The Honest Salesperson

Working in the staffing industry can be the most rewarding, and frustrating, profession in the world. 
It can set you up financially, create life long relationships with clients and candidates, and drive you crazy all at the same time.

I myself switched industries to see the difference and can honestly say that staffing sales can be the most fulfilling sales position in the world. 

Sadly though, a lot of young professionals burn out too early in their career to see the positive impact they will make upon themselves and others.

Because of this I decided to launch The Honest Salesperson to make it my mission to help you, the young professional, achieve the same level of success I have had (multiple president clubs, promotions, etc). 

So click on the link and check out:

-My story
-The Honest Salesperson newsletter

And, if it makes sense, book a call with me to see if 1 on 1 coaching is what you need to take your staffing sales career to the next level.

Founder

LaSalle Network

LaSalle Network is a national staffing, recruiting and culture firm focused on temporary and contract staffing, as well as direct-hire search. For over 20 years, we've helped candidates find jobs in entry-level to C-suite positions across nearly every industry and connected companies with talent to grow their businesses.

LaSalle Network has been recognized with more than 100 culture, revenue and industry-based awards, some including: 12X "Inc. 500/5000 Fastest-Growing Privately Held Companies in America,” People Magazine’s “Companies that Care,” 7X Crain's Chicago Business' "Best Places to Work,” 8X Chicago Tribune "Top Workplaces,” Fortune Magazine's "Best Small & Medium Companies to Work For,” "Best Workplaces in Chicago," and “Best Workplaces for Parents,” Inc. Magazine’s "50 Best Workplaces” and Forbes’ "America’s Best Professional Recruiting Firms" lists.

With one of the highest net promoter scores in the staffing and recruiting industry, we are confident we’re the right firm for you, and we look forward to meeting you.

Sales Manager Healthcare

FY 22 - 140% of plan
#5 Sales rep in Midwest region

As an ADP District Manager, I partner with mid-sized organizations and dedicated to providing financially smart options to complicated employee related issues. Our solutions include technology & strategic HR services to help better attract, retain and stay compliant with one of businesses most important and expensive assets... their people.

Major Accounts District Manager

Elevate K-12

Elevate K-12 is passionate about creating high-quality teaching and learning opportunities for teachers and students. We are on a mission to make zipcode free teaching available to all students, irrespective of where they live. We take pride in creating value and opportunities for children and women. Get ready for a new way to classroom!

Educational Account Executive

Medix™

FY 2017 - 236% of plan - $1,232,004 in revenue
FY 2018 - 313% of plan - $1,794,450 in revenue
FY 2019 - 284% of plan - $1,793,064 in revenue
FY 2020 - 133% of plan - $1,887,627 in revenue
Eleven consecutive quarters of hitting plan
2018 President's Club member
2018 Top 5% Ranking in revenue generated within Scientific Division 
27 Account Breakers since 2016 (Ranked Top 5% among 128 Sales Reps)
2019 Top 5% Ranking in revenue generated within the Scientific Division
2019 President's Club member
2020 President's Club member

As the Senior Business Development Manager within our Scientific Division, I specialize in working with medical device companies in the Midwest to address quality, budget and timeline fulfillment by focusing on talent. My team, comprised of specialized Scientific recruiters, works with talented professionals to identify their aptitude, attitude and skill set along with their culture fit to our partners. My role is partner with medical device organizations within R&D, Quality, Regulatory, Laboratory and Engineering teams. Working with these teams, we identify the aptitude, attitude, culture fit and skill set of the organization to eliminate risk caused by talent imbalances and provide a customized solution to drive our partners to exceed expectations delivering on-time, high-quality results under budget.

Senior Business Development Manager

As the Account Executive for our Scientific Division, I specialize in working within the food, beverage, personal care, medical device and third- party laboratory space to address quality, budget and timeline fulfillment by focusing on talent. My team, comprised of specialized Scientific recruiters, works with talented professionals to identify their aptitude, attitude and skill set along with their culture fit to our partners. My role is to work with organizations within the food, beverage, personal care, medical device and third- party industries specializing in R&D, Quality, Regulatory, Laboratory and Engineering teams. Working with these teams, we identify the aptitude, attitude, culture fit and skill set of the organization to eliminate risk caused by talent imbalances and provide a customized solution to drive our partners to exceed expectations delivering on-time, high-quality results under budget.

