In the search for top talent, employer branding has increasingly become is a key component of any good recruitment strategy. Particularly in the tech sector, where there is a shortage of skilled talent, companies can no longer simply rely on databases and candidate tracking systems. Well-qualified candidates have choices, they know they can shop around for the best placement.

In order to attract the best talent, you have to make certain that candidates arrive at interviews pre-disposed to working for you, and one of the best ways to achieve that is to make certain your employer branding is up to date and reflective of your company culture.

Here are 5 Strategies for updating your Company’s branding

1. Culture Is Key

Millennials, unlike previous generations, are looking for a work experience that places a high value on their overall well-being. And in the search for a placement, they are willing to accept lower pay in exchange for an employer that puts the focus on professional development, performance recognition, clear communication, loyalty, and respect. In other words, they are looking for a satisfying work/life experience.

Companies that fail to create a culture geared toward employee engagement and satisfaction are finding that they suffer higher turnover rates. In fact, 80-90% of employees (not only millennials) who have left a position, report it was due to a clash with company culture or management. Or, to put it in a more positive light, engagement leads to better performance and increased loyalty. And since your employees are your best brand ambassadors, you must focus on creating a satisfying work experience.

So how do you do that?

2. Set Clear Expectations 

If you haven’t already, develop a robust and honest picture of what it takes to be a successful employee. Showcase in your branding the skills and talents you are looking for while painting an accurate, yet enticing picture of the work-life you offer. In order to attract relevant talent, (and talent that’s invested in working for you for the long term) make it clear what it is you offer, be it flexible hours, a specific technology you work with, diversity, etc.

3. Give Your Employees A Voice

Offer your workforce outlets to tell their stories. Feature employee profiles on your website, blog and/or newsletter. Celebrate their achievements and big wins, showcase their talents. In other words, put a spotlight on the individual, not the position. By encouraging employees to act as “brand ambassadors” in social media you’re not only engaging your target audience, you’re also letting it be known that employees are thriving and are valued.

4. Foster and reward innovation. 

Rather than seeing workers who challenge parameters, as a threat, create incentives for intrapreneurs. Always give credit where credit is due and be certain to include employee created innovations in your branding materials.

Just as you offer training and opportunities for education, leaving room for employee-led innovation is a powerful way to demonstrate that you are not only investing in your employee's futures, but you also make it clear to candidates that there’s room for growth.

5. Test It

Once you’ve looked at these areas, you want to be certain to test it. There’s no point in creating an employer brand that is not reflective of the actual work-a-day culture. In order to make sure that your branding matches the actual experience of employees, poll them on their perception of your brand:

• Does their experience match the brand you are touting?
• If not, how does it skew? What are you missing/ under-representing?
• Do they feel valued?
• What percentage of your employees would recommend their friends come work for you?
• Are they invested in the company’s success beyond their paycheck?

And on the Candidate side:

• Are your job postings garnering the right kind of candidates?
• Does the interview experience match what was promised?
• Do new hires complain that the company culture they were sold on is not, in fact, what they find in the day-to-day work experience?

If the answers to any of these questions are not what you are hoping to hear, then chances are you’re putting out a skewed picture of your business, and need to align the actual experience with how you represent your company culture.

All of this is by way of saying, it’s important to present your business as you are, not as you hope to be, or wish to be one day. As in all things, by being clear, transparent and honest, you are ensuring that the right kind of talent will be attracted to come work for you.

As a job seeker, ready to return to work after a hiatus (either planned or involuntary) accounting for a gap on your resume can be daunting. But whether you’ve been out of the job market for a few months or more long-term, there are a number of things you can do to ensure that prospective employers view your hiatus as time well spent, rather than damaging blank space in your work history.

4 Ways to Make the Most Of an Employment Gap

1. Be Honest About Your Employment History

As much as you may want to try to make an employment gap disappear when getting back into the workforce, you must embrace it and fill the gaps. You are much better off explaining gaps in employment than trying to make believe it never happened. 

If for example, your hiatus was devoted to raising children, include it as such on your resume: 2014-2019 Time off to take care of a sick family member, etc. Be clear and honest, and know that having taken time off doesn’t make you a less valuable employment prospect.

2. Highlight Volunteer Work

It may be tempting to minimize the impact volunteer work may have on your career, but if you step back, you'll see that you gained valuable skills and experience by working with a non-for profit institution or school. 

