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3 Variables That Can Fluctuate What Compensation You Are Offered


1. How sexy is the industry perceived to be by outsiders? Just like anything else in life, the opinion of the masses is a force that can tilt the number attached to any job offer.

This usually is a factor with younger job seekers, mostly who are coming right out of college or from a job (maybe two years or less of employment) that they did not like and, thus they gravitate towards an industry simply because it is “the thing to do.”

Because of this, the effect on the compensation packages of those actually offered positions within these industries is quite heavy as you have students coming out of college who don’t know much, but know that it is “cool” to work in that industry, thus increasing demand to work at these companies and, simultaneously decreasing your demand as an individual.

Another factor that plays into this scenario is that the offered job seeker has to contend with the fact that if they negotiate their salary too hard that employer would not have to walk through the desert barefoot to find your replacement.

Ironically, there is an inverse relationship between what younger jobseekers think is sexy and the subsequent pay from that industry.

A good example of this would be public relations and advertising. Although, many want to get into the field, not many truly know what is involved, but still end up diluting the amount that job seekers are offered by these employers.

 

2. How long has the company had this particular job requisite open? Staffing is a very tiresome project especially for the small business owner.

The reason why this is is that not only is it a lot of work, it is a pride swallowing thing for CEO to have to go back to his days as a salesperson and pitch people that, in his or her opinion should be interviewing them.

How much can this variable swing a number on that job offer?

I have seen a fluctuation of up to $25,000 in a base salary due to, nothing more than good qualifications and what one can refer to as employer recruiting fatigue.

Occasionally, this rule could go against the job seeker because every now and then you get the employer or prospective employer who is too skittish to pull the trigger on a hire and, thus they end up interviewing till the end of time leaving the decision to their grandchildren in their will.

 

3. Your qualifications and perceived employment stability. If the employer feels that, due to your past you may not be with the organization in a year or two, salary wise you become somewhat dispensable, or risky if that adjective sits better.

 

As a job seeker the only way to really make up for this is to have great accomplishments within your career (nobody could tell you what those are, but yourself) and an ability to connect with the employer on a personal level, thus gaining trust.

To prevent the loss of compensation due to job hopping, before you leave your current job, think of the ramifications this could have on your next compensation plan.

Try to stay in average of 2.5 years for each job that you take. If you find yourself in unbearable situations, it may be time to leave your job and take the compensation decrease, but at the same time be very careful with the next position that you accept.

Of course, there are a lot more variables than the above regarding compensation.

Some of these you would laugh at, some you wouldn’t believe and, for better or for worse I have seen most of them.
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Selling Your Soul to Be Recruited By Google


The jobs that currently happen to be hiring in sales, “business development” or marketing are primarily found in the online marketing recruitment segment, where social media advertising has seen a boom in staffing as of late.

My recruitment agency is getting more and more requests to find employees who can sell and market a variety of purely online (never print and TV) advertising- and marketing-related services and, thus compete with organizations such as Google, Yahoo or any other digital advertising/marketing services firm.

There is huge demand to work for the big names like Google or Yahoo. Most jobseekers perceive these particular positions to be interesting, engaging and quite lucrative. But guess what?

Job seekers at digital online marketing and Facebook advertising companies are no more or less happy than the employees within the different industry at another unknown company, regardless of whether or not they have fresh-cooked meals, pool tables and scooters in the office lounge.

Ken Sundheim discusses how to have a better career.

Regarding actively pursuing recruitment and employment within the online or digital media space simply because other jobseekers perceive it to be a lot more engaging than their current vertical, such an outlook will only lead to the employee being unhappy at their job – maybe even more unhappy than their current position.

Particularly in the social media space, the small companies have a major upside compared to the bigger fish: they still have the benefit of an entrepreneurial, flexible, creative culture.

At firms with huge names, there is plenty of money flying around behind the scenes. But all that money supports office bureaucracy that resembles IBM or Simon & Schuster more closely than it resembles the ground-breaking young company it was ten years ago.

Another thing to consider when going for a position within these companies is that the recruitment process can take months upon months, it’s as uncertain in outcome as it is drawn out time-wise. Since there is such high demand to work for these types of organizations, the interviews are also exceedingly difficult and full of questions that are meant to poke holes in your logic, possibly intelligence and interpersonal thought processes.

