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When We Dream Big


When we dream big and believe in ourselves, we become resilient to adversity and we push ourselves to achieve things that we never thought possible of us. It’s our dreams and relentless goal setting that makes us better.

Every business professional knows that it is easier to become negative and freeze when things don’t go our way, but there are the few that embrace it as a challenge. Some learn while others stay stagnant.

Personally, I’ve been hit by such a mass amount of adversity in my career as a young entrepreneur that I’ve had times where it has been difficult to get out of bed, though I’ve done it and I have made a pact with myself to always do so.

When we see our future, we must ask ourselves as to what we see. Is it positive? Does it drive us or does it allow for improvement or does it hinder our abilities to achieve what is necessary?

Negativity can bring all the wrong friends. It is easier to remain negative than to think positively when analyzing the prospect of achieving our dreams, thus the masses take the easy way out and tilt the majority of people to the “it’s never going to get better side.”

 

 

Chasing our dreams can be lonely, yet not doing so can leave us feeling empty. When all is said and done and our time on this planet is up, would you rather be one who chased and fought for their dreams or one who simply thought that the possible was impossible thus making it so.

 
About
 
Ken Sundheim is the CEO of KAS Placement, an executive search firm specializing in sales and marketing recruitment for organizations around the globe.
 
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Recruiting 101 for the Small Business


 

Running a small business is great; it has its perks which are beyond monetary (i.e. learning and experiencing the business world from its purest state), but what happens when a small business gets busy enough and the entrepreneur needs to hire employees?  How do they do so successfully?

 

For many, this is a lot harder than it sounds as most don’t know where to begin and how to be successful at recruiting.  As the CEO of an executive search firm and the employer of multiple people – some who have worked, some others who have not, I have some advice for you:

 

– Recruit employees only when absolutely necessary.  Too many times, young entrepreneurs recruit employees when they are not overly stretched and spend a ton of money in salaries and employment related insurance costs not to mention taxes when they could have done the job themselves.

 

Prior to hiring, you must be stretched absolutely thin to the point of exhaustion.  I was one who made this mistake and who hired prematurely at times. The outcome was having very expensive employees who also had little to do on a daily basis.

 

I found myself spending the majority of my day figuring out what they should do instead of focusing on the core business.

 

Write a Clear Job Description Outlining the Following: What you would like the employee to be doing on a daily basis, what you would like to pay the employee in exchange for their services, the short-term goals for the employee as well as laying out the long-term goals for the employee.

 

Figure Out a Pitch.  Think about why the employees should work at your firm.  You’re inevitably going to see hurdles that include employees not wanting to work for a start-up as start-ups can leave them unemployed in 6 months and you must give enough compelling reasons as to why they should take the chance on you instead of going the safe route.

 

What makes me great at recruiting is a true belief in my clients and their ability to provide a great experience for those who work there.  This passion comes through when speaking to the job seekers.
 
 

 
 

Figure Out the Questions You Want to Ask.  Never just “wing” an interview.  While the interviewer should always come prepared, you should as well.  Find out about the potential employees both as people and as workers.

 

The one thing that is essential to ask is why they are leaving their current job and, once you bring up the subject, dig and dig deeper.  At this point, you’ve done your speaking; let them tell their story and LISTEN!!

 

Make Sure You Like Them.  You’re going to be working in very close quarters with these individuals and you have to like them as people or the employee / employer relationship can never truly blossom.

 

There is liking the individual on paper then there is the belief that your personality and his / her personality will click and form a positive, productive and lucrative relationship.

 

One Last Thought

 

Know that recruiting is an uphill battle.  It is just a fact that companies like Google and Microsoft are going to get the best employees and you’re going to have to work with the people who are willing to work with you.

 

Don’t get discouraged and always interview multiple times before you pull the trigger.  There is a difference between settling on an employee and holding out until you can find someone whom you trust and can really mold to be a leader of your company.

 

Finally, never give out equity in your firm; you will most likely come to regret it.  Think profit-sharing if you wish to give performance based incentives.

 

About the Author
 

Ken Sundheim is the CEO of KAS Placement, an executive search firm specializing in recruiting sales and marketing employees. Ken has been mentioned by such sources as MSN, AOL, Chicago Tribune, CBS MoneyWatch and many more. Follow Sundheim on Twitter.
 

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Entrepreneurship as a Successful Career


Entrepreneurs come in all sizes, all nationalities, all have unique outlooks on both business and life, but when you define the true entrepreneur, you actually come up with a lot of similarities between those who run a successful business.
 
