Sophie Glendenning

Is your HR solution making a measurable impact on your business? 📊 Many HR managers struggle to quantify the positive effects of their HR tools. But with the right data, you can showcase the real value your HR solution brings. We recently surveyed over 350 customers across nine countries to uncover the tangible benefits of Personio. And the results are in – here’s a preview: 31% savings on HR costs 24% faster time-to-hire 22% increase in employee satisfaction Ready to see how Personio can transform your HR department? Let's chat for 15 minutes to explore your specific needs. #HR #HRTech #HRMetrics #HRROI #HRImpact 

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Communication, recognition, and competitive salaries are just some of the strategies you can use to improve retention in your organisation 🔄 This blog from MHR has a great summary of the employee lifecycle, as well as more strategies to ensure top talent stays with you and not your competitors. Check it out 👇

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Salespeople don’t only care about money! It’s a common misconception that all sales folk are money obsessed and that their OTE figure is the single most important aspect of the job search. I have spoken to countless AE's who don't have compensation as part of their top 3 motivators. And, by the way, I’m not even saying being predominantly driven by money is a bad thing. I actually think it’s a good thing, but more on that in another post. Anyway, here are some other driving factors of a candidate’s job search that you need to consider when hiring: - Culture - Hiring Process - Product Market Fit - The quality of leadership - The quality of communication - The learning and development opportunities - Detailed career progression & effective performance management - The overall achievability of the OTE figure and promotion opportunities OTE is an important aspect of course, but all A players I speak with don't give much importance to the OTE figure on its own.

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I had a stark reminder in this week's AE coaching yesterday. I was quite happy with my discovery, demo booked & really feeling like we stood a good chance of winning this deal - potentially a huge deal. I said "I love this guy. He's an open-book. He openly told me budget, stakeholders, timeframe, decision makers. I think he'll be a great champion." To which one of our SDR's (🧙‍♂️ Jacob Partington I believe) responded... 🚩 "Right, but this is a friendly, open, straight-to-the-point guy by nature. So chances are, every other AE at our competitors feel exactly the same way". There and then, I remembered I don't have a champion at all. You don't have a champion until that person has told you 'I am all in on this. You are the right fit for us. Lets work together to get this in'. What are the key things others look for in champions?

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Sales Lessons from Gareth Southgate and England at Euro 2024 ⚽   Anyone in sales or sales enablement knows the feeling. One minute you're celebrating a smashed quota, feeling like you're unstoppable 💪 The next, you're staring at a spreadsheet of missed targets, questioning every sales tactic you ever learned. It's a rollercoaster and sometimes it feels like the freefalls are never ending. 😭   This emotional pendulum swing reminds me a lot of Gareth Southgate and the England team so far at Euro 2024. Remember the heat he took after some shaky performances? The pundits were calling for his head, questioning every decision. Tactics? ❌ Lineup? ❌❌.   Then, Southgate did something bold yesterday. He subbed out his captain, Harry Kane, for a player, Ollie Watkins, that played ZERO minutes in the entire tournament. 😱 😱 A gamble some might say, but a gamble that paid off in spectacular fashion – Watkins bagged the winning goal against the Netherlands!   The lesson here? Even when the pressure's on, and the critics are circling, stay true to your strategy. Just because someone hasn't had their big moment yet doesn't mean they can't be your game-changer. So, the next time you're feeling like you're at the bottom of the sales well, take a deep breath, dust yourself off, and remember: 💠 Believe in your process. You got this far for a reason. Keep refining your approach, and the results will follow. 💠 Don't be afraid to make bold moves. Sometimes, shaking things up can lead to breakthroughs. 💠 There's always an "Ollie Watkins" out there. New ideas and approaches can come from unexpected places. Stay the course, and never lose sight of your self-belief. Let's go!!

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Stop obsessing over OTE on its own. It's a vanity metric that doesn't really matter if loads of other factors aren't on point. I know a lot of AE's ''on €160k OTE'' who just earn their base salary. The achievability of the OTE and the impacting factors do matter: - Quality of leadership - Training & Coaching - Product Market Fit - % current team on target - Saturation of the sales team - Bonus Structure OTE is an important aspect of course, but all A players I speak with don't give much importance to the OTE figure on its own.