By highlighting this experience you are showing hiring managers that you are willing to use your skills to be a positive force in your community, that you are passionate about certain causes, and you are engaged in building new skill sets.

Don’t forget to avail yourself of those connections you made when volunteering when you’re looking for your next position. Even if they are not able to help connect you with prospective employers, they can write recommendations for your LinkedIn profile and provide you with endorsements.

3. Keep Learning 

Employers will be less apt to balk at a gap if you’ve been busy working on your education. And understand this is not a bias that’s limited to University or degree work. Take the time during your hiatus to get current with certifications and training and learn new skills. Employers will see you’ve been dedicated to keeping your skills sharp, and are returning up to date with the latest trends in your sector.

4. Practice Your Story for Job Interviews

When it comes to the job interview, you need to be able to explain your hiatus in a way that allows you to be seen as an exciting prospect. Don't fall to the temptation to apologize for your hiatus. All that's called for is a concise explanation to help remove any doubts about your readiness and appeal to a potential employer. Know what you have to offer and be ready to voice it in just a few sentences. Understanding how to tell your story may take some time and practice, but it will deliver dividends when you are pitching yourself for a job.

Practice telling your story with both friends and people who don't know you so well - it will help strengthen your pitch and work out any hesitation or weakness.

While there may be a pervasive bias against people who have left the workforce for a hiatus, how you handle it can make all the difference in your job search

If you’re ready for to end your hiatus, or are looking for a new job, contact one of our recruiters here at J.Patrick & Associates. We are an Executive Recruiting firm that focuses on Executive Management, Sales, Marketing and Technical roles within Information Technology markets. We have over 20 years of experience recruiting in every aspect of AV/VTC/UC, Application, Storage, Information/Network Security, Mobile Technologies and Telecommunications.

The American workforce can be described in many ways: driven, diverse, tenacious and dedicated. It can also be described as incredibly stressed out!

Taking time off is not something Americans do well. In fact, according to a 2014 survey conducted by Project Time Off, 41% of Americans did not plan to use their vacation days. 

Among the reasons cited in the survey were: 

• A fear that they’d return to a mountain of work that would leave them playing catch-up for too long (40%)
• Could not afford to take time off (33%)
• They don’t want to appear replaceable (22%)
• Want to show greater job dedication (28%)

All these reasons are perfectly logical. But they are also incredibly flawed. There are several key reasons taking your vacation time actually enhances your chance for advancement.

5 Key Reasons to Take a Vacation

1. Everyone Needs To Recharge 

There’s only so long a person can keep performing at the peak of their abilities without time to rest, recover and regroup. If you need inspiration, you need to look no further than at how elite athletes use rest to enhance performance. Just as they must be careful not to overtrain least they suffer from burnout and staleness, so too must the dedicated employee. And burnout doesn’t only affect your mood, the health implications are real.

In order to remain healthy, productive and effective you have to learn to step back to recharge. Just like a car battery, you’re valuable only as long as you’ve got a full charge.

2. Creativity Needs to be Fed 

Even if you’re not a fan of musical theater, chances are pretty high that you’re familiar with the phenomenon that is Hamilton: An American Musical. And if you’ve heard even one interview with the show’s creator, Lin-Manuel Miranda, then you know that he was inspired to create the show after reading Ron Chernow’s biography of Alexander Hamilton, while on VACATION. What Miranda thought would be an interesting beach read, turned out to be the seed for an amazing creative breakthrough. 

For a business-related example, you need to look no further than Kevin Systrom, who dreamed up the idea for Instagram while laying on the beach. Now, I’m not suggesting that taking a vacation will lead you to write the next great American musical or the next disruptive tech idea,  but there is an important lesson to be taken from these examples. Allowing yourself time away from the demands of the office, deadlines, and day-to-day business makes room for your mind to wander. Science has given us very convincing insight into the virtues of daydreaming, and the impact it has on creativity. It’s your ideas that make you stand out at work; give yourself the time and space to dream some new ones up.

3. Build Alliances 

Relationships are everything in the workplace. No matter where you are on the corporate ladder; trust, faith and cooperation among team members are key to success. And just as one weak link can threaten the entire chain, so too can one burnt out, exhausted, running on empty, employee. 

By taking vacation days you are not only taking care of yourself, but you are also presented with the opportunity to enhance the bond you share with your team. Planning coverage, or training someone up to watch your desk fosters cohesion and cooperation.  A word of warning here: if you don’t feel like you can trust your co-workers or manager to insure things run smoothly, it might be time to look for a new placement!

