We’re interesting in ripping up the CV and talking to Individuals. It’s all about knowing and finding the right attitude, the right behaviour and ultimately the right competencies to be brilliant in your organisation.
We’re interesting in ripping up the CV and talking to Individuals. It’s all about knowing and finding the right attitude, the right behaviour and ultimately the right competencies to be brilliant in your organisation.
We now live in a world that is completely data lead. Everything we do is led by data, on your phone, on your email, CRM’s, ATS’s databases whatever it is data led. How many emails did we all get pre May about GDPR? Ten, Twenty a day ?
It is the big thing, we need to make sure that we are big on data, so let me talk to you about a human capital data.
Watch the video to hear more.
We now live in a world that is completely data lead. Everything we do is led by data, on your phone, on your email, CRM’s, ATS’s databases whatever it is data led
Earlier this year we partnered again with Redgate Software in Cambridge to help them grow their sales teams, but with their global expansion plans we were asked to explore running our Academy service out in Pasadena, LA.
With our experience internationally now racking up locations including New York, Singapore and Frankfurt, we felt confident our model would work in LA and so we kicked off the project in September.
After a few weeks of sourcing and screening candidates remotely from the UK using SiD and our video platform, we were able to identify the top candidates for the Audition Day. Flights and hotel were then booked – the only issue left to sort was to get our famous case full of terrible props through customs!
The Audition Day itself proved to be another great success, and we can now add LA to our list of locations we can service for our clients!
Raw Talent Academy – showcasing ability, nurturing success.
Raw Talent are passionate about challenging the norms of recruitment and do not use CVs. We assess candidates on their ability, behaviour or and competencies for the best fit and investment for our partners.
If you’d like an initial discussion about partnering with us please call: 01753 910 383 or email us: info@rawtalentacademy.com
Earlier this year we partnered again with Redgate Software in Cambridge to help them grow their sales teams, but with their global expansion plans we were asked to explore running our Academy service out in Pasadena, LA.
As the old saying goes, “The proof is in the pudding.” Beyond being inaccurate and, often, blatantly untruthful, traditional CVs also have other downsides, like the fact that they lead to hiring bias.
By nature, most hiring managers look for language similar to their own. That leads to them favouring candidates with a similar background to them who use the same keywords they would have chosen if they were applying for the position.
Not only does that cause ethical hiring issues, but it can also cause problems in the workplace due to a non-diversified workforce that isn’t able to bring as broad a skill set, experience, or knowledge base to the table.
In turn, the company’s success suffers, and the perfect applicants are sometimes wrongfully turned down for the role. Meanwhile, applicants who stood out thanks to familiar or falsified resumes come out on top.
Even if a hiring manager were to achieve the impossible 0% bias that every company wishes they could, with CVs just being words on a piece of paper, it is challenging for any hiring manager to get a real sense of a candidate’s personality. That makes it hard to figure out whether an applicant would be a good fit for the position.
“Skills can be taught, but a worker’s attitude is not something that’s easily changed.”
Interviews can help reveal key traits and characteristics that enable hiring managers to find the right fit, but ultimately, hiring managers need to shift their focus away from CVs and take on a new approach that relies on more in-depth interactions with each applicant.
Through these interactions, hiring managers will be able to get a better sense of the candidates applying for a given position and who might be the right fit.
Use An “Audition” Day Instead
Filmmakers have known it for decades. Meeting a person and seeing them demonstrate their skills is an essential part of choosing the right candidate for a role. Similarly, your workplace should begin doing the same.
While you may not be handing them a script to cold read, by giving your applicants the chance to prove the skills and qualities they wrote about themselves on paper, you’ll get the chance to see how they will really fit into the position you’re offering to them.
However, organising such a day can prove difficult. That’s where Raw Talent comes in.
Raw Talent will set up an Audition Day for your company and invite the best candidates to come and show off their skills and personality. On Audition Day, you will get the chance to assess their performance through bespoke tasks. You’ll also get to utilise the unique competency framework designed by Raw Talent’s professional team.
