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
Use a brag book to land that perfect job [part 1]
WHAT IS A BRAGBOOK? A brag book is a sales person’s aid used to document the success you have had in your sales career and clarify your skill sets in an organized manner. Use it as a tool to sell yourself and leave it with the interviewer so he/she will remember you! DO YOU NEED A BRAGBOOK? Absolutely, no true salesperson should interview without one! A brag book is what sets you apart from the competition and adds credibility to the claims that you make in your resume. WHAT TO INCLUDE IN A BRAGBOOK? SECTION 1: Copy of your resume SECTION 2: Brochure or information on the products you currently sell and on the history of your company SECTION 3: Achievements and Accolades Your numbers to date for every year in sales in chronological order (ytd vs. quota or plan). Any stack rankings for a district, region, or nationwide a plus Photos/copies of awards Company newsletters with your name listed in it; Recommendation letters or emails from mentors, managers or customers complimenting you on sales performance or service. Testimonials from current or past customers Performance reviews Training certificates Contests you have won Photos of you accepting awards but word to the wise, please make sure these pictures are professional. We had a candidate put pictures of herself in a bikini on her President’s Club trip. This is a DON’T! Pay stub that shows your outstanding commissions Recent college graduates can include transcripts with GPA (if 3.0 or better) SECTION 4: Research on the company that you are interviewing with (examples: articles from Fortune, Forbes, Wall Street Journal, etc) Stay tuned for part 2 where we'll cover How to Assemble Your Brag Book and How/When to Use your Brag Book. (be sure to subscribe to our RSS feed (small orange square at top right of page) and receive an email as soon as the post is published!)
Don’t get discouraged when unexpected things occur…even during a job interview!
Sarah was so excited because she was interviewing for a new job. She called me the day before to thank me again for setting up the opportunity and to assure me she was prepared. Sarah had researched the company, the people she would be meeting with, made a list of questions and had extra copies of her resume. I wished her good luck and reminded her to call me afterwards to tell me how it went. I was so happy for Sarah, she certainly had worked hard to get here. The next day I was watching the clock with anticipation for her call after her interview. When I didn’t hear from her right away I called Sarah but had to leave her a message. THE INTERVIEW She called me back later that afternoon, and sounded disappointed. Concerned, I asked Sarah to tell me about her interview....from the initial introductions to the closing. She explained how nice everyone was, but they never talked about the company, they discussed the role briefly, however, most of the questions were about her husband, where he works, her family and what they like to do in their free time. Sarah left thinking they were not interested and felt very discouraged. She thought the interview would be more structured around the position and a company discussion. I explained all companies and hiring managers are not the same. Some like to learn more about their candidates and never-the-less, I would follow up and provide her with feedback. Sarah was still very excited about the opportunity, despite feeling discouraged about the interview. WHAT HAPPENED After speaking directly with the hiring manager, I learned Sarah was their lead candidate and with her prior work experience they knew she could do the work, they were more concerned with her being a culture fit with the team and the organization. Shortly after the initial meeting, Sarah was invited back for another interview and was later offered the job! So always remember to be flexible and stay positive. What you take away from the meeting may not be what actually transpired!
What interview questions are appropriate for hiring managers
While most sales and marketing hiring managers know the do’s and don’ts of questioning through the job interview process, some walk a fine line. Hiring managers should consult with their HR (Human Resources) prior to interviewing the candidate to ensure all questions are appropriate and legal. If you do not have an HR department to consult with, err on the side of caution. Rather than asking specific personal questions, explain the nature of the available position and ask the candidate if they have any questions. Ask what may prevent the sales or marketing candidate from fulfilling the obligations of the job. For example, “what would prevent you from 50% overnight travel?” instead of asking whether the candidate is married, has children, or can’t drive. Do NOT ask about: race, religion, age, marriage, sexual orientation, marital status, weight, or anything personal. It is best to stick with the job role and responsibilities and let the candidate do the talking. Again, it's always wise to be careful about how you ask candidates questions. Do your research and be prepared - just like when you were a candidate!
Another successful hire! Account Executive
I initially interviewed Greg in 2007. At that time, he resided in Maryland. We remained in touch, and he let me know when he and his family moved from Maryland to the southwestern, mid-Atlantic region. I doubted we would be able to assist him with employment in this more remote area. Five years later, I happened to have an opportunity in that region. Though he was already employed, Greg was open to hearing about this regional Account Executive position because he did not see himself with the same company, in the same industry long term. We discussed this client, as well as the role, goals, and expectations of the job opportunity with this global firm. The company interviewed Greg, offered him the position, and he started at the end of the next month. There is so much power in relationships and networking. It had been five years since I had worked with Greg, but he kept in contact. When I did find a job opportunity that was a good fit for him, he still had access to it because of the networking relationship we maintained. Never underestimate your ability to create a strong business network. You never know how or when your relationships with others will come back to help you. Way to go Greg!