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
Top 5 Questions to Ask at a Job Interview
Veteran professionals are prepared for the pause in a job interview that comes right before the sales recruiter asks, “Do you have any questions for me?” Preparing for this part of the sales interview enables you to take control of the situation, appearing informed and interested in your potential employment. These five questions can help you win that new job. 1. How would you describe the ideal candidate? This allows your sales interviewer to imagine you in the job they describe. It’s also a great way to highlight your relevant talents and work experience by connecting them to the interviewer’s description. 2. How does this position fit into the company’s long-term plans? This question opens the table for discussions about not only your position, but also overall business strategy. If you are uncomfortable with asking such straightforward questions, it can help to use permission-based phrases such as, “May I ask…” 3. How might you define “success” for this position? Asking about success in the sales position for which you are applying helps to unearth what it looks like for not only your hiring supervisor, but also the company in general. This question can also reveal what kind of boss you might have in this position, whether that person is a micro-manager or operates under a hands-off approach. 4. What can I do for you as follow-up? This lets you know what you can do to increase your chances of getting an official offer. It also lets your interview know that you’re trying to help them. Today’s employers look for people who are genuinely enthusiastic about working for their organizations and who are proactive in affecting the outcomes of their interviews. 5. What’s the salary range? This is an interview question to ask with caution, but bringing it up also shows confidence. By couching a query about salary with phrases such as “While money is not my main motivation, what range of salary would this position offer?” you also demonstrate character. While it isn’t wise to negotiate until after an official offer has been extended, asking about salary does let your potential employer know you’re serious about working for them. Good luck!
Job References that mean something
You made it to the final stage of the sales position interview process – the job offer. Congratulations! But wait…you are not yet ready for your first day in that new sales job. Your offer is pending a successful background screening and reference checks. Here are some helpful tips to get you closer to your start date: Provide full disclosure on your job application. This includes: dui, misdemeanor, felony, etc. Blank spaces on applications are a red flag. Include reference letters, testimonials, or letters of recommendation with your application. Include college transcripts or proof of college education When providing references, it may be helpful to include the following: Former managers (direct reports) Sales customers or clients that you developed and managed Project managers/indirect reports that can attest to your abilities and drive It may be helpful to ask your job references to refer to a specific sales challenge you were able to overcome. I've seen a candidate have his job offer rescinded after not fully disclosing he had a misdemeanor several years ago. It wasn't due to his misdemeanor, but the fact that he was not honest on his application. Do not provide friends, family, or colleagues as references. In a sales environment, your new manager will want to see references that have first hand knowledge of your sales abilities, are able to share your successes and challenges, see how you work under pressure, and how you overcame obstacles. Best piece of advice – get job recommendations or testimonials in writing on their company letterhead. This is something you can include in your brag book and will remain with you throughout your entire sales career.
Should I Put My Picture on my Résumé?
Creating a compelling résumé is one of the most challenging aspects of the job search. Ideally, your résumé can be tailored to each job to which you’re applying and should be no longer than one page. Many people inquire about whether or not they should include a photo with their résumé when sending in application. Experts have long claimed that there’s a hard and fast rule not to include a photo on your résumé. In this blog, we’re going to talk about the reasons why you’ve been told not to include a picture, and also some of the new advice counteracting that. Unless the job for which you’re applying specifically asks for your picture, it’s often best not to include it. Photos actually put potential employers in an awkward legal spot, and in most cases experts say that they’ll choose to throw your résumé away in order to avoid any issues that may arise. Submitting a picture along with your résumé has often been cited as something that causes glitches in ATS (Applicant Tracking System), a résumé scanning technology. While this is entirely possible, photos aren’t the only thing that can crash those systems; logos and other designs can also cause malfunctions. As long as your résumé is simple and not too crowded, a photo shouldn’t be an issue for the system. Including a picture is often cited as unprofessional and naïve. It can seem a little overzealous. More to the point, in this age of technology potential employers are perfectly capable of viewing your social media profiles and seeing the pictures that are public on those profiles. Many employers check LinkedIn profiles as well as the more informal social networking sites, and they will easily be able to view your picture from those sites. So should you include a photo with your résumé? While the rules aren’t quite so cut and dry anymore, it’s still better to ere on the side of caution. Allow your résumé and your qualifications to stand out by themselves, without a photo. If and when potential employers check social media sites, they can view appropriate pictures there.
Honesty is the best policy
We have always been taught that honesty is the best policy. The same goes for interviews and selling yourself for a potential job offer. I recently interviewed a candidate who was familiar with my client, although he denied ever applying or interviewing with them in the past. It’s our policy to do research on candidates and, in mine, I found that he had done both! Though it’s not clear why this candidate chose to lie about his knowledge of my client, his dishonesty burned bridges with both the sales organization and with the recruiter. Not only is honesty the best, most ethical policy, but dishonesty demonstrates a lack of sincerity and genuineness to a recruiter or potential employer. If a candidate lies about one thing, what else could they be lying about? Getting caught in a lie results in a lack of trust, which could easier cost a candidate the job opportunity or representation with a recruiting organization. Being transparent with recruiters and potential employers will improve your chances of finding a job that’s the perfect fit for you. This dishonest candidate’s behavior resulted in a sour relationship with those who might otherwise have been interested in working with him. Leaving a positive impression will get you further in the long run. Moral of the story—always be honest!