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Here’s exactly why SDRs Bid Farewell to Their Roles 👇 Ever wondered why talented SDRs choose to seek new opportunities? Here’s a few common reasons: 1. Limited Growth Opportunities: SDRs are HUNGRY for growth, both personally and professionally. 2. Burnout: The hustle of the sales grind can sometimes lead to burnout. Without proper support and work-life balance, it can lead to feeling drained. 3. Disconnect with Company Culture: Company culture plays a significant role in job satisfaction. If there's a misalignment between personal values and organisational ethos, it might be time to part ways. 4. Compensation Concerns: Money talks. If compensation packages don't match the effort and results SDRs put in, they may be tempted to explore other options. 5. New Challenges: SDRs thrive on challenges and crave opportunities to learn and grow. When roles become monotonous or lack variety, they might look to move. If any of these reasons sound familiar you should check out @Timberseed for our latest opportunities! 💡 #SDR #Sales #EmployeeRetention #CareerGrowth

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Economic Shifts and Staffing Strategies: PageGroup's Q1 Earnings Insight! PageGroup plc's recent announcement of a 12.8% decline in gross profit to £219.7 million underscores a continued downturn in the staffing sector, particularly within Continental Europe. This trend of declining profits has extended from the end of 2023 into the first quarter of 2024, with trading conditions in Asia, the UK, and the US showing no signs of improvement. The company’s struggles reflect broader economic uncertainties impacting client and candidate confidence, leading to longer hiring times, especially in permanent recruitment. As an economist specializing in temporary labor markets, it's crucial to note the shift in recruitment dynamics highlighted by PageGroup. The decline in permanent recruitment gross profit by up to 18.6% and a lesser but significant drop in temporary recruitment profit signals a strategic pivot in the labor market. Businesses are increasingly favoring temporary staffing solutions amidst economic uncertainty, offering them the flexibility to adjust workforce sizes without bearing the heavy financial commitments tied to permanent hires. This trend is vital for staffing firms and professionals to monitor, as it suggests a potential growth area in the temporary staffing sector despite overall market contractions. For staffing agencies, the challenge lies in adapting to these shifts by providing more agile and responsive staffing solutions that align with the evolving needs of businesses facing economic pressures. Furthermore, the reduction in staff headcount at PageGroup, though slower than in 2023, reflects a cautious approach to operational scaling. This strategy might be prudent for other firms in the staffing industry to consider, focusing on lean operations and strategic flexibility to navigate uncertain economic terrains effectively. #Economics #StaffingIndustry #TemporaryStaffing #LaborMarketTrends #PageGroup

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‘We need an SDR who has at least 12 months SDR/BDR experience at a SaaS company’. This is a common hiring trend I still see right now and whilst indeed, someone with that experience may work out for you and I understand the logic, there are a few potential flaws I wanted to share about that expectation/requirement that may be preventing you from hiring your next superstar... 1. A great SDR will generally be promoted after 12-18 months in the role 📈 2. More experience = more expensive 💰 3. Many of the best performing SDR’s we see are those with as little as 6-12 months sales experience from sectors such as customer service, retail & hospitality 👊 4. Motivation > Experience. A poorly motivated SDR with a high skill level rarely works out 🤔 Confident in your leadership, enablement and product? Hire someone on motivation. Use the interview process to qualify their basic skill set, appetite to put in the work required and aptitude for learning and developing over and above their current skill level as an SDR ✅ Hiring someone with 12 months SDR experience may work for you and I’m not trying to communicate that they are bad candidates, but when you actually consider what makes an excellent SDR, this requirement may be holding you back from hiring your next pipeline building king or queen 🙌 Always curious to learn from SDR leaders. What are some of the experiences of the best SDR’s you’ve hired?

