The Five Commandments to Guarantee Success Selling to HR - Workology

The Five Commandments to Guarantee Success Selling to HR - Workology Marketing Selling to Human Resources Wanna learn more about creating good content and conversation thats value focused for HR? Download my ebook on 50 blog post ideas for HR. It comes with my cold call guarantee. I wont call you. You will call me. Download now.   Marketing Selling to Human Resources Having been an HR practitioner for a lot of years, I can say that I understand the frustration that we face when being approached by a business to business HR and Recruiting sales guy. He or she is cocky or confident and is offering us a solution to our HR problems they believe just cant live without. Every encounter is nearly the same. Either through a sales call, email or casual networking encounter, my skin beings to crawls. Ninety-five percent of the time, the sales guy or gal and the marketer have no clue what it is that we actually do every single day. Here in lies the fundamental problem. The service provider doesnt believe in HR. Because understanding HR is too much work, hassle and just gets in the way of developing leads and  corralling  hoards of HR professionals to that lead generation funnel they spent hundreds of hours developing instead of investing time in HR. Five Commandments to Sell in Human Capital A couple weeks ago I sat on a call with a handful marketing leaders who think they understand how to reach HR. Marketing words like sales lead, funnel and content marketing were thrown around with no mention of the value their product or service actually brings HR. They laughed together and patted  each others  backs discussing lead to sales ratio and their current pricy marketing campaign to sell into HR. Its weird being on this side of things because Im a practitioner first, and I got a really sick feeling that wouldnt go away. I decided that its my duty as an HR practitioner to help educate marketers and sales professionals in this industry on how to engage and sell to HR. In my business, its a large amount of what I do. Hence, how I came up with the five commandments that guarantee success selling to HR. HR is More Than a Sales Lead.  We are actually civilized human beings. While we enjoy an  occasional  drink or two at an HR conference, we love our work. Working in this industry is not an easy job, and were tired of being seen as a walking dollar sign. I have senior HR leaders at Fortune 50 companies who dont carry business cards or include their phone number or email on their card for that reason. Therefore, we dont open your email marketing, answer the phone or come by your conference booth for more than that ridiculous swag you give away. We are more than a sales lead. Repeat after me.   Quality is Better Than  Quantity.  While I listen to marketers discuss email conversation rates buying lead lists like they are going out of style, I am an advocate of quality over quantity when it comes to selling to HR. HR is a broad and complex industry covering topics like employee benefits, recruitment strategies and 360 review programs. Quit selling everything and anything to every contact in HR because our jobs are not created the same. Present a Solution Instead of Offering a Sale.  Because its so easy to create a direct mail piece with the sole purpose of selling into instead of providing value to HR. Because talking to HR requires knowledge, time and effort, companies should work to help solve our problems through adding value before rushing to the sale. Try establishing a relationship by establishing value and lead with a solution or resource to help us in HR. This can be in the form of online content through social media, blogs, white papers, webinars or in person meetings learning, absorbing and adding value to the thousands of proud practitioners who work in HR. Kiss a Lot of Frogs.  In this industry, practitioners are a social bunch and that means not making the conversation about you under any certain terms. While we are slow to trust, we are open to meeting and engaging new people who do the work. And by work I mean attending conference sessions, scheduling calls, asking questions and stepping outside of that 10 by 10 conference booth. Get to know us and kiss a lot of frogs to really learn about HR. Quite naturally, the conversation will lend to a mutually  beneficial  HR relationship and not a sale in HR. Work  Inconspicuously  to Understand HR.  Im very proud of one of my current HR technology clients who is relatively new to HR. The CEO has spent thousands of hours casually meeting with practitioners, reading white papers, digesting knowledge and information in order to understand HR. Treating this time much like an anthropological research study, he is quietly positioning himself and his company for large enterprise sales in HR without a press release, any fanfare or a marketing angle. He is doing the work to understand and really sell to HR. Perceptions and Hurdles Working in HR Working in the field of human resources can be no picnic as we battle a corporate war on not two but three different fronts every single day.  The first is fighting to establish credibility with our executive team. The second is fighting perceptions by the media and thirdly by our employees. We are placed in organizations to serve as a intermediary that works for the larger organization but has a vested interest in representing the employee.  Articles like this only damage our credibility because our role in the business is often misunderstood by many. We are so much more than the finger waving talking heads the media makes us out to be. The key to really selling into HR is by taking the time to understand our work, our lives and our roles by immersing yourself into our quirky and sometimes cynical subculture that we appear to be. Because understand that for every single email you send or phone call you make to me, there are hundreds of service providers perpetuating the HR sales and marketing cliche that keeps you from guaranteeing your success in selling into HR. Wanna learn more about creating good content and conversation thats value focused for HR? Download my free ebook in blog post ideas by clicking here or check out the services I provide to industry service providers.

