional areas worth exploring during the process: ➡️Playbook: Is the company clear on their ICP and the value they create for these customers? Ask about: The 3 Whys for their ICP (Why Anything, Why their Solution, Why Now), and their 3-5 key value drivers. ➡️Process: Do they have a codified and repeatable process for taking opportunities from creation to close? Ask about: The stages and exit criteria of their sales process. ➡️People: especially the Hiring Manager. Will they invest in your career growth? Ask about: their approach to skills and career development, what their team would say they've learned from them, examples of careers they’ve transformed. ➡️Product: How will the product evolve to support long term growth? Ask about: Company Vision, product roadmap, current and future TAM. ➡️Playing Field: Are they operating with a competitive advantage or disadvantage in their market? Ask about: differentiators, how they try to shape decision criteria, why they win deals, why they lose deals. Going deeper in these areas should result in a more informed decision. And there's another benefit: Many sales leaders assess a candidate’s intellectual curiosity and business acumen based on the types of questions they ask in an interview. Asking thoughtful questions on these topics helps you stand out from other applicants. #talent #hiring #sales #salesleadership #interviewskills

THE 5 MIST REVALING INTERVIEW QUESTIONS AND #ANSWERS. TOP 5 SALES TRAITS 1 / #MOTIVATED Motivation is critical to performance. In order to understand why this person has opted for a career in #sales, you’ll need to peel back several #layers to ensure their #goals align with your team’s main #objective. 2 / #HONEST Candidates should feel comfortable #sharing a specific scenario in which they spoke up, even if it was controversial. This type of behavior will inevitably translate into an ability to close deals, build lasting relationships with both clients and internal #partners, and bring new ideas to the table. 3 / #ADAPTABLE Search for #keywords that show #creativity. A candidate should demonstrate an #aptitude for critical and flexible #thinking, and the #ability to excel in a fast-paced environment where change is inevitable. 4 / #CUSTOMER-CENTRIC Any question centered around process and customer management will shine a light on a candidate’s #strategy for working with customers. Focus on how they navigate a sales scenario, how they prepare, and whether they act like a #strategic partner. 5 / #TENACITY A #strong candidate is one that values development #opportunities. Candidates who are open to feedback and willing to learn from #mistakes demonstrate high #emotional IQ, #flexibility, and ability to overcome obstacles. Nobre Ordem para a Excelência Humana-NOHE Do you agree? Share you COMMENTS below. ⬇ * Hit the 🔔 on my profile to be notified when i post | Luis Saro #DesarrolloSocial #DerechosHumanos #SerLoQueQuieroVer #Crecimientopersonal #Refleciones #Award #kids #Art #Violence #Ngo

Recruiting is a journey of highs and lows, and sometimes candidates reject our emails, messages, or InMails, expressing their commitment to their current roles. Here's how 𝐓𝐡𝐞 𝐏𝐚𝐜𝐞 𝐚𝐧𝐝 𝐋𝐞𝐚𝐝 𝐦𝐞𝐭𝐡𝐨𝐝 can help: 🚀 Pace: Respect their decision promptly. Acknowledge their response and thank them for their time. 🤝 Lead: Lead with understanding and curiosity. Inquire about their career aspirations and stay open to future opportunities. 𝘛𝘩𝘦 𝘗𝘢𝘤𝘦 𝘢𝘯𝘥 𝘓𝘦𝘢𝘥 𝘮𝘦𝘵𝘩𝘰𝘥 𝘪𝘴 𝘢 𝘴𝘵𝘳𝘢𝘵𝘦𝘨𝘺 𝘣𝘰𝘳𝘳𝘰𝘸𝘦𝘥 𝘧𝘳𝘰𝘮 𝘴𝘢𝘭𝘦𝘴 𝘢𝘯𝘥 𝘮𝘢𝘳𝘬𝘦𝘵𝘪𝘯𝘨. 𝘐𝘵 𝘪𝘯𝘷𝘰𝘭𝘷𝘦𝘴 𝘴𝘦𝘵𝘵𝘪𝘯𝘨 𝘵𝘩𝘦 𝘱𝘢𝘤𝘦 𝘰𝘧 𝘤𝘰𝘮𝘮𝘶𝘯𝘪𝘤𝘢𝘵𝘪𝘰𝘯 𝘢𝘯𝘥 𝘨𝘳𝘢𝘥𝘶𝘢𝘭𝘭𝘺 𝘭𝘦𝘢𝘥𝘪𝘯𝘨 𝘵𝘩𝘦 𝘤𝘢𝘯𝘥𝘪𝘥𝘢𝘵𝘦 𝘵𝘰𝘸𝘢𝘳𝘥 𝘵𝘩𝘦 𝘥𝘦𝘴𝘪𝘳𝘦𝘥 𝘢𝘤𝘵𝘪𝘰𝘯. Today's "not interested" could be tomorrow's perfect fit. Nurturing relationships is key to long-term success in recruitment. 💼🌟 #Recruitment #CandidateEngagement #PaceAndLead #HRInsights