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‘We need an SDR who has at least 12 months SDR/BDR experience at a SaaS company’. This is a common hiring trend I still see right now and whilst indeed, someone with that experience may work out for you and I understand the logic, there are a few potential flaws I wanted to share about that expectation/requirement that may be preventing you from hiring your next superstar... 1. A great SDR will generally be promoted after 12-18 months in the role 📈 2. More experience = more expensive💰 3. Many of the best performing SDR’s we see are those with as little as 6-12 months sales experience from sectors such as customer service, retail & hospitality 👊 4. Motivation > Experience. A poorly motivated SDR with a high skill level rarely works out 🤔 Confident in your leadership, enablement and product? Hire someone on motivation. Use the interview process to qualify their basic skill set, appetite to put in the work required and aptitude for learning and developing over and above their current skill level as an SDR ✅ Hiring someone with 12 months SDR experience may work for you and I’m not trying to communicate that they are bad candidates, but when you actually consider what makes an excellent SDR, this requirement may be holding you back from hiring your next pipeline building king or queen 🙌 Always curious to learn from SDR leaders. What are some of the experiences of the best SDR’s you’ve hired?

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‘We need an SDR who has at least 12 months SDR/BDR experience at a SaaS company’. This is a common hiring trend I still see right now and whilst indeed, someone with that experience may work out for you and I understand the logic, there are a few potential flaws I wanted to share about that expectation/requirement that may be preventing you from hiring your next superstar... 1. A great SDR will generally be promoted after 12-18 months in the role 📈 2. More experience = more expensive💰 3. Many of the best performing SDR’s we see are those with as little as 6-12 months sales experience from sectors such as customer service, retail & hospitality 👊 4. Motivation > Experience. A poorly motivated SDR with a high skill level rarely works out 🤔 Confident in your leadership, enablement and product? Hire someone on motivation. Use the interview process to qualify their basic skill set, appetite to put in the work required and aptitude for learning and developing over and above their current skill level as an SDR ✅ Hiring someone with 12 months SDR experience may work for you and I’m not trying to communicate that they are bad candidates, but when you actually consider what makes an excellent SDR, this requirement may be holding you back from hiring your next pipeline building king or queen 🙌 Always curious to learn from SDR leaders. What are some of the experiences of the best SDR’s you’ve hired?

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‘We need an SDR who has at least 12 months SDR/BDR experience at a SaaS company’. This is a common hiring trend I see right now and whilst indeed, someone with that experience may work out for you and I understand the logic, there are a few potential flaws I wanted to share about that expectation/requirement that may be preventing you from hiring your next superstar... 1. A great SDR will generally be promoted after 12-18 months in the role. 2. More experience = more expensive. 3. Many of the best performing SDR’s we see are those with as little as 6-12 months sales experience from sectors such as customer service, retail & hospitality. 4. Motivation > Experience. A poorly motivated SDR with a high skill level rarely works out. Confident in your leadership, enablement and product? Hire someone on motivation and attitude. Use the interview process to qualify their basic skill set, appetite to put in the work required and aptitude for learning and developing over and above their current skill level as an SDR. Hiring someone with 12 months SDR experience may work for you and I’m not trying to communicate that they are bad candidates, but when you actually consider what makes an excellent SDR, this requirement may be holding you back from hiring your next pipeline building king or queen. Always curious to learn from SDR leaders. What are some of the experiences of the best SDR’s you’ve hired? David Wilkins curious on your thoughts along with the SDR Leaders of EMEA!

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You learn more from failures than successes, so every rejection you get should make you stronger as an outbound salesperson. You have to deal with rejection everyday as an SDR. My SDRs laugh when prospects reject them at intro. Don’t let it get you down, rather let it fuel your hunger. For my and Arthur Dongho’s not-so-secret mindset tips, drop a comment or DM 🤙

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Is your shortlisting process taking too long? With countless applications pouring in, it’s crucial to streamline your approach. Discover how HR software can help you quickly identify top candidates without the hassle. In our recent guide, we discuss how to: ✅ Define essential and desirable criteria ✅ Utilise AI for unbiased screening ✅ Create a scorecard for efficient comparison Optimise your recruitment strategy today: https://ow.ly/cOui50U16n9 #Recruitment #Shortlisting #HRTips #AI

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Is your HR solution making a measurable impact on your business? 📊 Many HR managers struggle to quantify the positive effects of their HR tools. But with the right data, you can showcase the real value your HR solution brings. We recently surveyed over 350 customers across nine countries to uncover the tangible benefits of Personio. And the results are in – here’s a preview: - 31% savings on HR costs - 24% faster time-to-hire - 22% increase in employee satisfaction You can learn more here: https://lnkd.in/eNcSxdXr  #HR #HRTech #HRMetrics #HRROI #HRImpact 

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