The Synergy Group’s research suggests that the modern digital landscape has disarmed the B2B sales force from influencing the buying cycle to a large degree. CEO Katherine Edgar tells us that best of breed organisations are changing the way marketing and sales teams are structured to meet this change, part 1 of 6.

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Free Webinar Recording Download: How Harlow Group have been winning new corporate clients using LinkedInHow Harlow Group use Linkedin to gain new clients

We have been winning many new corporate clients using Linkedin in Australia. We ran a very insightful webinar for selected sales leaders in our network, where our MD Steve Ludlow shared how Harlow Group have been winning new clients leveraging LinkedIn.

Being a sales recruitment company, we have really needed to master LinkedIn as a candidate sourcing tool and have found along the way that LinkedIn is extremely powerful as a sales tool to reach new corporate clients (when you understand the hidden functions within).

We’ve found that the huge majority of the sales managers and sales people we speak with are underutilising LinkedIn; not knowing the many hidden sales tools that LinkedIn inadvertently has embedded within. As a result, they’re not having real success using LinkedIn to win business (certainly not to the extent we are right now).

We ran this webinar with the help of Martin Warren from insidejob who is a well renowned LinkedIn expert. Martin is Australia’s top mind in sourcing and recruitment technology and is now educating sales people in Australia’s top organisations, how to effectively use LinkedIn to get noticed and win new business.

Grab your lunch or a coffee and join Martin and Steve as they talk about what Harlow Group has been doing to win new business using Linkedin, how LinkedIn is changing the way people connect on a professional basis, and how you could be using it to gain a competitive advantage in the sales process.

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How Harlow Group use Linkedin to gain new clientsWe here at Harlow Group are winning many new corporate clients using Linkedin in Australia.  I’m happy to share how we are doing it on a free webinar for our readership if readers are interested in attending.

I’ve found that the huge majority of the sales managers and sales people we speak with are far underutilising Linkedin, not knowing the many hidden sales tools that Linkedin inadvertently has embedded within.  As a result, they’re not having real success using Linkedin to win business (certainly not to the extent we are right now). 

Being a sales recruitment agency, we have really needed to master Linkedin as a candidate sourcing tool and have found along the way that Linkedin is extremely powerful as a sales tool to reach corporates (when you understand the hidden functions within). 

In 2013, we are looking for more ways in which we can contribute to the Harlow Group Network and I figured this would be a great way to give back.  If you are interested in attending a free 30 minute lunch time webinar where I give away some of our trade secrets, Click here to subscribe for email updates from the blog.  Happy to do this if there is interest.  An increase in blog subscriptions we tell me the demand is out there for the webinar to take place.  If so, I will arrange for the webinar to happen in the next couple of weeks and inform you of the details via the blog.

To your sales success!



P.S. – For more sales insights, SUBSCRIBE for email updates.


Free Download:
Situational & Behavioral Interviewing
for the Sales ProfessionHarlow Group Whitepaper

Sales Managers are met with the ultimate challenge when interviewing sales people. Underequipped, rarely with any education in HR, they are interviewing the best interviewees there are; sales people! What questions should you be asking these candidates in order to understand whether or not they can perform the tasks of the position and ultimately achieve budget? How do you tailor these questions to suit your company and this particular position? Furthermore, how do you cut through the sales speak and find out if this person is genuine and has achieved targets in the past? This white paper answers all of the above.
This free white paper is currently in the final stages of preparation.

 

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Now’s the time to pick up some great executive talent!

I’m often asked from my clients, “How’s the candidate market?  Is their some good talent out there at the moment?”  Well the market for employers seeking talented executives is very interesting right now.

The past two years have seen many companies let go of top performers indiscriminately due to CFO’s being given the reins who have focussed on cost cutting in order to enable companies to either survive or maintain a profit.  In the recovery, CEO’s are taking back the reins and looking for growth opportunity.  But where has this left Australia’s top performing executives?

Displaced; “I’ve taken this job that I’m overqualified for.  It’s beneath me, but I needed to pay the bills.”

Dissatisfied; “I’ve had to take this job because I was made redundant in my last job and there wasn’t anything else available at the time.  It doesn’t suit me; I just took it because it was a job.” 

Underappreciated; “Gee, I’ve battled through this GFC, I’ve been asked to deliver the impossible, I’ve been threatened with my job, I’ve delivered and survived!  Phew…  Has anyone recognised any of this?”

Looking backwards; “This place has lost the positive culture it once had.  It will never be the same; a shadow of its former self.  And all my mates are gone.  Not sure I like this place anymore.”

Lacking direction; “All of the middle management has been culled over the past two years.  This place has no direction anymore.”

Exhausted; “Gee I’ve done it hard over the past two years.  I’m spent and over it.  Time for something new to recharge my batteries.” 

Free Interview Coaching DowloadMany of these people have felt this way for some time, but have held onto their positions out of fear, concluding: “Elsewhere is not likely to be any better. Any new job may not be secure with the current market conditions.”  So they’ve reluctantly held on to what they’ve got for now.  Many of these executives are now experiencing the effect of the recovery, feeling that perhaps now is a better time to look for that next career opportunity.

The Minefield

Two years ago, if someone had a ratio of one job per year in recent times, they were almost instantly dismissed by discerning employers and recruiters, concluding that these people have been pushed out of their positions due to underperformance or just don’t stick around in jobs for longer than a year.  Many of these professionals have continued to job hop throughout the GFC and by virtue of their nature, they are sending you their CV right now.  But the GFC has spawned a new breed of job hopping executives.  Those that were once stable in their career have found themselves with two or three jobs on their CV in the space of two years.  This is due to people being placed in difficult and sometimes hemorrhaging environments and often unsustainable positions where professionals are either highly unsatisfied and leave, or they become the victim of another round of job cuts as the GFC deepened it’s bite on corporate Australia.

So today, as employers and recruiters sift through CV’s, where they once could dismiss the job hopper as… a job hopper, today’s candidate market has changed and the waters have become murky.  Closer attention needs to be given to the ‘job hoppers’, as this is where the gold may lie.  This is where things can get dangerous, as employers and recruiters need to distinguish the inherent job hopper from the displaced, highly capable executive.  Get it wrong and you’re left replacing the candidate a year in; a very costly mistake.

So, is now a good time to be hiring from a ‘talent availability’ perspective?  Absolutely it is.  However a keen eye for talent is required and a willingness to investigate where you may have previously dismissed.  What’s more essential is an ability to question your long-list in a way that enables you to distinguish the rare talent from the rest.  A CV without further investigation in 2012 will tell you far less than it did in 2008.

Now is the time to seize the opportunity to pick up some great talent!



P.S. – For more sales insights, SUBSCRIBE for email updates.

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