4. Appear More Productive

Project Time Off found that “People who take all their vacation days have a 6.5% higher chance of getting a promotion or a raise than people who leave 11 or more days of paid time on the table.” While this may fly in the face of conventional logic, the reason is simple: managers perceive happy employees as more productive. 

Now, this isn’t to say that taking vacation time is a magic salve guaranteed to fix everything that ails you, but it can give your brain and your body important time to recuperate and gain some new perspectives.

5. Financial Benefits

If nothing else can convince you, not taking time off means that you are spending those allotted days working for free. You may be the most dedicated employee or the hardest working team member who doesn’t think twice about working overtime in order to get the job done, but if your boss flat out asked you to work without compensation for 10-12 days a year, would you?

If your goal is to get ahead, get that promotion, prove yourself a great employee: you owe it to yourself, your co-workers and your boss to take time off, feed your creativity and rest your body.

“There is a zero-percent unemployment rate in cybersecurity and the opportunities in this field are endless” - Robert Herjavec, CEO at Herjavec Group

Cybersecurity Ventures predicts there will be 3.5 million unfulfilled job positions by the year 2025. Due to the dramatic rise of cybercrime, the malicious malware epidemic, and the increasing amount of severity attacks on consumers, businesses, and government institutions; cyber security is predicted to cost trillions of dollars annually by 2025.

In essence, bad news for the security of our information is good news for sales engineer employment. And where there's a boom, there's a demand for talent. One field that's feeling the full effects of this expansion is cybersecurity sales engineers.

Cyber Security Sales Salary

With an increase in cyber security sales engineers, demand comes an increase in salary range. In 2022, the average American Cyber Security Sales Engineer's salary was between $80-$150K, with experienced professionals averaging over $120K. And in an environment where talent is at a premium, and the demand is outpacing the supply; candidates who are in the job market often are fielding competing offers, as well as counter-offers from their current employers.

Cyber Security Sales Engineer Path

What the increase of hiring means is, if you're in cyber security presales, you have the opportunity to exercise agency over your career by taking the offers that you feel stand to most enrich and add value to your career trajectory.

Hiring Managers

If you're a hiring manager charged with hiring cyber sales engineers, you already know that the competition for talent is fierce. You also know that you might have to push your budget to get the level of talent you need to keep your company's and/or your customer's data safe. And you probably also understand there's tremendous value in interviewing candidates even when you don't have an immediate opening. But there are a few other key issues to keep in mind.

Lose the Checklist

When you're faced with a competitive market and top talent comes at a premium, you have to be willing to look beyond your checklist. The best candidate may not carry all the certifications you want to see, or they might carry ones you never considered important. They might come from a different sector or not have the years experience you're looking for, but the overabundance of open cyber security sales engineer jobs needs to be filled. This means that you need to develop a technique for evaluating the kinds of non-technical skill sets that will stand you in good stead when making a hiring decision.  

Understand the Power of Soft Skills

As the bridge between the technology and the customer, a sales engineer's ability to manage and communicate effectively with customers needs to be a prime consideration. Since they are in daily contact with customers, they are your eyes and ears in the field, and having someone who is an agile communicator of human experience (as well as technical expertise) is invaluable to you. While you will directly experience a candidate's interpersonal aptitude in an interview, you can also ascertain the nature and extent of their skills by having them complete a respected psychometric exam like the O.C.E.A.N./Big 5 personality indicator.   

Hone Your Game

And speaking of soft skills, in order to attract the best talent, you need to have a company culture in place that both values and invests in their employees. We already know that the best retention and recruiting tool is to make employees and candidates feel valued. Determine what your ideal candidate would need in order to feel like a valued member of your team and actively develop those aspects of your business. Always keep in mind that--now more than ever--the proverbial "ball" is in candidates' courts. Top talent will carefully weigh the prospect of working on your team against that of working for your competitors.  

When you're hunting for top talent in a crowded field, always make sure that you have the best position on offer.

Looking for a cyber security sales engineer to join your sales team? Click Here, and a recruiter will reach out to you within 24 hours.

Are you looking for an account manager, pre-sales, post-sales, systems engineer, sales executive, sales manager, solutions engineering, or either security systems or security services position? Click Here and search our current openings!