They do it as their career and they do it well. When we analyze their ability to be successful, we can come up with the following:
 
Entrepreneurs take the limited resources that they have and spin gold out of a bad situation. They understand that nothing is perfect and it never will be, but this drives them rather than gives the entrepreneur a pessimistic attitude about their current situation.
 
Entrepreneurs look at hurdles as problems to be solved not game ending events. This breeds a resiliency that is able to shine through even during the toughest of times and also instills a great deal of confidence during the times that revenue is being readily generated.
 
"NYU Ken Sundheim"
 
However, these individuals manage the ups and downs of business to where their mood is generally separated from their logic.
 
Great entrepreneurs can adapt to the situation rather than expect the situation to adapt to them. In conjunction with this ability, they have a passion that allows them to convey the benefits of their product or service in a clear, direct manner to clients.
 
Passion comes out in speech patterns and a belief in something gives an added punch in one’s voice. To the entrepreneur, this comes naturally – the majority of – while the others make sure that they learn this key business point.
 
Successful entrepreneurs continually learn and are never satisfied with their current performance always looking to upgrade their abilities whether it be through finding the right mentor or locating the right books to read. They view satisfaction as complacency…a word that is held in very negative regard to this bunch.
 

Want to Make Entrepreneurship Your Career?

 
Successful entrepreneurship starts with a change in habits and beliefs. Nobody can instill the need for these in someone, but once they are instilled, anyone can make business ownership a successful career.
 

About

 
Ken Sundheim is the CEO of KAS Placement (www.kasplacement.com) an executive search firm specializing in recruiting sales and marketing personnel.
 

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Why People Don’t Get the Jobs They Want


After interviewing and interacting with thousands of job seekers throughout my career running an executive search firm, I have condensed the main reasons why many of the people whom I speak to fail to ever get the job they want.

 

If you find yourself struggling during your job search, you’re not in the minority, rather you’re in a majority percentage that is very, very high.  Here are some things that may be hindering your quest for a better career:

 

1. Negative Thinking – Many job seekers get down on themselves too much and focus on the negative aspects that they bring to the table.  This hinders them as when people think negatively, they close a lot of doors that should have otherwise been opened.

 

2. Not Enough Research – Many job seekers pick a career or industry without doing the proper research on the industry, the major players as well as what a day in the life is like.

 

The good news is that this is a lot easier than changing a negative mindset and can be done a lot quicker.  Make sure to do your research!

 
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3. Applying To Too Many Places – Yes, throwing out one’s resume without the proper research is tempting because it takes a lot less time, but you can bet your bottom dollar that it’s a lot less effective as well.

 

People who apply anywhere and everywhere don’t do as well as those who take the time to tailor their resume and cover letter according to each employer’s needs.

 

4. Lack of Interview Preparation – Many times, candidates treat getting the interview like they do getting the job and prematurely celebrate by not doing the proper interview preparation.

 

This belief gets nothing…except a job interview.  Remember that the interview is not what you’re going for, but rather a step in the process and the right direction.

 

5. Qualifications – I don’t know of a single qualification that can’t be acquired through some hard work, however many candidates don’t think this way and let certain qualifications prevent them from pursuing their career ambitions.

 

This is very easily solved, no different from any other tip…it just takes some work.

 

Not Getting Your Ideal Job

 

Know that nobody can push you to be successful and nobody else determines your fate.  The key to success is to be persistent and enjoy the process.  In conjunction, following the above tips never hurt.

 

Ken Sundheim is the CEO of KAS Placement, an executive search firm helping sales and marketing professionals in over 100 different industries.

 

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Writing a Job Description That Attracts


One of the first things that the majority of our clients ask our recruiters is how effective their job description is. The reason for this is that writing a job description is both crucial and complex and can make the recruiting process easier or it can add hurdles to the staffing endeavor.
 
Many times our recruiting firm makes subtle tweaks, but what about the companies that don’t go through a staffing agency that helps with this process? How do they ensure that their job description is viable and competitive?
 
Here are some ways to formulate that important document and set the tone for a successful recruiting effort:
 
1. Know What You Want – You can’t write a job description if you don’t have an idea as to what type of employee you would like to hire. Before you hack away at the keyboard, sit and determine your needs then convey them within the job description – not the other way around.
 

 
2. Don’t Be Overly Specific – You’re never going to get everything that you want especially if you put all the requirements on paper as this could scare candidates away. Take the fluff out of the job description as that’s the content that usually hinders the resume submission flow.
 