The best part about Raw Talent’s process is that it’s incredibly accurate yet very much hands-off for the employer (i.e., you!). That’s because Raw Talent will profile your company and analyse the position in order to find the “ideal candidate” based on their ability, competency, attitude, and personality.
Traditional criteria, like prior experience and education, will be ignored, and here’s why: As we said above, skills can be taught–the attitude is what needs to be ready for your company culture from day one.
With this process, only the best candidates will show up to Audition Day, and you’ll have your pick from the best choices in your candidate pool. Raw Talent will also be able to reach more applicants than your company could on its own because our team draws on an expanded talent pool.
Prior to Audition Day, Raw Talent engages candidates through interviews and discusses with individuals one by one. Not only will we sort through those who are actively seeking a career in your industry, but we will also reach out to passive candidates who we identify that have the attributes to fit your position nicely.
Here at Raw Talent, we assess candidates against key behaviours that directly link to the competencies at your organisation. Everything is tailored to each company, ensuring you can select, identify, and develop the right people for your organisation every time.
We have been in the business for more than five years helping industry-leading enterprises recruit key team members for their company. With our help, you will gain access to the top active and passive candidates and, more importantly, get to see them “audition” for the position first-hand.
With this framework, you’ll be able to make informed decisions about who to hire. Finally, you’ll be able to recruit the team you want on the first try. No more stumbling through “training periods” or having to re-hire multiple times just to fill a position with the correct candidate.
An Audition Day and the overall concept and criteria that Raw Talent brings to the table means that all applicants are pre-screened before they’re even passed on to you. You’ll get to know them on a one-on-one basis and discuss all aspects of their characteristics and your company culture before you ever make a hiring decision.
Save time with Raw Talent’s expert team who will source active and passive candidates for you.
Weed out bad applicants thanks to Raw Talent’s pre-screening. We’ll pick candidates based on key attributes determined through a complete profile of your company’s needs and culture.
See them in action on the Audition Day that Raw Talent Academy will set up for your company so you can focus on hiring the best.
No more first day surprises. Raw Talent Academy will empower you to recruit the right applicants the first time–and it’s all done with less stress, less effort, and no outdated CVs.
According to Inc, 85% of applicants lie on their resume. With facts like that floating around, it’s surprising that nearly every employer out there still relies on a CV to figure out which applicants are best fitted to a position.
Over the last 7 and a half years, we have screened, face pitched and interviewed over 140,000 candidates. To put that into contact, that’s 2 x Wembley Stadiums full, on a match day. Watch the video about to find out more about what we learnt.
If you’d like to invest in employees for the long-term to benefit the growth of your organisation get smart, find alternative cost-efficient ways to recruit those talented future stars.
Raw Talent structure recruitment around abilities, behaviors and competencies. We are truly passionate about getting recruitment right for organisations to get their future champions. And, match the right people to our partners’ profiles through a rigorous assessment of the widest possible talent pool to establish a candidates’ motivations, desires and levels of commitment.
Raw Talent Academy – showcasing ability, nurturing success
Raw Talent are passionate about challenging the norms of recruitment and do not use CVs. We assess candidates on their ability, behavior and competencies for the best fit and investment for our partners.
If you’d like an initial discussion about partnering with us please call: 01753 910 383 or email: info@rawtalentacademy.com
Over the last 7 and a half years, we have screened, face pitched and interviewed over 140,000 candidates. To put that into contact, that’s 2 x Wembley Stadiums full, on a match day. Watch the video about to find out more about what we learnt.
But what’s the difference? To put it briefly: outside sales reps do most of their work outside a company’s workplace, travelling around actively to meet people in person.
In contrast, inside sales reps do most of their work remotely, using CRM software, email, VOIP, and other communications technology to connect with a higher number of people, while rarely meeting up with leads or customers in person.
