Sales Rep Leaves High-Volume Quotas for Higher Elevation

Sales Rep Leaves High-Volume Quotas for Higher ElevationSales Rep Leaves High-Volume Quotas for Higher ElevationSoftware sales representative changes jobs in buchung to focus less on high-volume quotas and more on meeting client needs.Joe B. left his last position as a software sales representative in the government sector when the job became untenable. As the third representative in the territory in three years, it took longer to re-establish trust and credibility, he said. Couple that with large-quota, big-ticket items and a long sales cycle, and it welches certainly less than an ideal situation. At that point, I welchesnt koranvers whether I wanted to leave the sales industry or stay.This uncertainty left him unsure of his next step, but it didnt paralyze him. He left his Boston-based job in August. By mid-September, he hired a career coach who helped him think about what was next on his career path.We looked at what I enjoy doing, and where Ive been successful, Joe said. My coach observed that I had a genuine quality that created trust and comfort early on. So his advice to me was to find the type of sales position that doesnt focus on the high-volume sales.I also learned that I have certain skill sets that had been underutilized the ability to teach, to build trust as an advisor and ally, and a high level of integrity.Those observations helped Joe rethink his job search.It made me more selective about the jobs I was looking at. I started looking at positions that would require a more consultative approach to selling, as opposed to strictly quota-based sales, he said. The coach helped me regain some confidence about the whole job-search process.A time to be selectiveIn early October he started to prep for the job search by building profiles online, getting his resume into shape and searching job sites. By mid-October, I started to push hard, he said. I went on the job boards, but honestly found Ladders offering the most relevant opportunities. I sent my res ume to 15 different companies and got eight responses. I thought that was a good response rate.And once again, he relied on advice he got from his job coach, who told Joe that he should take the approach of interviewing the company, rather than the other way around. He told me, Dont be nervous in the interview. This is your chance to find out if this would be a good fit, so make sure you ask questions. By interviewing prospective employers, it took the pressure off, gave me more confidence, and made me more marketable, Joe said. And I actually did say no to more than a few offers. I realized I didnt want to lock into a job just to find out I hated it, and then be back to Square One again.A chance to hit a home runAs Joe was plugging away on the job boards, he was also networking with friends and former colleagues. A friend who lives in the West Coast told Joe about the company he worked for and how much he enjoyed his job. He introduced me to his boss peer, who was going to be in Bo ston for a conference. He looked at my profile on Ladders, then contacted me directly to set up a meeting.Joe researched the company and found it offered everything he was looking for It was in a vertical market I was familiar with, I knew people who worked there and liked what I heard about the culture of the company, I knew I could thrive there.So, while it was just an informational meeting- there were no job openings when they spoke in November- Joe treated it like an interview. I knew I would work for this company. And it went well. He told me, Joe, I would hire you in a heartbeat, but I dont have any openings. Ill hold onto your information. He continued sending out resumes and going on interviews, keeping this one in his back pocket, confident that if something did come up, he might get a call. He came close when he was a finalist for a job at a competitor when that company went with an internal candidate, he went back to the drawing board.Then, the second week of January, he got a call from the person he had spoken to in November, asking if he could pass his information along to his West Coast colleague. They interviewed, and he was hired.A move to Denver is in the works, where he will be selling solutions to help state and local governments manage the availability and end-user experience of mission-critical applications.He has already started working for his new company, working out of his home in Boston and traveling to visit clients and do training. Moving west was not a deal-breaker for him. A few times in our careers we get an opportunity to hit a home run, a chance to make a difference. I felt this was one of those opportunities.

Customize this Outstanding Carpenter Resume Sample

Customize this Outstanding Carpenter Resume SampleCustomize this Outstanding Carpenter Resume SampleCreate Resume Marty Barrio100 Broadway LaneNew Parkland, CA, 91010Cell (555) 987-1234example-emailexample.comProfessional SummaryExperienced Carpenter specializing in construction-related carpentry services. Adept at efficiently completing large-scale carpentry projects within often tight construction deadlines. Highly precise when it comes to taking measurements and designing layouts based on client preferences.Core QualificationsQuality controlAccurate measuringBlueprint interpretationPower tool usageDrywall framingConcrete form workTime managementExperienceCarpenter, October 2014 PresentHart Construction New Cityland, CAEstimate time and materials needed for each project.Assist with the removal of old drywall and fixtures.Assemble framework with a combination of power tools and hand tools.Carpenter, September 2005 May 2008Oceanside Construction Services New Cityland, CAEnsured compliance with applicable codes and safety regulations.Kept work area neat and free of extraneous debris.Consulted with architect to identify any unique design requests.Confirmed that all materials were cut to specified sizes.Education2005 Associates Degree, Construction ManagementUniversity of California New Cityland, CACustomize Resume