I've been going through my interview notes of candidates and looking at the reasons why they want to leave their current or why they left their past role. There seems to be a correlation between 'a poor culture' and 'a lack of targets'. Why is this? On face value it looks to be a lack of direction or a lack of leadership in many instances where Sales professionals are not being held accountable but also not being trained or developed adequately. Without targets or KPI's it can be difficult to track where things have gone wrong or right, and thus what improvements need to be made. Without such targets it is difficult to hold the team/s accountable to a standard that is deemed acceptable. Quite often the blame-game is prevalent as employees look to blame outside influences for the businesses short-comings or worst still other departments if Sales are not forthcoming. This of course could be true, but each department needs to have their own house in order prior to blaming other departments short-comings. Poor culture doesn't happen overnight. By measuring activities and behaviours any small issues can be dealt with prior to them becoming larger issues and impacting the culture of the business. Some Sales people don't want to be measured, they feel KPI's are actually detrimental to them being successful. In some instances KPI's that are imposed do not necessarily result in success but are a way to micro-manage. This needs to be something that needs to be investigated rigorously at interview. If you are hiring a Sales Professional and they are not open to KPI's or being accountable then you maybe not just be hiring a Sales professional that will struggle to sell but worst still a ticking time-bomb that could have a negative impact on your culture. #sales #salesculture #salescareers #recruitment

For many roles (sales included), I recommend hiring for soft skills first and industry experience second. It's often easier to teach someone about your industry than to instill the necessary soft skills for success. --- What do I mean by soft skills? Here are some key ones: ✅Situational Awareness: Knowing when and what to speak and understanding the long-term impact of your actions. ✅Emotional Quotient (EQ): The ability to manage emotions, read others, and adjust accordingly. ✅Adversity Quotient (AQ): The ability to overcome obstacles and persist through challenges. ✅Collaboration: The ability to work effectively in a team. ✅Independence: The ability to work independently, especially in hybrid or remote environments. ✅Critical Thinking: Analyzing problems and situations factually and without personal bias. ✅Net Weaving: Proactively helping others and connecting people for mutual benefit. Strategically building your team with individuals who possess these soft skills can yield significant positive outcomes for your organization. --- How do you feel about this hiring approach? I'd love to hear your perspective! 🗨Feel free to comment, like, share, and subscribe to join the conversation.

Not everyday is a holiday in Recruiting & Sales... Lost a Big Deal? It happens. Re-calibrate and refocus. The next opportunity is just a pitch away. Candidate Rejected Your Offer? Ouch, but not the end. Evaluate, adjust, and get ready for the next interview. Fear of Scaling? If you're not growing, you're stalling. Don't let fear put your ambitions on ice. Off-Target for your Mission? Numbers not adding up? They're a guide, not your identity. Adjust and carry on. Struggling to Delegate? You can't do it all. Trust your team; that's what they're there for. Tough times are just that—times, and they pass. Stay focused, keep adjusting, GET BACK TO WORK and watch the wins roll in. Read more in the Comments Below 👇 #Recruiting #Sales #dynamicsalesteams