So, I get what you’re thinking “Well, that’s it right? What’s the point of another 1000 words?” Bare with us here – there’s a lot more to it, I promise you.
Read on!
A person’s position in a company fits under the “inside sales” umbrella if most of their work is done remotely, often right from their desk.
It’s not that inside salespeople never meet with anyone in person, but that isn’t their primary method of contacting and interacting with leads. Instead, they contact people via phone calls, email, and other forms of remote communication.
In some industries, the majority of a sales team consists of inside salespeople, and that’s where most leads and sales come from. This is especially true when it comes to many B2B products and B2B service companies, including software-as-a-service (SaaS) and other tech. You also find a focus on inside sales among companies that sell high ticket B2C items.
As you can probably imagine, modern technology has made inside sales more effective and more important than ever before.
Inside sales is considered to be a distinct entity from telemarketing per se.
Telemarketing dates back all the way to the 1950s. It’s defined by cold calls that are almost always heavily scripted, usually in the interest of selling low ticket B2C items like extended warranties on a product. It’s also a volume game, with semi-skilled workers in call centers making high number of individual calls, the majority of which don’t end in a sale.
Inside sales is more targeted, generally involves B2B products or services, and relies more strongly on the salesmanship skills of the company’s sales personnel. While inside sales representatives will generally have a set of talking points, or even a brief script for the initial contact with the person, there’s a lot more improvisation and natural conversation involved.
While telemarketers are generally people in relatively low-paying, high-turnover positions that are often willing to hire people without any sales experience, true inside sales reps are skilled professionals.
As such, their base salaries are quite a bit higher than that of a typical call center telemarketer, and they often earn commissions as well. While “telemarketer” is a job you do while you’re in college for some extra cash, “inside sales representative” is a rewarding and lucrative long-term career path.
Today, the majority of salespeople in most B2B settings are inside sales reps, and they tend to outnumber a company’s outside sales reps.
One of the reasons inside sales has grown so much, now that technology has allowed that to happen, is that it’s quite a bit more cost-effective than outside sales.
The average in-person outside sales appointment can cost up to six times more than a call done remotely by an inside sales rep.
Despite the lower cost, inside sales have the potential to be more complex than a typical outside sale, and involve a higher number of decision makers. Inside sales reps are often heavily dependent on CRM software, and collaborate more closely with the marketing department.
Outside sales representatives go out and physically meet with leads in person. They usually work on a relatively flexible schedule and do a good deal of travelling.
In the past, outside sales was more prevalent than it is today. New technologies like customer relationship management software, Internet-based voice calling, and email have made it a lot easier for salespeople to nurture leads and make sales without ever leaving their desk.
However, companies do still hire outside sales teams. There tend to be fewer outside than inside sales reps, as the logistics often involved with outside sales — transportation, travel, things like having dinner with leads and otherwise networking with people — can get pretty expensive in comparison.
Inside sales and outside sales are distinguished from one another in America by the US Department of Labor, primarily based on how much time is spent face to face with leads and customers, versus making calls or sending emails from a desk.
For the most part, someone is an outside sales rep if their work takes place primarily away from their employer’s place of business. They’re out of the office more often than in it, out pounding the pavement, knocking on doors, having lunch with potential clients, and otherwise interacting with people face to face.
An inside sales rep spends most of their time in the office.
Decades ago, nearly all salespeople would have been classified as outside sales reps. But today, it’s the opposite, and most people are either inside salespeople or occupy a hybrid role with elements of both.
Here are some of the biggest differences, from a practical and operational standpoint.
● Different tools are used for closing inside sales versus outside sales. With inside sales, it’s all about the CRM. Customer relationship management software is one of the biggest recent innovations in sales and is a big part of why inside sales is currently so important and so prevalent, especially for B2B companies. Inside sales personnel use a CRM’s to keep track of leads and sales, often coordinating closely with the company’s marketing department to engineer a seamless, highly efficient sales funnel. While outside salespeople also use CRM software, they usually aren’t as heavily reliant on it, and a lot of what they do is less heavily planned and more spontaneous.