Some of the core skill sets that we focus on include:
•	Food Technicians/Scientists
•	QC Technicians
•	Microbiologists/Lab Techs
•	QA Specialists/Associates
•	Quality/R&D Supervisors and Managers
•	Regulatory Affairs
•	Engineers (Quality, Process, Chemical, Design, Test, R&D)
•	Laboratory Technicians (Quality and R&D)
•	Chemists (Analytical and Formation)

Account Executive - Scientific

Medix Staffing Solutions, Inc. is a national staffing company that recruits skilled personnel for virtually all segments of the Healthcare, Insurance, Scientific and Information Technology industries. As a leader in the healthcare staffing industry, clients turn to Medix for our expertise in sourcing qualified people to fill a variety of contract, contract-to-hire and direct hire opportunities. Our Account Management/Recruitment teams provide the support services that enable our clients to manage fluctuations in workloads, contain cost and increase performance efficiencies. We have earned our reputation as an industry leader by providing unsurpassed customer service and top quality professionals to our clients across the country.

Healthcare Recruiter

Winona State University

	Prepared & provided quotes for all travel arrangements that include hotel stay, bus contracts, and meal contracts
	Skilled to multi-task and work in a fast-paced environment with the least possible supervision.
	Trained  new employees
	Designed and implemented marketing efforts to attract top level student-athletes
	Logged and updated information in our recruiting database in an effort to stay up to date all on current contact information of high school coaches and players
	Returned all internal and external calls and emails in a timely manner in order to ensure that all members of the football organization were on the same page
	Daily cold calls to high school athletes, parents, and their coaches
	Built relationships with Iowa high school coaches in an effort to influence the decision makers in a student-athletes lives
	Coordinated all visit days which included setting up meeting rooms, tour guides, and admission counselors to be present at the time of the student-athletes arrival
	Troubleshoot all technological issues that included all video software and Microsoft Office programs such as Excel, Word,  PowerPoint, and SharePoint
	Supervisor of football players in which I lead daily presentations, discussions, and monitored their progress academically

Asst. Football Coach/Video Coordinator/Travel Coordinator

Millikin University

		Daily cold calls to high school athletes, parents, and their coaches
	Built relationships with Illinois high school coaches in an effort to influence the decision makers in a student-athletes lives
	Coordinated all visit days which included setting up meeting rooms, tour guides, and admission counselors to be present at the time of the student-athletes arrival along with setting the agenda for the recruits and football staff to follow
	Skilled to multi-task and work in a fast-paced environment with the least possible supervision.
	Trained  new employees 
	Returned all internal and external calls and emails in a timely manner in order to ensure that all members of the football organization were on the same page Troubleshoot all technological issues that included all video software and Microsoft Office programs such as Excel, Word,  PowerPoint, and SharePoint
	Supervisor of football players in which I lead daily presentations, discussions, and monitored their progress academically
	Oversaw all campus intramural activities which involved the hiring and training of staff members, setting up the schedules, reserving the necessary athletic space, and purchasing all equipment
	Logged and updated information in our recruiting database in an effort to stay up to date all on current contact information of high school coaches and players

Asst. Football Coach/Recruiting Coordinator/Video Coordinator/Intramural Director

	Worked with the Offensive Line coach in breaking down film
	Coached the offensive line during individual periods
	Was responsible for running the scout defense during team sessions
	On game day I was responsible for identifying defensive fronts, coverages, and blitzes
	Assisted the Recruiting Coordinator in scheduling visits and coordinating activities for visit days
	I was responsible for my own recruiting area in which I recruited Indiana and suburbs of Chicago

Asst. Offensive Line Coach/Asst. Recruiting Coordinator

Helping you turn prospects into clients, and pipeline into revenue without having to rely on the old school spray and pray sales approach that is rampant in the recruiting industry

Something happened to recruitment sales. 

You used to build relationships with your clients, provide value beyond resume shopping, and actually got your prospects to listen to you. 

Today, most organizations and individuals wing their sales approach. They rely on the spray and pray method, they provide no value to move their status from vendor to partner with their clients, and no longer get prospects to listen to them.

