Job hunting can be a minefield. One wrong step, and your chances for a great job can go up in smoke.
This is part 3 of our sales hiring series. In Part 1 we had just begun our journey to fill one of our positions at Sales Hacker, and we shared how we got over 375k views on our job posting. In Part 2 we shared our selection process. In this part I’ll share the do’s and don’ts to follow on your LinkedIn profile that I learned from going through the 150+ applications, and I’ll explain how to get a sales job in 2020 from a hiring manager’s perspective.
But first a word from our winning candidate…
Do connect and write a thoughtful LinkedIn message to the hiring manager when responding to LinkedIn posts. Use short paragraphs and plenty of white-space so it’s easy to read on mobile.
Do have credible friends tastefully plug you in the comments if you’re responding to a LinkedIn post.
Do use backchannels! Get an intro from someone who knows the hiring manager or the owner and who is credible in that space. One person got an intro to me from a highly regarded VP of Sales that we work with a lot. That immediately gets you to the top of the list.
Do work on your LinkedIn profile. This is your public resume. In our search, I didn’t even ask for resumes. Your LinkedIn tells the entire story of your career, especially in sales.
In sales you use case studies and testimonials to sell your product. Selling yourself is the same. If your numbers are good, display them. If you have reviews, share them. If not, go and get some. Customers want to see this too. Get them from your colleagues, now! Don’t wait.
Share anything else that stands out, your attention to detail, stats, experience, social presence, network, etc. From a hiring manager’s perspective this is a dream, because this is all the information we’re looking for in the first step of the hiring processes.
Do get active on LinkedIn. Hiring managers want to hire people sharing relevant content that shows their passion for the industry and their practice, especially if that overlaps with their sales process. They want to see people who are engaged on a social channel where their customers are.
Do show your passion and eagerness. Hiring managers only want to hire people that are dying to work there. We want people who are so passionate about it that it’s clear to see. These people will go above and beyond. I’ll take a passionate person that wants THIS job, over someone slightly better on paper 99% of the time.
Do get a proper profile pic. A proper pic means proper business attire, with a smile or friendly facial expression, and without hats or sunglasses. You want to look like you’re a fun person to talk to, while still being professional and credible. Remember, you’re likely going to be reaching out cold to people.
Do get a Gmail account, personal email, or an email for your personal LLC. Hotmail, Yahoo!, and AOL are signs of someone who is out of date with technology, even if it’s not the case. SBCGlobal, Earthlink — no chance. Sorry, maybe I’m an email server snob.
Don’t rush. A few people messed up putting in the link to their LinkedIn in their applications for our position. If I can’t access your info, how can I hire you? Take your time.
Don’t get upset if I don’t respond to you right away. I had a London conference coming up and was traveling when I put out our job posting. One person pinged me on my Instagram (which is an underrated channel), and when I didn’t respond in 48 hours decided to tell me they were going to unfollow me for not responding. I’m pretty sure I’m not missing out on anything there.
Don’t take it personally, or even worse, burn bridges. Hiring is always a really hard decision to make, with many good candidates. There’s often only going to be one person hired. That being said, don’t get upset if it’s not you or if you don’t get a follow up from the hiring manager.
The best thing you can do when looking for a sales job in 2020 is to follow up and ask for feedback. Tell the hiring manager that if they ever need anything, they shouldn’t hesitate to reach out. This will build goodwill, which is a long-term currency.
Bonus: Special Follow Up For Our Candidates Who Didn’t Get The Job
I didn’t know what to do with the rest of the candidates I had to turn down, but as a leader in the space, I couldn’t just write a generic “sorry, not at this time” email.
So I posted a note on LinkedIn asking the community for help. I knew tons of great companies were hiring, so I had them nominate their company and tell me which titles they were hiring for.
Here was the LinkedIn post:
“Hey Folks, I have a really good problem and I need some assistance.
We have over 150 applications (good ones) for our Sales Hacker – Partnership Sales Exec position, but I can only hire 1 person.
This means I’ll have to pass on some very solid salespeople. Since I can’t make the hire, I’d like to help them find a good home elsewhere.
So, if you’re hiring for Inside Sales positions, please comment with your company name and what positions you’re hiring for. I plan on giving them the options to follow up with you.
Hope it works out to be mutually beneficial!”
The next day the post had over 70,000 views and over 100 comments plugging their companies and open positions. A week later it had over 350,000 views and 218 comments.
I took these 200+ comments, filtered them for qualified companies, and had my virtual assistant pull the company name, sales roles, locations, and LinkedIn profiles for the person who posted, into a spreadsheet.
My follow up email to the candidates that did not get the job, had plenty of other options and the right people to contact.
I’ll continue to monitor to see if this translates into employment with any of them.
This is something we do out of generosity and is something that sets us apart, but I wish it didn’t.
I encourage other companies to do the same, and pay it forward. As the CEO of a sales company, I’m the only one that can make this hire.
So, if I can do it in the middle of running a 450 person conference in London and conducting the entire interview process from Europe, there’s no reason why your organization can’t too.
Also published on Medium.