You contract an executive recruiting firm for the benefit of their expertise with top talent and the quality of their relationships. You know working with recruiters may cost you more than your in-house HR department, but they're worth the price. But, just as there is no such thing as one-size-fits-all hiring practices, there isn’t just one engagement model.

Knowing the difference between contingency search, retained search and the new, innovative option known as the hybrid recruiting model, can mean the difference between making the right hire and losing time and money on an unproductive search.

3 Recruiting Models

CONTINGENCY SEARCH

You're No-Risk Option.

Signing a letter of agreement for a contingency search is binding only IF the search results in a hire. Yes, you’ll have agreed to a percentage of the closing salary, but if the recruiters don’t bring you the A-level talent you’re seeking, then the search doesn't cost you anything. You’re not bound by an exclusivity agreement and can work with multiple search firms at once. And most firms offer a guarantee period, anywhere from 30-90 days. The recruiters carry all the risk- if they don’t deliver, you don’t pay.

But Nothing Is Truly Free.

The contingency recruiter search process can often be costlier, carrying higher percentage fees. And what you might not get is fully-dedicated resources or the full force of the search team’s focus to fill your positions. With no guarantee of payment, a contingency search firms will only dedicate so much of their time and resources to your search.

RETAINED SEARCH

We’re There For You.

There are some hires, such as C-level suite and marketing manager level positions, that are just too important to leave to chance. You need a focused search dedicated to building your team. When you engage a recruiter in a retained search, they’ll be looking not only for the candidates with the right resumes, but also mining for hidden talent -- candidates who are primed to take on new challenges but may fly under the radar. This is where the recruiter’s reach and relationships come into play. You get all their time and attention focused on your search by paying them an exclusive, pre-determined percentage of the final salary. Usually payable in three installments (1/3 at the time of engagement, 1/3 at an agreed-upon point in the middle of the process, and the last installment rounded out based on the actual salary). With a retained search consultant model, you know your money is hard at work for you.

What Will It Cost You?

Retained searches are structured to mitigate the risk for both you and the recruiter. However, in the event that the search does not end in a successful hire for either internal or external reasons, that first 1/3 of the fee is non-recoverable - though many firms will apply it to a future search. This is the time to work with a search firm whom you trust and who has a solid, long-standing reputation in your business sector.

THE HYBRID RECRUITING MODEL

Quality Service At A Discount.

You need quality talent, and you need it fast, but you’re not looking to pay premium recruiting fees. You may be a start-up needing to fill out staff, or an established firm looking to test the waters with a new recruiter. Either way, the Hybrid model may be the perfect solution for your staffing needs. You’ll pay an engagement fee, but in exchange for a small outlay at the beginning, you’ll get treated like a retained client AND you’ll pay a discounted rate. The upfront fee is deductible from the final percentage based on starting salary. Think of it as a down payment. Recruiters like it because they get a targeted search that’s more than likely to end in a hire, and you get exclusive service at a discount.

Is There A Downside?

Sure there is, but it’s pretty slim for you. The only way your engagement fee won’t go to work for you is if the recruiting firm can’t fill any of your staffing needs within the agreed-upon specified time, and even then the fee can be applied to a future search.

There are, of course, other models for engagement, solutions that are tailored to special needs, such as filling out a new branch or for contracting short-term hires. If you find yourself faced with one of these situations, talk to your recruiter and explore what works best for you.

What is an AV Technician?

According to Study.com, “Audiovisual technicians set up, operate, maintain and repair equipment used to enhance live events, such as microphones, video recorders, projectors, lighting and sound mixing equipment. They record meetings and presentations with video cameras, operate spotlights, adjust amplifiers, coordinate graphics used in displays and provide technical support for teleconferences, webinars, and distance-learning classes. Technicians may also edit, copy and store videotapes and DVDs, track inventory of equipment and order supplies.” 

With this being said, a study conducted by InfoComm states the next three years will be a time of consistent growth for both AV sales and service sales worldwide. This is an industry that has seen a consistent growth rate of 3.10% per year since 2004. Accordingly, the demand for well-qualified AV techs is expected to continue to rise at an expected 15,000 new jobs each year.

Looking for a new job in the Audiovisual Industry?

How Much Does an AV Technician Make?

With a full-time audiovisual technician making a median salary of $55,671, an AV technician with a few years of experience can expect to earn between $48,000-$66,000. Similarly, a part-time audiovisual technician can bring in anywhere from $15-$30 an hour depending on experience.

The beauty of many of these jobs, unlike many in the IT sector, is you don't need a raft of previous experience, hefty certifications or specialized degrees to enter the field.