It’s time to change how you sell. No longer can sales organizations and reps walk into each week without a clear plan and be successful. You should have an easy to follow sales system that:

-Saves you time prospecting
-Gets your prospects to listen to you
-Wins great clients that generate 6 figure revenue
-Gives you peace of mind knowing what you should be doing, and when you should be doing it

If you have signed 10 clients but

Only billed one of them 1

You only have 1 client, and 9 pieces of worthless paper

Do not make the same mistake I made thinking a signed contract is equal to a billed client

The job doesn't stop at the time of signing, it is only the half way point

Keely Flood

Prospect every single day

No matter what

-Cold Calls 
-Research new accounts 
-Create and send cold outreach emails
-Post content on LinkedIn that speaks to your ICPs problems

You will either:

-Get hung up on
-Learn something valuable
-Start a conversation with a prospect
-Positively impact how your ICP views you 

Small steps, applied daily, lead to big wins

Happy Hunting

My go to when I am struggling with breaking into a new account

I find the person who is closest to the pain

In recruiting that is whomever oversees the open position(s)

You think the head of talent who oversees 100 people is worried about being down 1 person 

Or do you think the supervisor who oversees a 5 person team, is down one person aka 20% of their workforce 

And is freaking out about how they are going to hit their goals for the next 3 quarters?

If I provide an solution to THAT person's problem, they will champion me to whomever is needed to get a contract in place

I never went viral

I never had a day over 15K impressions

I never had 10 new inbound leads come in daily 

I never thought posting regularly would be life changing

But here we are, a year into this journey, seeing steady growth in things like:

-Impressions
-My network
-Discovery Meetings
-Growing my book of clients

And yes, it has been a life changing experience as well

So thanks to everyone who takes the time to read my content, engage, reach out to me directly, and work with me

A phrase that is said 100% of the time when taking a req from a client

"I need a candidate to start ASAP"

 Low performer replies: "Our standard fill time is X so we aim to have it filled by Y date"

High performer replies: "Lets create a timeline right now laying out key milestones that need to be hit to ensure a candidate starts ASAP"

In a previous newsletter I break down the timeline process to follow to:

-Decrease your time to fill
-Increase your clients' buy in 
-Make your candidate's experience world class
-Hold both your recruitment team and clients accountable

Check it out in the comments below

Helping agency owners turn prospects into clients, and pipeline into revenue without having to rely on the old school spray and pray sales approach

How can I access the author's newsletter?

What are the key milestones in the timeline process?

Why is increasing client buy-in important?

The sooner you realize that not every prospect is worth selling to

The sooner you can refocus your energy into prospects that deserve your time and attention

Start today, create an account focus document of your targets, and start deciding who deserves your time

Don't have one?

Grab a copy of the Notion doc that helped me generate over 7 million in sales in the comments

Hiring a lead gen service is like having someone fish on your behalf

They will catch some fish, but you have no control over what type

Teach yourself to fish, the type of bait, depth, spots to fish at

And you can control the type of fish you bring in

Same applies when creating a sales system

It takes time to learn and perfect

But when done correctly

You have a feast

Two weeks of training to start one's career in recruitment is not enough

Sure you have your 1 on 1 times with your manager 

Who reads back your numbers from last week

Gives a pep talk on how you need to do more

Then sends you on your way

And somehow that arrangement is supposed to help set you up for long term success?!?!?

Sadly that is the reality with a lot of people I speak to each week

Companies and management then have the nerve to ask of their reps "why are you not on pace to hit quota this year"

Accountability is a two way street, and it is about time the company side of the equation gets back to investing in their people

Bringing in outside ideas to help people get out of the echo chamber they are in

Having an actual one on one meeting that is more than just "how many dials and meetings did you go on last week"

Scheduling continued training sessions throughout the year to help reps so that they are always learning, always growing, and always feeling invested in

So the next time a manager or company wants to ask you to "dig deep" 

They should dig a little deeper themselves and find the time, money, and attitude to help you be at your best

Everyone hates selling but everyone loves helping others

Focus on helping your prospects closest to the pain

Rally all your champions together to support the solution 

And have them “sell” for you to their bosses

The result:

You will win presidents' clubs, grow your book of business, land new clients, hire new sales team members, and all the fun parts that come with recruitment sales

Plus you will help a ton of people along the way

What are the best practices for recruitment sales?

What is the presidents' club in recruitment sales?

What are the duties of sales team members?

The many hats a recruitment business owners must wear:

CEO - Create and execute on long term vision, make key hires if/when needed

Recruiter - Source, interview, help with offer negotiations 

Marketing - Build your brand, website, LinkedIn Content 

Accounting - Run payroll and collect invoices

COO - Handle your run rate

These are all the hats before getting to one of, if not the, most important hat

VP of Sales - Prospect, meetings, negotiations, land new clients

It is hard enough to execute on this role without juggling 5 other roles, and it is borderline impossible to do if there is a lack of a sales system in place

What are the key responsibilities of a VP of Sales?