● Different sales cycles. It varies, but in the majority of cases, products and services sold primarily via inside salespeople tend to have a shorter sales cycle. Outside sales is a longer, more involved process, with a lot more interpersonal interaction and genuine relationship-building involved. As you can imagine, this works best with high-ticket items, where despite the length of the sales cycle, each individual sale is highly lucrative, offsetting the costs associated with outside sales personnel and their day to day processes.
● Inside and outside sales scale differently. An individual inside sales rep can interact with a much higher number of people on a regular basis than an outside sales rep. While outside salespeople can only really pitch one person at a time, an inside sales rep can be in communication with several people at once via email.
● Different skill sets. Obviously, communication skills are essential for any form of sales. But while in-person charisma is the biggest factor for outside sales, an inside salesperson’s best asset is often their skill with written communication.
Raw Talent are passionate about challenging the norms of recruitment. We assess candidates on their ability, behavior and competencies for the best fit and investment for our partners.
If you’d like an initial discussion about partnering with us please call: 01753 910 383 or email: info@rawtalentacademy.com
We’re interesting in ripping up the CV and talking to Individuals. It’s all about knowing and finding the right attitude, the right behaviour and ultimately the right competencies to...
We now live in a world that is completely data lead. Everything we do is led by data, on your phone, on your email, CRM’s, ATS’s databases whatever it...
Earlier this year we partnered again with Redgate Software in Cambridge to help them grow their sales teams, but with their global expansion plans we were asked to explore...
CV’s are broken, and there is a new model for assessing talent. According to Inc, 85% of applicants lie on their resume. With facts like that floating around, it’s...
Over the last 7 and a half years, we have screened, face pitched and interviewed over 140,000 candidates. To put that into contact, that’s 2 x Wembley Stadiums full,...
There are two major subsets of sales personnel: inside sales reps, and outside sales reps. But what’s the difference? To put it briefly: outside sales reps do most of...
Allow candidates to showcase their abilities In recent years the recruitment process has transformed as a result of technological advances. As a result, the CV is no longer the...
What are the downsides of the CV? The traditional CV approach hasn’t moved in line with the current needs of recruitment. Is it still a valid approach? Here we...
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Many businesses tend to look to their competitors’ employees to poach those with experience – this tends to come at a cost with no guarantee of a successful return...
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While the 13th series gets underway, where is the winner of series 4? In 2008 there were 16 candidates but only one winner for the £100,000 job on offer...
Great sales organisations are not hung up about what’s on a CV, they train raw talent says Lee McQueen, Lord Sugar’s Apprentice winner 2008.Walk into any book shop and...
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We are delighted to confirm we have relocated to Gerrards Cross, Buckinghamshire. Effective from 3rd July 2017. Our new address is: Building One, Chalfont Park, Gerrards Cross, Buckinghamshire, SL9...
The partnership will see Raw Talent focus on sales recruitment, via their academy process, while Sales Gym 360 will deliver sales training. Both organisations have worked closely together over...
After announcing the appointment of a Board of Directors last week and the relocation of the office, Raw Talent has now unveiled a new website. According to Raw Talent...
When looking to hire your next sales or recruitment champion you would do well to take a look at individuals who have taken the chance to travel and live...
There are two major subsets of sales personnel: inside sales reps, and outside sales reps. But what’s the difference? To put it briefly: outside sales reps do most of their work outside a company’s workplace, travelling around actively to meet people in person.
In recent years the recruitment process has transformed as a result of technological advances. As a result, the CV is no longer the only mechanism used to apply for jobs. Consequently, candidates now need a range of alternative platforms that provide the opportunity to showcase ability.
Ernst & Young, recently became one of the latest large organisations to stop assessing candidates based on their CVs, since this method is struggling to remain relevant in today’s job market.