Here's what you need, and what you can expect from a career in this field:

How to Become an AV Technician:

• A high school degree is necessary, however a bachelors degree will certainly be helpful but is not always viewed as vital
• A good facility with technology- this could be as simple as a strong working knowledge of consumer goods (TV/DVD Players/Game Systems) as well as a degree of comfort with cable-ing and connection conventions.
• Working knowledge of electrical safety. Again this can be as simple as understanding the fundamentals of rewiring, grounding and wiring outlets.
• Experience in either music, theater or other live events can be helpful. (Did you volunteer with a local community theater and help setting up audio equipment? Perhaps you played in a band or are your family's go-to-guy for all issues with TV and accessory set up.)
• Any kind of facility with AV equipment will serve you well, but the real key quality you need is the drive to keep learning.

What is a Typical AV Technician Job Description:

Regardless of the vertical, you find yourself working in (Video, Audio) or the sector the company serves (consumer, commercial, industrial) most job descriptions will include the following requirements:

• Install, set up and adjust audio-visual equipment on site
• Test equipment for faults then repair
• Train customers on operation and basic maintenance
• Perform routine checks and maintenance of equipment
• Troubleshoot problems in the field
• AV technician is responsible for being team members
• AV technician needs to learn their particular audio visual systems

(There will also be different audio visual technician skills recommended based on the job.)

Looking for the Perfect AV Candidate?

The Typical AV Technician (OR NOT!):

While there might be the typical job description, that doesn't mean there is such a thing as a typical AV technician. AV techs hail from a variety of backgrounds and experiences. Some come from the music industry, others from entertainment, while still others are attracted to the field as a way into the larger IT world. Whatever direction you're approaching the field from you ought to have the following:

• The desire to travel and to be exposed to a wide variety of environments. One week you might be working in a school and the next week you might be installing a video wall in a retail environment.
• Flexibility and creativity to troubleshoot on site.
• Good communication skills for both reporting to managers and supervisors as well as being able to field and manage customer concerns.
• A passion to create cool stuff.

The beauty of beginning your career in AV/IT if you become an AV technician is that working in the field can prepare you for a variety of roles down the road. And with new integration opportunities blossoming all the time, AV/IT shows no sign of slowing any time in the future - neither will your career!

Lastly, know there are many different names for AV Technicians. Some of which include, AV Installer, AV Specialist, AV field engineer, AV customer engineer, etc.   

Sound like you? J.Patrick & Associates has multiple AV Industry Jobs which we encourage you to check out!

Looking for a project engineering, audio engineering, project manager, sound engineer, design engineer, sound technician, or any technician position? Click Here to search all our jobs!

Related Blogs:

How to Transition from AV Tech to Management

How to Get Promoted from AV Tech to Lead Technician

According to The National Center for Women in IT, tech companies with women in management positions achieve a 34% higher return on investment.

Yet, women still only occupy 26% of the over 4 million computer science-related positions in the country and account for only 11% of executives in Fortune 500 tech companies.

Not only is the lack of diversity in tech profoundly out of line, but it's also bad for business.

The good news is that a good number of organizations and initiatives have cropped up around the country to change the game. Some are focusing on girls still in school, others on offering training to women already out in the workforce. But what unites all of these organizations is the belief that not only should women be occupying an equal share of the over 3 million tech jobs, but that they are in fact the future of tech.

Here's a rundown of 8 of the leading not-for-profits and organizations working to forge a path to get more women in tech, and to help women make their mark in the industry.

Here are 8 Programs Leading the Way for Women in Technology

1. Girls Who Code

The US-based program has taught over 450,000 girls to code to date. They offer both after-school clubs which are open to 6th-12th-grade girls, and summer immersion programs for 10th-11th-grade girls which take place at leading technology companies. With locations in all 50 states, Puerto Rico, and the Virgin Islands, they are driven by the single-mandate to close the gender gap in the technology sector.

Brookview House in Dorchester, Ma, an organization dedicated to helping homeless families develop life-skills and training has opened their own chapter of #girlswhocode. This kind of outreach to underserved communities is actively changing lives. Not only are they empowering girls who might not have ever thought they were entitled to a career, but they are also laying the very foundation these girls need to launch successful careers in tech.