How does a sales system benefit recruitment business owners?

How does a CEO contribute to a recruitment business?

Ever try running a marathon while holding your breath?

No, because you wouldn't make it very far

And yet

Solo and small sized recruitment founders will say they are too busy for BD, the oxygen that makes every business run

Cheat code for making business development easier in recruiting:

Put your recruiting hat on, and help candidates

Full breakdown

Below 

⬇️

Cheat Code For BD

One major reason you are failing to hit President's Club

Lack of a plan

In sales you have a million things going on and getting off plan is a frequent problem of under performers

High performers though have a plan and, when they do get distracted or pulled in another direction, refocus their efforts back to the highest impact activities

So today, stop focusing on the wrong things and being distracted by the noise

Instead use an Account Focus Doc to put your plan on paper, then execute 

And if you do not have an interactive document like this, grab mine below 👇

What are some best practices for creating a sales plan?

How can Account Focus Doc help me plan my sales activities?

What are the characteristics of high performers in sales?

If you are feeling any of these emotions about sales:

-Frustration
-Anger
-Nervous

1) You are not alone, we all feel that at one point or another

2) Remind yourself that those emotions mean.........you care

You care about your prospects, your job, your quota

You care about making yourself better and that you want to be better

Because guess what, people who don't care about those things don't get those feelings

So cut yourself a little slack the next time one of those feelings pop up, and remind yourself it shows you still care

With change comes challenges

With challenges comes problems

With problems comes the need for a solution

With a need for a solution comes you, the salesperson who has an answer to their problems

If you look for changes that occur within your prospects day to day 

You will find future clients

Change -> Challenges -> Problems -> Solutions

How important is it to identify future clients?

"We do not chase reqs, we chase great clients" - A great quote Michael shared with me last week that had me thinking

What makes a great client?

Better question, what makes a great client for you?

To me, it is a combination of traits from your Ideal Customer Profile and your Ideal Client Criteria (ICC)

Because not every ICP is going to be a great client for you, but having criteria for what makes a great client for you allows you to uncover that information during the discovery process

Unsure of what your criteria should be? Reach out and I can help with that

Stuck on how to craft an email to send to a prospect?

Use a framework to help organize your thoughts 

And create a compelling message

No framework, no problem

Check out the comments

As I have some for you

What are some examples of email frameworks?

What is the point of owning a ferrari

If you do not have the gas needed to get to your destination?

Same question now but replace Ferrari with sales tools

And replace gas with a sales system

See how in both examples, you are not going to get where you want to be

Without some help along the way

Happy to share that I'll be speaking at Running a Sales Desk this afternoon! 

Come check it out!

How important is understanding a productive day for sales growth?

How can a digital approach enhance sales growth potential?

How can combining traditional and digital sales methods impact growth potential?

Founder @ The Digital Recruiter || Helping recruiters get inbound leads through their outreach. Better clients, better candidates, in less time.

Productive, not busy. 

One of easiest traps to fall into when selling, is thinking you're being productive, when you're really just busy. 

No one truly understands what a productive day to day looks like. And THIS is the first thing you have to fix to start hitting your growth goals.

From ID target accounts, to KPI's, how to set meetings and follow ups, qualifying great business, handling req delivery, etc. 

... to the biggest mistake I made when starting out. Meeting consistently with managers that didn't have any business for me in the near future. 

The best managers can ensure reqs are being closed, get feedback, set new meetings, all at once. 

Keely & I are going to share the day to day coming from some of the largest recruiting & staffing companies out there and the path to being a top performer.

If you can combine the traditional sales methods with a digital approach, there is no limit to your growth potential in your business. 

Come check it out Friday at 2pm EST!

Brittany LeBlanc, Bradley Sheofee and 13 other attendees

81% of the surveyed Board of Directors said a skills/talent shortage is leading to business disruptions according to Gartner

To make matters worse, 83% of the surveyed HR leaders are still struggling to find the right talent, with the right skills needed, to grow the business

Which to me means, if you are tapped into your candidate market, understand your prospect's business objectives, and can connect those two dots

You are going to grab the attention of the decision makers at every one of your targeted accounts

I will drop the full survey in the comments below, and go deeper into this topic with the upcoming newsletter on Saturday

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