Sample Resume for Commissioning Engineer Job Position

Test Resume for Commissioning Engineer Job Position Test Resume for Commissioning Engineer Job Position Authorizing engineers frequently appreciate travel as an advantage of the activity when they go to customers destinations to manage framework establishments. To get your hands on this and different advantages that accompany this compensating profession, a gold with Objective, Technical Skills, Duties, Education and Certification to compose your own Commissioning Engineer Resume.Joseph Li1402 Clement StreetAtlanta, GA 30303(222)- 875-7793j.li@sampleresume.netJob Objective: To have the option to fill in as Commissioning Engineer in a world class association where my broad working involvement with building and charging designing will be improved and created to accomplish most extreme execution of the organization. Skills:†¢ Deep comprehension of the LEED rating system†¢ Commercial HVAC structure and development process†¢ Strong introduction skills†¢ Strong mastery in HVAC demonstrating programs like Equest or DOE2†¢ Excellent investigating skills†¢ Extensiv e involvement with building commissioningProfessional Experience:Sr. Authorizing Engineer, January 2009 PresentRussell INC, Oakland, CAResponsibilities:†¢ Improved appointing administrations for various projects.†¢ Ensured charging programs are carefully seen during reenactment activities.†¢ Coordinated the structures of mechanical and electrical specifications.†¢ Checked and approved electrical plans and schematics.†¢ Collaborated with mechanical contractual workers in accommodating beginning up checklists.Jr. Charging Engineer, March 2006 December 2008NRM, Oakland, CAResponsibilities:†¢ Created useful execution tests.†¢ Defined the substance to be remembered for test commissioning.†¢ Executed field perceptions and archived everyday perceptions for appointing purposes.†¢ Reviewed dispatching reports.†¢ Analyzed HVAC structures and its specifications.Education:M.S. in Mechanical Engineering, 2006Northwestern University, Evanston, ILB .S. in Mechanical Engineering, 2002Northwestern University, Evanston, ILCertifications and Affiliations:†¢ Certificate in HVAC Commissioning†¢ Association of Commissioning Engineers Customize ResumeMore Sample Engineer Resumes:Clinical Engineer Resume Commissioning Engineer Resume Component Engineer Resume

4 Differences in the Modern Job Search

4 Differences in the Modern Job Search 4 Differences in the Modern Job Search 5With the opposition that accompanies an advanced quest for new employment, it's essential to utilize every accessible asset in support of yourself. In the event that you haven't been in the activity advertise for quite a while, it's likewise essential to instruct yourself on how things have changed. Look at the accompanying four significant interesting points when directing a cutting edge pursuit of employment! 4 Differences in the Modern Job Search Printed copies are a relic of times gone by. While having an instructive and expert introductory letter and resume are as yet significant, these records are not, at this point sent in printed version structure. Numerous organizations acknowledge these reports just by email or expect you to transfer them into an electronic application framework. Almost 99 percent of use reports will be perused on the web, so it's imperative to arrange them in the accompanying manners: Configuration both an introductory letter and a resume with plentiful void area for meaningfulness. Utilize proficient language and alter cautiously. Utilize striking and italics for features and subheadlines to separate the record. Succinctness is vital. Human asset divisions are overpowered with requests for employment. To get your resume to the highest point of the heap, compose your introductory letter and resume in a compact manner. Keep each section brief and make certain to edit cautiously to guarantee that you're not being monotonous or conflicting. Make the archives with a top-down methodology by highlighting your most grounded properties in the first place and your lesser-significant abilities at the base. Keep away from over-decorating subtleties in both your introductory letter and resume. Suggestions are basic. In a serious activity advertise, it's critical to have solid references you can depend on to give you an edge. Ask previous confided in associates and bosses to give letters of proposal or to compose tributes for your sake that you can include with your application. Remember these tributes for your own site and your LinkedIn page. Obviously, get authorization from the recommender before posting the tribute on the web. Utilize internet based life in support of yourself. Google your name and see what results come up. In the event that there is close to nothing or you locate some inconsequential negative outcomes, work to clear these things from your hunt by creating unique substance that you can post on the web. Making unique substance will help flood the outcomes and improve your Google search. Additionally, adjust your LinkedIn page and website page with the introductory letter and resume you've made to give a cleaned, proficient picture. In the market for a new position? Look at the best 100 organizations with remote occupations.

Resume vs. Online Info

Resume vs. Online Info Despite our world of online networking and the information found in electronic mediums, Human Resource Directors say the resume is alive and well, although no longer the only source of candidate information. This, according to a recent article, Resume the Resume, Reports of the death of the plain paper document have been greatly exaggerated. In our increasingly time-crunched world, a tightly written resume that hiring officials can review at a glance is more important than ever.Recruiters at a recent SHRM conference were encouraged toalso recognize the less traditional online resources as a means of identifying the right person for the job. Carolyn Cuppernull,a principal of Jefferson Government Relations LLC, said, At their best, resumes are a form of shorthand than enables a potential boss to quickly size up a pesons skills and interests. Although social networking tools provide truckloads of information (sometimes a bit too much) they offer little savings on a critical resource: time. Tiffany Bridge, a Web specialist and former IT recruiter saystime may be spentto check out a candidates onlineprofile but only after they have decided that the resume is interesting.The important distinction is that the resume is Step One of the process, and the various Web presences are Step Two.