2. Black Girls Code

Black Girls Code's vision is to: "increase the number of women of color in the digital space by empowering girls of color ages 7 to 17 to become innovators in STEM fields, leaders in their communities, and builders of their own futures through exposure to computer science and technology. To provide African-American youth with the skills to occupy some of the 1.4 million computing job openings expected to be available in the U.S., and to train 1 million girls by 2040."

And they're succeeding. By reaching out to underrepresented communities to teach coding on platforms, such as Ruby on Rails and scratch, Black Girls Code is engaging girls who might never have been introduced to tech in their schools. Through programming and game design, they are preparing black girls to not only take their place in the tech sector but to become the designers of their own futures.

3. Code.org 

A not-for-profit organization, Code.org is dedicated to expanding access to computer science to underrepresented populations including young women. They also provide professional learning programs for teachers to integrate CS into their classrooms, are working to set up policies supporting CS and partnering with school districts to add CS to the curriculum.

Currently, there are 60 Million students on Code.org and 27 Million of them are young women. 

Their Hour Of Code initiative, a free one-hour tutorial designed to provide a fun and easy introduction to coding, is available in 45 languages and has been implemented in over 180 countries.

4. Girls can Code: The Womanity Foundation

This not-for-profit has set out to empower women of all ages in developing countries and to help accelerate progress within their communities. Inspired by the UN Sustainable Development Goals, their mission is to

• Support girls and women’s access to quality education and vocational training.
• Create employment, revenue generation and professional career opportunities for women.
• Promote avenues that give women a voice in society, politics and governance institutions.
• Protect women and girls’ physical and psychological integrity.

The Girls Can Code initiative in Afghanistan, works in accordance with the Ministry of Education, allowing them to build an intensive introduction to coding for young women in Kabul.

In other words, they are working within cultures to help create a path for women and girls to succeed.

5. Built By Girls

#builtbygirls is one of the organizations leading the way past simply teaching girls to code. As stated on their homepage, they recognize that there are countless opportunities for careers in tech and they've made it their mandate to prepare girls to innovate and lead.

Wave Utilizing a devoted mobile platform, this mentorship connects girls 15-18 years old with mentors in the technology sector. Over the course of 9 months, the program pairs each of the 150 girls with 3 mentors, based on the girl's areas of interest. The 3 month period with each mentor is spent in communication in which the 2 will solve a hypothetical problem related to that business or sector. Much of the communication takes place through the app, but the program also includes a monthly visit.

At the end of the 3 months, the mentor then introduces their student to 2 relevant contacts from their network - meaning that upon the completion of the program, each student will have a minimum of 9 contacts in her field of interest.

The program launched with 150 girls. They have now made 10,000+ mentor matches for young women in technology. 

Girls Who Fund On the VC/startup end of the business, #builtbygirls offers a summer apprenticeship program for college-bound girls at BBG Ventures, an early-stage seed fund investing in consumer tech startups with at least one female founder.

During the month-long program, girls learn the fundamentals of running a startup, and study the bones of venture capital (VC). They also are afforded the amazing opportunity to not only meet leaders in the VC field but to also sit in on pitch meetings.

6. Girl Develop It (GDI)

What began with one class offered in NYC in 2010 has since blossomed into an organization with chapters in over 60 US cities. GDI provides low-cost training for women to learn web and software development. Their focus is on providing a judgment-free experience where women of all backgrounds and economic levels can learn new skills while increasing their confidence and career prospects. And it seems that they are succeeding, as their organization represents over 100,000 women to date.

7. Rails Girls

Founded in Finland, Rails Girls has now blossomed into a global not-for-profit community. Sponsoring events that are organized by volunteers, Rails Girls focuses on providing women with the tools, the knowledge, and the vocabulary to build out their ideas. By making technology more approachable they are empowering a new generation of business owners, entrepreneurs, and content providers.

8. Railsbridge Triangle

Also born out of a single workshop, this one in San Francisco in 2010, Railsbridge Triangle is devoted to creating diversity in tech: not only gender but race, sexual orientation, ability, and class. While their first workshops might have focused on women, they have since expanded their scope.

As they say, they "value acceptance, enthusiasm, and hard work. The Railsbridge community thrives on optimism and a love for making great things." 

The road to a job offer and the Sales Engineer interview process can look a bit different from other roles after the initial stages.

After impressing the hiring manager during your call or video interview, you've had a technical screen, interviewed with a senior sales engineer or perhaps some peers. You might have even been screened by 1 or 2 of the sales reps you'd be supporting.

