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
Building a great relationship with your recruiter
How will you get the most out of your relationship with your recruiter? You probably never gave this a second thought. You just want the position filled ASAP. Period. You probably won’t need them again anyway, as you’ll be more pro-active in your own recruiting efforts, right? WRONG. Here are the top 4 reasons you should develop a relationship with the recruiter you have selected: 1. Trust As in any relationship, there must be trust in one another to do business. You are putting trust in your recruiter to find that perfect candidate as quickly as possible. 2. Confidentiality One you have established trust, you must confide the following: what steps have been taken to fill the role, why haven’t they worked, are there underlying issues, also. Here is where you need to provide full disclosure so your recruiter can best help you in this time of need. 3. Communication This is a biggie for me. Whether marriage, family, friends, or business, communication is key to making a relationship work. Once you have provided a complete job description to your recruiter, fully discussed who would be an ideal fit, the qualities and experience needed, you must also follow up in a timely manner following an interview. Tell your recruiter what you liked or didn’t like about the candidates, address any questions or concerns you have regarding each candidate submitted and/or interviewed. This leads me to the next reason... 4. Timeliness Please be timely in your responses or feedback regarding the candidates. This applies to every stage of the recruitment process, from candidate presentation or to interview to offer and start date. We all know the saying “strike while the iron is hot”. This not only applies to your sales team, but to you as well. You should make a good impression to your candidate pool, as you are a reflection of your company. Keep in mind that each candidate presented to you will walk away from the experience with a first impression of your firm. Make that impression positive, as some day the individual you turned away could be a potential customer or client!
Do I Quit or Do I Cheat?
I recently worked with a sales candidate in transition. He had quit his job with a global corporation. When asked why he quit prior to accepting another sales position, he stated he didn’t want to cheat on his employer. He felt it unethical to interview behind their back on company time. I had to commend him for his honesty and bravery. Could his actions be perceived negatively by potential employers? Yes, they could. Sales Managers may assume he got fired or was going to get fired anyway. They may feel he was not motivated enough to find another position. The reality was quite the opposite for this sales candidate. He felt it was against his nature to “cheat” on his employer. Instead, he quit and took his time to research companies, network, and interview with several companies to determine what was the best fit. I am happy to report he is now happily employed. Whether you decide to use his approach or search for a new job while you are still working, be respectful of your employer. Your paths may cross again in the future.
How do you find the right Recruiter?
These steps are vital to your job search success. If you don't follow these steps, you will be pulling at straws and will get very frustrated in the process. By following these 5 tips, you should be ready to start your job search on the right track: 1. Target recruiters that specialize in your field, whether industry or discipline. You may google your job title and “recruiter” to get started. 2. Contact these recruiters and select those you feel best understand your needs. For example, we recruit in Sales and Marketing. If you are an Accountant, you would not be well served by contacting us. However, if you are a sales professional seeking a sales career, it would behoove you to look up sales recruiters, such as Accent. Believe it or not, many candidates blindly submit their resumes to recruiting firms without so much as reviewing their company website to see what their areas of specialty are. 3. Communication – this is a two way street. Communicate to the recruiter why you are looking and what you are ideally seeking, from both the job and compensation perspective. In return, the recruiter should communicate to you whether they are able to help you. Are you realistic with you job expectations? At this point, you should begin to have a connection with at least one of your contacts. 4. Honesty – Always… Let the recruiter know what really is going on. You should feel comfortable enough with your recruiter to provide full disclosure. This is the only way they can truly help you and be on your side. For example, we had a candidate that had something on his record. He did not disclose it to his recruiter, nor did he disclose it to the firm they had sent his resume to. He was offered the role. Only at that point did he disclose what had happened nearly 10 years ago. Ultimately, the offer was rescinded. The client felt that if he was not truthful at this point in the interview/hire process, what else did he have to hide. If you have submitted your resume or interviewed with other firms, share this information with your recruiter. This will ensure that you both are not duplicating your efforts. In addition, it gives the recruiter an idea of what interests you have. 5. Follow up – Again, this is a two way street. Is your recruiter following up with you? Are they returning your calls or emails? This applies to you as well. Are you providing updates to your own searches and interviews? Are you sharing your questions or concerns with your recruiter about each of the roles that have been presented to you? In “our” world of recruiting, we look at all of these qualities in a candidate. You, the candidate, are a representation of us. If you are lacking in any of these areas, you may have a tough time being represented. In summary, if you have a good relationship with your recruiter, the impression you leave with them will create potential future opportunities for you. Coming up….another successful hire! Candidate placed in dream job? How long did it ultimately take?
When Companies Don’t Keep Their Promises
Have you ever accepted a sales job offer, only to find it evolved into a completely different role? As a Sales Recruiter, I cannot count how many times I’ve encountered these stories from frustrated sales candidates. Whether the position was offered in writing or not, it doesn’t prevent the company from changing your role, expectations, goals, commissions and compensation plan. What do you do? Are you expected to be a team player and agree with the changes? Your first reaction may be to pack your bags and leave. Before making any quick decisions based on emotion, review your situation: • How stable is your company? • What is the average tenure of your sales team? • Are the expectations realistic? • What is the state of the economy and how does that impact your industry? • Most importantly, do you feel you could find a better opportunity elsewhere? Taking a step back and evaluating the circumstances surrounding your options is typically the best idea. Then make your decision based on what makes the most sense for you.