It is not always easy for some of the hiring firms either, which makes the whole recruitment process more difficult. Google, Yahoo and Microsoft have set the standard and a lack of pool table or ab rollers at the office gives the company a grave disadvantage to the well-known firms who nevertheless aren’t Google, when attempting to staff the best sales and marketing job seekers in the industry.

Another caveat is that although these digital and online marketing companies will interview extensively with regards to potential employees who don’t have a relevant background, they will often take the job opening off the table for anyone before they actually make an offer to somebody who, although they show a lot of potential, has no prior experience.

In closing, aside from free pan seared scallops for lunch the last time I visited the New York office, Google seemed just like another office, as did a few of its competitors. Don’t get me wrong – it’s nicer than where I work, and we don’t have an omelette bar… Though I don’t have a boss and I can afford my own chicken wrap.

Below: Ken Sundheim gives a lecture at Pace University on Job Search and Careers 

Ken Sundheim, Ken Sundheim KAS Placement

Ken Sundheim is the CEO of KAS Placement

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Tips for Hiring Your 1st Sales Manager


The sales manager is arguably the most important person in the office.

The majority of CEOs would agree that if you hire the right sales manager, your business can and will flourish.

On the other hand, hire an incompetent, non-progressive thinker and you end up with turnovers, lost accounts, a poor reputation and declining market share within your industry.

Now that we have the obvious out of the way, what traits and knowledge combine to make the ideal sales manager within any organization regardless of industry?

1. Acquired knowledge about the intersections between businesses and the people who make them

Ken Sundheim: Tips for Telling Whether Your Sales Manager is Any Good

 

Sales people know one thing – sales. Sales has a negative reputation strictly for the reason that we associate the word with being swindled by somebody that can be described as a bottom feeder or a Willy Lohman type character.

More often than not, a sentence that begins with the words, “I got sold,” is going to be a negative statement as opposed to a sentence that begins with “I bought,” which carries a positive connotation.

Therefore, instead of trying to get a quick sale and think small, the most effective sales managers know what their clients think.

The best sales managers understand what their concerns are, what their company’s strengths are. Most importantly, they can teach all this to their subordinates who in turn will sell enough to have subordinates themselves one day.

2. A vision of where your company is going

The statement that leaders know exactly where the both the company and they are going is inaccurate because the leader has the ability to adjust to fluctuating markets and other variables that call for a change in business plan.

However, leaders share a vision of growth for, first and foremost, the employees, and as a result the company. A leader’s vision should start with where he or she sees the team under them in the next few years and how their gradual growth will spawn the company’s increased revenue generation.

3. The ability to recruit and increase the firm’s positive image in the marketplace

Leaders dress nicely, are well put together and create an office atmosphere where the team looks their best, has the time to stay in shape and truly cares about the aesthetics of their surroundings.

Don’t think this is crucial? Then you’re not going to make as much money. Looks and perception are absolutely huge when it comes to sales and meeting with clients.

Regardless of what the product or service is and how much it costs, people feel most comfortable purchasing from those who are in the same or similar background and monetary wealth.

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Ken Sundheim

Ken Sundheim CEO KAS Placement

Can Your Sales Manager Properly Train Their Younger Employees?


Can Your Sales Manager Properly Train Their Younger Employees?

After hiring, training, assessing, keeping or parting with employees for nearly 5 years in all different atmospheres ranging from an apartment to start-up office, I have come to a few realizations about growing employees.

First, training and growing is difficult and can test patience and stamina, almost putting you on the brink of a burn-out.

This is primarily why many sales managers fail to so effectively, which results in company turnovers and wasted talent that probably had some great, yet untapped potential.

If you want to assess how your manager is doing or if you want to improve your own performance and relationship with your sales and business development employees, I suggest doing the following:

– Gaining Trust, Giving and Earning Respect

To properly train employees, they have to trust that you know what you are talking about, you care as to what their career aspirations are, and have a personalized stake in them succeeding at the job.

Also, you must have their respect.  This comes from a basis of leadership and presence within the office.

Contrary to popular belief, leadership has little to nothing to do with arrogance – a big hindrance to true leadership and a gateway to closeted resentment.