We now have far better, more advanced ways of getting recruitment right using:
Within recruitment different tools and levels of expertise are required at different points of the process.
High staff tunover is now seen to be a weakness that also affects reputation, morale, culture and many other areas of a business. Coupled with the fact that new employees require a massive resource investment, recruitment must be effective and efficient to justify the investment.
Approaching recruitment with a long-term view that enables employees to make a valid contribution to business success is key. This takes time and commitment, but once implemented will most certainly compliment and align with business growth.
Organisations now require access to partners and resources that help them get the right talent, and keep them for the long-term. They have slowly come to realise the value of employee staying long-term, as this allows them to reach their full potential, and make a valid contrition to the business.
Any format in which a company receives an applicant’s professional information means very little unless that applicant can truly demonstrate the value they can offer. Ultimately, it’s how the candidiate displays these values that decides whether or not they should get the job.
An employer you can provide candidates with the opportunity to demonstrate their true value by:
If you’d like to invest in employees for the long-term to benefit the growth of your organisation get smart, find alternative cost-efficient ways to recruit those talented future stars.
Find out more with our latest Whitepaper: Why you shouldn’t recruit off the back of a CV
Raw Talent structure recruitment around abilities, behaviors and competencies. We are truly passionate about getting recruitment right for organisations to get their future champions. And, match the right people to our partners’ profiles through a rigorous assessment of the widest possible talent pool to establish a candidates’ motivations, desires and levels of commitment.
Raw Talent Academy – showcasing ability, nurturing success
Raw Talent are passionate about challenging the norms of recruitment and do not use CVs. We assess candidates on their ability, behavior and competencies for the best fit and investment for our partners.
If you’d like an initial discussion about partnering with us please call: 01753 910 383 or email: info@rawtalentacademy.com
In recent years the recruitment process has transformed as a result of technological advances. As a result, the CV is no longer the only mechanism used to apply for jobs. Consequently, candidates now need a range of alternative platforms that provide the opportunity to showcase ability.
Ernst & Young, recently became one of the latest large organisations to stop assessing candidates based on their CVs, since this method is struggling to remain relevant in today’s job market.
We now have far better, more advanced ways of getting recruitment right using:
Within recruitment different tools and levels of expertise are required at different points of the process.
High staff tunover is now seen to be a weakness that also affects reputation, morale, culture and many other areas of a business. Coupled with the fact that new employees require a massive resource investment, recruitment must be effective and efficient to justify the investment.
Approaching recruitment with a long-term view that enables employees to make a valid contribution to business success is key. This takes time and commitment, but once implemented will most certainly compliment and align with business growth.
Organisations now require access to partners and resources that help them get the right talent, and keep them for the long-term. They have slowly come to realise the value of employee staying long-term, as this allows them to reach their full potential, and make a valid contrition to the business.
Any format in which a company receives an applicant’s professional information means very little unless that applicant can truly demonstrate the value they can offer. Ultimately, it’s how the candidiate displays these values that decides whether or not they should get the job.
An employer you can provide candidates with the opportunity to demonstrate their true value by:
If you’d like to invest in employees for the long-term to benefit the growth of your organisation get smart, find alternative cost-efficient ways to recruit those talented future stars.
Find out more with our latest Whitepaper: Why you shouldn’t recruit off the back of a CV
Raw Talent structure recruitment around abilities, behaviors and competencies. We are truly passionate about getting recruitment right for organisations to get their future champions. And, match the right people to our partners’ profiles through a rigorous assessment of the widest possible talent pool to establish a candidates’ motivations, desires and levels of commitment.
Raw Talent Academy – showcasing ability, nurturing success
Raw Talent are passionate about challenging the norms of recruitment and do not use CVs. We assess candidates on their ability, behavior and competencies for the best fit and investment for our partners.
If you’d like an initial discussion about partnering with us please call: 01753 910 383 or email: info@rawtalentacademy.com