Welcome to Accent Professional Recruiting
Accent Professional Recruiting specializes in the recruitment and placement of only the highest quality candidates within Sales and Marketing related professions across a variety of industries throughout the country.
Specializing in Sales and Marketing
We are proud to offer over 35 years of executive search experience, and are dedicated to offering you reliable, consistent and personalized service. We know what it takes to be a Top Producer!
Our reputation for outstanding service is due to evaluating both the candidates and employers needs on a personalized, individual basis. In addition, Accent is SWaM (Small, Woman and/or Minority-owned business) certified.
Frequently Asked Questions
Be Careful Who you Choose to be a Reference
Many job candidates who are looking for a new career opportunity are currently employed. Most do not want their current employer to know that they are looking for a new job. So be careful who you choose to use as a reference…. Being a reference involves a certain level of confidentiality. If you are unsure whether a potential reference is going to breach that confidence, DO NOT use him/her as a reference. Yes, he/she may be able to give a glowing review of your professionalism, work conduct and ability to excel in any position, but if you cannot trust that individual, find someone else. Case in point, I had a former candidate, Katherine, who used a colleague as a reference. When that colleague was called, he went immediately to Katherine’s boss and told him what happened. Katherine was confronted by her boss and ultimately ended up losing her job. Regarding the type of references, most firms are seeking professional references, not character references (or those from friends and family.) These professional references can be prior managers, prior customers that you were held responsible for, or team leads, supervisors, etc. You may have an established list of references to use as needed. Each time you are at the point where a potential employer asks you for those references, call each reference and let them know that they may be contacted. Ask them again for permission to use them as a reference. It is best to make sure everyone is fully informed about the situation.
Why pay recruiter fees?
This is a question that comes up occasionally, so we at Accent Professional Recruiting felt it time to explain to both clients and candidates the purpose or recruitment fees. We are in a service oriented business that operates much like the real estate industry. There are no service fees incurred until there is a successful sale. In our case, this does not transpire until a job candidate is successfully hired by our client. The job recruiter fees charged stem from a variety of services provided. We assist client with job descriptions We coach candidates throughout the interview process from initial interview through offer & acceptance We provide knowledge in our industry We work with contacts, networking, sourcing, We handle screening, interviewing We help check references We help with interview prepping We assist and advise regarding offers/counter-offer negotiation And we debrief both parties on what's happening This is time that cannot be recovered. There are no guarantees that we will successfully place the candidate with the client. After all, our greatest competitor is our client. At any given time, our client may hire a referral or status of the role could change. There could be a hiring freeze or someone could be promoted from within. There are many scenarios which we have no control over. I want to point out that the most important reason a company would consider paying a recruitment fee is that our role as Recruiter is to find the best talent available before the client has a need. We are not just posting on job boards, seeking only those candidates that are actively looking. We are reaching potential candidates that are not looking, yet would be interested in hearing about a role that is potentially better than where they are now. There is no way a company can be pro-active in this regard. This is our job… we live and breathe recruiting and we love it!
Use a brag book to land that perfect job [part 2]
(Need to know what a brag book is? Whether you need one? What to include? check out Part 1 here) HOW TO ASSEMBLE YOUR BRAG BOOK First you will need a three ring binder or sales pitch book broken out into sections for each sales position that you have held. Then you will need to gather all of the data to include in these sections. For those of us that save everything, this is an easy task; however, it might take some digging/phone calls for others. You want as much tangible evidence as possible. You might also want to highlight points on each page that you insert to make it easier to read for the hiring manager. HOW/WHEN TO USE YOUR BRAG BOOK Always, always, always have your brag book with you and refer to it when discussing your past successes. Remember to practice using your brag book and know where all of the information is located. It's not a good idea to fumble around looking for things when you are trying to impress. Also, please keep in mind some things are overkill. For example, I have a candidate that took every plaque and trophy he had received to an interview and laid them out on the conference room table. Unfortunately, the employer did not move forward with him! Word to the wise, play it by ear and if they interviewer seems interested then keeping bragging otherwise sometimes less is more. The brag book should be used a support tool but don’t rely on it to answer the interviewers questions. Do you use a brag book? Tell us about it and how it helped in your job search!
WHAT TO BE…. OR NOT TO BE AS A SALES PROFESSIONAL
There are many ways to describe a successful sales professional, whether you are a sales rep or sales manager. Here are some characteristics that come to mind: * Confident, yet not cocky * Self assured, but not arrogant * Polished, but not transparent * Friendly, approachable, and genuine, yet not fake What additional attributes would you consider pertinent to be successful in a Sales career?