3 Ways To Break Through The Career Center Walls

3 Ways To Break Through The Career Center Walls 3 Ways To Break Through The Career Center Walls Takeaways from the Career Leadership Collective Spring ForumJobscan attended its first event with the Career Leadership Collective as a sponsor last month. The Career Leadership Collective, founded by Jeremy Podany, who has 20 years of experience in the higher education career development field, created the organization to focus on the practical and inspirational aspects of leadership and innovation in college and university career services arena. The theme of the conference was Breaking Through The Career Center Walls. This means bringing career resources to students wherever they are whether thats in the dorm room, the classroom, at home for spring break or in the library doing homework. We heard from several speakers about the innovative ways they are taking career everywhere at their campuses and beyond. Here are three key takeaways 1. Create a Career Ambassador NetworkDid you know th at, on average, faculty members of a university spend 200x more time with students than career center staff do? Saskia Clay-Rooks, the Executive Director George Mason University, has developed an innovative strategy in order to take advantage of all of that valuable facetime that faculty gets with students.In order to become a member of George Masons Career Influencer Network, faculty members must attend a series of three 90-minute modules focused on how to Work effectively with students seeking career adviceBecome more familiar with the career development processAlign their curriculum to the National Association for Colleges and Employers (NACE) standards for career readiness, and learn about the digital career resources that George Mason has available to students (like Handshake)When faculty have completed all three modules, they receive a career readiness toolkit, which includes templates for how to facilitate connections between students academic experiences and their career goa ls, and they are invited to participate in ongoing professional development.George Mason already has 160+ faculty members signed up for the Career Influencer Network, and the team is on their way to reaching their goal of creating 100,000 career-ready graduates by 2024. 2. Rethink On-Campus Student Employment Marianna Savoca, AVP of Experiential Learning at Stony Brook University, shared ways theyve implemented new practices to reinvigorate student employment on campus. Traditionally, the majority of students who have jobs on campus enroll in something called a work-study, which enables needs-based students to work part-time in order to support themselves financially as they attend college. However, work-study can be more than just a means to an end.At Stony Brook, theyre shifting the perception of work-study to a more meaningful and engaging professional development experience for students. Savoca recommends ditching the phrase work-study entirely and renaming on-campus jobs to int ernship or apprenticeship, while aligning the outcomes and skills developed through these employment opportunities to the Association of American Colleges and Universities (AACU)s High Impact Educational Practices (which are also strikingly similar to NACEs standards for career readiness). Savoca reminded the group that the context and needs of each school is different. In order to have a successful and engaging student employment program at your school, she recommends getting support for all who are involved. She also suggests piloting, tracking, assessing and adjusting the program as necessary.If you want to dive deeper into rethinking student employment on your campus, you can also read Savocas book A Good Job Campus Employment as a High Impact Practice.3. Leverage Technology to Create a Legacy In his opening keynote, Jeremy Podany encouraged career centers to think about creating their legacy. Podany stressed that in order to make the greatest impact on the careers of students a nd alumni, career coaches and counselors will need to scale their expertise.There are tools on the market across the spectrum of what career services has historically offered, from reviewing resumes (we do that here at Jobscan), preparing for interviews (InterviewStream), and getting organized with your job search (CareerShift, which also sponsored the Spring Forum). By adopting tools like these that can help free up time and reach students where they are, career centers can move away from being known for the services they offer and start focusing on being the convener for the campus-wide commitment to develop career-ready students.Amanda Ostrove brings Jobscans resume, cover letter, and LinkedIn optimization tools to universities to help their students beat the resume black hole. You can contact her at emailprotected or learn more about Jobscans tools for universities here.