3. Don’t Be Overly Vague – On the other hand “Looking for someone good” is not considered to be a professionally written job description that the better applicants are going to consider as worth of their time and effort.
 
Use specific verbiage that catches the eyes and ears of the audience. While some of our clients simply don’t have the time and require our help, if you don’t have this luxury, make sure that you avoid this trap.
 
4. Define the Position and Compensation – What do you want the employee doing? What is their day going to be like? What are they going to be paid in exchange for their services?
 

 
These are questions that are going to be asked, therefore you might as well include them.
 

Further Considerations

 
Every good job description has a brief intro of the company including what the firm does, who their target market is and anything else that’s both factual and important. Also, use bullet points and make it easy to read.
 
Finally, test the waters to see what works before throwing it everywhere and anywhere. Unfortunately, the reality is that regardless of how good the job description is, posting often proves to be unsuccessful. Rather, use the job description to set goals and the tone of the interview process.
 
Consider it a big bonus if you snag that perfect employee in the interim.

 

About

 
Ken Sundheim is the CEO of KAS Placement an executive search firm specializing in sales and marketing recruitment. Sundheim started the business at age 25 from a studio apartment in New York City.
 

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Formatting a Strong Sales or Marketing Resume


Want to know what a good sales or marketing resume should look like and what content should be included in the document? Here is one way to effectively get your point across and attract the right hiring companies.

 

Format – You can see from the format that it is clean and easy to read. Never make a sales or marketing resume overly cluttered. Get your information across in bullet points that are intelligently written and play to the wants of the employer.

 

(1) Core Qualifications – In this area, keep it broad and utilize the space to describe the different facets of sales that you are good at. Are you able to consistently meet quotas? Can you manage a sales team? Is digital media your thing? These are all acceptable points.

 

(2) Core Competencies – Think keywords. In this area, put in the keywords that employers are going to search such as “cold-calling” or “lead generation.” These should be quick phrases that appear often on many of the job descriptions that you are currently considering.

 

(3) Professional Experience – Now it’s time to put your experience on the CV. You should always keep the resume broad at first to get the reader’s attention, then get specific – not the other way around.

 

 
 

(4) Additional Positions Held – You don’t want to go on and on here. Try to keep a sales or marketing resume to 2 – 3 pages at most. Therefore, in this section only include things like the company name, your title, location and dates.

 

The name of the game here is to keep it brief.

 

(5) Education – I’ve always been a proponent of putting education last, as it is not as important to sales or marketing jobs as in, say, engineering positions. The only exception here is if you’re more entry-level and you don’t have the experience to fill out the resume.

 

Additional Considerations

 

Always make sure that the resume is well-written and proofread. You could have the best sales or marketing resume in the world, but that single misspelling will turn off good employers.

 
Ken Sundheim is the CEO of KAS Placement a sales and marketing recruitment agency helping clients from over 30 countries recruit top talent.
 

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5 Things Employers Want to Know About You


Remember we were always told that it’s not all about us?  Well, the same rule applies if you want to be successful searching for a job.  Instead of what we want i.e. a certain salary, benefits, idea of what the future holds, etc., it’s important to know what employers want to know about us.

 

Once we know what employers want to know, only then we can we begin to alter our interview preparation accordingly, thus ensuring we get that salary, benefits and future we deserve.

 

Here are 5 things that employers want to know about job applicants:

 

1. Background Match – Employers want to know whether your background matches your needs and in what ways can you leverage your experiences and knowledge to help them.

 

2. Potential – Employers want to know not what you did yesterday, but what you can do today, tomorrow and even two years from now.  Skills without drive = little to no potential = little to no return on investment for client.

 

3. Intelligence – Employers want to know that you can solve problems and think on your feet.  No employee likes to be micromanaged, but can you imagine what a pain in the you know what it is to have to micromanage someone?
 


 

4. Reliability – Employers want employment stability.  They want to know that you are going to be at their firm for the upcoming years and the best way to predict that is to take a look at your past.

 

5. Your $$$ – Finally, employers want to know how much the above 4 variables are going to cost them.  Many job seekers grossly overestimate their rankings in the above 4 areas, therefore remember to be realistic.

 

In the End

 

While each employer is going to weigh these variables with different importance, these should always be of consideration to the other side of the table and knowing what the interviewer wants is the best way to be able to provide the crucial information for them.

 

About

Ken Sundheim is the CEO of KAS Placement a sales and marketing executive search firm specializing in recruiting all levels of employees for firms in over 100 industries.

 
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