Mid-Missouri Marketing Resource Blog

When you hear the word 'sales,' you likely have a preconceived notion. Maybe it’s a knock on your front door from someone trying to rope you into the latest gadget, or a greasy salesman who won’t take no for an answer. Whatever this image may be, the common traits of these stereotypes are confrontational and aggressive in nature. However, sales come in many different styles depending on the business and industry. One of the styles of sales that has redefined the relationship between salesperson and customer is consultative sales. Also known as solution selling, consultative sales puts the focus on customer needs and addresses these with the services or products the consultant can offer as a solution for their client. Check out the three differences that set consultative sales apart from other sales roles:

Looking for your next opportunity? You’re in luck: with unemployment at an all-time low of just 3.7%, it’s a job seeker’s market right now. With an increased playing field of potential employers, job seekers have more choices than ever when it comes to pursuing a new career, whether that’s in the same industry or a new one. When deciding where to take your career in 2019, there are a few things to consider as you navigate the job market. Check out our list of do’s and don’ts of a job seeker’s market:

With 84% of hiring managers turning to social media in their recruiting efforts, along with 79% of job seekers who rely on various social platforms, it is clear that social media plays an instrumental role in the recruitment process.

Every organization has their group of superstars . . . and those who are less-than-perfect at doing their jobs. While some of these individuals who aren't contributing to the organization wash out in the first year or so, there is a serious cost associated with a poor hiring decision. According to Forbes, the cost of a bad hiring decision may be much more than you realize, starting at several thousand dollars and going significantly upwards from there. That makes hiring the right people one of the most important decisions that your organization makes on a regular basis. If you're not seeing the right individuals coming in from your recruitment marketing, your chances of hiring the perfect candidate are going to be even lower.

No matter the industry or size of the company, at some point, every business will need to hire. It can be an intensive process for some, requiring owners or managers to set aside time to develop recruitment materials and much more, all before they’re even close to interviewing anyone. You’ll probably find you need to balance your recruitment efforts (i.e., finding the right talent, not accepting the first person with a decent resume) against taking the first semi-reasonable candidate and the day-to-day operations of your company.

Recruiting is a marketing opportunity, but instead of finding customers for products and services, you’re finding candidates for your organization. Hiring new employees can seem like a daunting task — sifting through emails, scheduling interviews, comparing candidates, all while you’re still trying to manage your day-to-day responsibilities. And it can get challenging because a resume can’t tell you everything you need to know about a person. If your description is too broad and your promotions too frequent, your inbox can get flooded. On the other hand, get too narrow with your search, and your position will stay vacant.

It typically takes more effort than adding a careers page to your website to attract top talent. You need to get in front of the right audience, and then your message needs to work hard to capture attention and make an impact.

It’s surprisingly uncommon common sense that bad radio advertising is all about your business and your product, while strong radio advertising is about your customer and their life. Similarly, strong recruitment marketing should speak to your ideal candidate.

Ready to feel old? Generation Z is officially entering the workforce! So, it’s time for businesses to face the question, "How can we start adjusting our recruiting efforts to begin attracting Gen Z?"

Have you ever met someone and, within seconds, formed a total judgment on that person or group? Good or bad? An old Proverb says, “First impressions are the most lasting.” TIME Magazine reported that Researchers at Dartmouth College discovered that a person will formulate a judgment on another person within 30 milliseconds. The human brain is amazing, right? But what does that have to do with the onboarding process?