Ken Sundheim discusses how to tell if your sales manager is any good

– Patience

When I recruited from an apartment for 3 years, I couldn’t always be too choosy.

Young and naive, at first I would not look at my potential faults and would blame the other person if it didn’t work out.

Turns out, I was not patient enough with these interns and, then (partial was all I could afford) quasi-employees.  They would get extremely discouraged by my own discouragement and their performance would suffer.

I have learned to never expect results from younger employees right away, and subsequently I have learned that if you are not willing to be 110% patient with them and allow them to make mistakes, you might as well just fire them.

It’s doing them a favor.  Many managers have not learned to be patient and, due to them not taking accountability for their shortcomings, create a cut-throat environment where cut-throat is far from necessary and even farther from effective.

– “Autonomy Excuse” Creating an Environment Conducive to Learning and Growth

Employees, especially younger ones, need to be trained.  It is tough on the manager and often requires extra hours, but anything worthwhile in business does.

Unfortunately, many sales managers provide the absolute minimum training and continuous education in the office, citing lackluster excuses such as them being too busy.

Due to this fact, the managers hide behind what I have come to call the “Autonomy Excuse.”  If management does not want to put in the necessary hours to facilitate organized learning and growth which results in employee engagement and effectiveness, they should find another job.

Although this may sound harsh, the effects of failing to train, mentor and solve problems via on the job education is much harsher a punishment to the subordinates.

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2 More Tips for Starting a Business In a Cyclical Economy


1. Regardless of the unemployment rate, good employees are hard to find; appreciate them –

Some companies that come to us think that they can get employees on the cheap simply because the jobless rate is high.  Reality soon sets in.

Exceptional employees are still exceptionally hard to locate, procure and retain and, despite the economy, the talented are not going to work for free or on a discounted rate.

When you find the right employees, make sure you pay them well and do not allow the current economic situation to justify you treating them with anything less than absolute respect.

2. Keep a stiff upper-lip –

Entrepreneurship is hard; it is often frustrating and, just when you think you have everything in place, a setback comes your way.

The current economic conditions do add to the frustration, but you can’t let outside factors determine your success as an entrepreneur.  When things don’t go your way, it is imperative you keep fighting.  A bad economy is no excuse for an entrepreneur to quit fighting.

Realize that you must take accountability for both your successes and failures.  Blaming the economy for things that may not go your way is determinental to the entrepreneur’s learning process.

If you point the finger, you don’t learn.  Forget about the economy.  I had to stop watching the news for a 1.5 years.  Stay positive as chasing your dream may stressful, but afterall…you’re still chasing your dream.

There is always light at the end of the tunnel.  It feels great when you succeed and, keep to it…and you will.

In closing:

Despite the current economic conditions, now can still be a great time to start a business.  As young entrepreneurs, we can’t wait for another economic boom like the late 1990’s, we must create an economic boom for our generation.  After all, the economy is reliant on us more than we should be reliant on it.

Original Article:

3 Tips For Starting a Cyclical Business In Today’s Economy

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3 Tips For Starting a Cyclical Business In Today’s Economy


3 Tips For Starting a Cyclical Business During Bad Economic Conditions

For me, running an executive search firm in today’s economy required a new thought process and approach to business. While other staffing firms are going under, my company is currently hiring and leasing additional office space. We are also a finalist to be listed as Forbes Most Promising Companies for 2012.

Who would have thought? I did.

As a young entrepreneur who started his business at the age of 25 (late 2005), a poor economy is really all I know. The first 2+ years of business were really ramp-up years and now I battle low hiring rates that seem to never end.

Despite this, I have learned to live with what I have been given as a young CEO and have embraced this economy by being very proud of myself that I have beaten tremendous odds.

I am a firm believer that young entrepreneurs must not let outside factors kill their dreams of owing their own business; small business success is still very much possible.

Many times, when aspiring entrepreneurs site or even blame outside conditions such as our economic situation as the barrier to them starting their own business, they are failing to look inward and understand that anybody can start a business in any economy; it just may take some more work than entrepreneurs of the past may be used to.

How do you beat the odds and overcome the economy to open your own business?

Although this is just the tip of the iceberg, below are 5 rarely discussed tips for those aspiring to open any business in today’s economy. Following them should give most entrepreneurs the push they need to make it a point to no longer let an economic situation determine whether they can chase or will succeed chasing their dreams.

1. While others are selling – now is the time to start a cyclical businesses –

Right now, in a lot of cyclical industries, there may be less business, but the ratio of available business to number of companies competing is in the favor of the business owner.

Buyers (especially business to business) like to purchase their products and / or services from established firms and, if the entrepreneur starts now, they can be established by the time the economy turns and, thus dominate their respective market.

Also, competition never expects newcomers in the market when things are bad. It could be a great time to capitalize off their complacency. Apple did it to Microsoft and Microsoft is a titan compared to any company that they aspiring entrpereneur should plan to go up against.

2. Avoid negativity –

As the owner of an executive search firm, you think that I would be glued to the job reports every week. It is quite the opposite.

I don’t have time for bleak news. We have broken internal recruiting records on the same days as horrific job numbers were reported.

I know that as the CEO, if I don’t remain positive, I risk the negativity spreading through my subordinates.

I find it important to do everything possible to keep your stress level down as a business owner. Excercise, for entrepreneurs especially is healivy recommended. This, among other things mitigates outside factors which would severerly hinder others, not bothering you as much as it normally would.

Even more importantly than running on a treadmill or taking yoga classes, I’ve learned that the key is to stay around positive, upbeat and successful people.

3. Follow your passion regardless of how bad you think the industry may be –

When choosing which business to start, you must only consider those industries that truly interest you regardless of how badly they may have suffered.

Many young entrepreneurs make a big mistake by letting the current economy decide what type of business they should open instead of the other way around.

Good economic conditions are always helpful to the success of a business, but a favorable economy pales in comparison to a passionate CEO…..article continues 2 More Tips for Starting a Business In a Cyclical Economy

Ken Sundheim

Ken Sundheim CEO KAS Placement

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What Makes Some Sales Better Than Others?


What Factors Separate the Average from the Effective Sales Professional

If business is a game,  sales professionals are right in the middle of the action, as many business transactions, regardless of the industry, involve some type of business development professional.

Therefore, sales professionals are typically responsible for how smoothly the transactions go and the amount of money derived from each lead.

This is why many executives would consider themselves above average (if not great) sales professionals while many of them were in a sales position at one point in their careers.

Determining the Great from the Average:

To determine the difference between the great and the average, we must ask ourselves as to what separates effective sales professionals from the average.

Below, you will find some factors that propel sales professionals to having a great career:

1. Ethics –

The best sales professionals have ethical standards that, regardless of their monetary condidtion, require them to uphold their own values.  For many, it is hard to trust salespeople because so many have had bad experiences with them.

In sales, just like any other facet of business or life, unethical behavior becomes a vicious cycle.  What happens?  The sales representative, due to constant beratement from dissatisified buyers thanks to their empty promises and ability to quickly collect but never deliver, begins to resent their buyers, thus justifying their behavior.

Not only do poor ethics lead to a subpar career; they lead to an unhappy one as well.

2. Mentorship and Growing Others –

This one works from both sides of the equation.  Many reasons why sales reprentatives are unhappy and leave their current position is because they feel that they are not growing at their job.   There is nobody there to mentor them.

Many sales professionals want to do right by their company, but fail to help the younger sales professionals grow and become better.  This is for a myriad of reasons ranging from being too busy to more cynical drivers such as feeling the youngster could take their job.

Regardless, giving back is part of leadership and it’s part of being a good sales representative.

3. Understanding of Business –

Sales Professionals who cannot dissect the corporate structure and attendant roles and behaviors of the people within the companies that they call their clients or prospects, are at a big disadvantage to those who have the ability to envision where each individual in a company fits in and how they, the sales rep, should tailor their sales angle accordingly.

Effective selling means being a business partner; in order to become a business partner, a sales professional must be able to have empathy for and understand their target market.

Because there are so many variables that encompass and drive the most effective sales reprensatives, three is not scratching the surface.  However, the above three differentiators prove to be some of the biggest hurdles that business development representatives either recognize or, in some cases go through an entire career without realizing why they are not where they are supposed to or wish to be.

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