Now it's time to clear the final hurdle of the interview process -- the product demonstration interview. 

Whether you've been a SE for years, or this is your chance to step up into the role, there are some key factors to keep in mind as you prep for the demo.

The Ideal Candidate Marries Aptitude + Attitude

The ideal candidate for any SE role obviously has to have the technical knowledge and capability to support the product. But you know if you hadn't passed the technical screen you wouldn't be preparing to give a demo, so you clearly are at least minimally competent.

So, your job during the presentation goes way beyond being able to explain the back end of the product. The real point of the demonstration interview is demonstrating that, along with possessing technical know-how, you are relatable, passionate and creative.

Hiring managers are looking for SEs who can  make the product accessible and comprehensible while instilling trust in the clients. Your job is to be an evangelist for the product by transferring your enthusiasm and telling a story that explains why this specific product is the perfect solution for the customer.

Conveying that you have the perfect combination of aptitude and attitude during your presentation will put you within reach of an offer, and the best way to do this is with a little narrative flair. You don't have to win a Pulitzer, but you should organize your presentation like a story with an identifiable beginning, middle, and end. 

Confidence is Key

Since you aren't doing a demonstration for customers, you don't have the benefit of discovery or a pre-call. And while you will have done your research on the hiring team, you're not pitching the product to fill a technological need for them. In fact, you might even be in the position of having to demo the hiring company's product for them. Your focus should be on making yourself as appealing as possible, and using the product as a means by which to do so.

This does, to some extent, put you at a disadvantage. You've likely become accustomed to being the expert in the room, and suddenly you're in the position of having to sell to people who know more about the product than you do.

Cast in a different light, however, even if your product expertise does not equal that of the hiring team, your knowledge of yourself far supersedes theirs.  This means you can still knock the demo out of the park.

And the key is confidence. 

We're not talking cocky swagger here. This is a confidence born of practice, research, and intentionally constructed preparation. It is the evident ability to hold to your agenda and convey your enthusiasm, creativity, and competence.

In some ways, a room full of skeptics is the best test of your talents. If you can convincingly sell a panel of Senior Sales Engineers, the VP of Sales and the hiring manager on their own product, then you can face the toughest customer challenges out there.

Share Your Passion

If your sales engineer demo is on a product of your choice, choose something you're passionate about. Pick something you've researched deeply and can discuss with a convincing degree of authority.

We once had a candidate do a demo on remote-controlled helicopters - a subject that had absolutely nothing to do with the company's product, but was one for which he could be an evangelist. His passion and knowledge were on full display, and he expertly showcased the true object of the demonstration, namely himself.

He nailed the demo and got the job.

Close the Deal

Whether you're presenting on your current product, the hiring company's product, or your favorite hobby, a successful Sales Engineer knows how to adapt to any set of circumstances.

You might not end your demo looking for the sale, but you do want to bring the pitch to a clean close. Just as you know how to convert prospects into customers from a position of knowledge that offers a solution, you can use that power of creative know-how to get the job by optimally presenting yourself.

Engage with the room honestly and personally, stay on target, explain the functionality of the solution, and convey your passion for helping your interviewers put a solution to work.

At the most basic level, workplace diversity is important because it represents fair and equitable hiring practices. It's reflective of society and the truth of our demographics. After all, according to the US Census Bureau, Asian, Hispanic and multiracial groups will hit majority status by 2044.

Our businesses need to reflect who we are.

But there's another reason businesses need to focus on building an inclusive workforce: a broad spectrum of talent and ideas is vital for success. Exposure to a variety of points of view can lead to more ideas and better decisions. Diversity pushes us to explore, rethink, innovate and push boundaries.

In short, diversity is good for business. 

We only have to look to The Renaissance for the perfect example. The Age of Enlightenment didn't just take shape out of thin air. It happened because technological advances (larger ships, navigation techniques, etc...) enabled people to travel greater distances. When East met West all manner of ideas were exchanged. Creativity was ignited sparking the idea for countless, important innovations.

The same holds true for your business. If you're not attracting and retaining women and employees from diverse racial and ethnic backgrounds then you're depriving your company of the full spectrum of available talent. And that is bad for your bottom line.

Let's explore 4 practical steps you can take to enhance diversity in the workplace.

1. Assess Yourself

In order to build an inclusive team, you first have to take an honest look at where you are right now. To make any kind of shift, the organization needs to be willing to ask hard questions of itself and try to assess the situation with candor.

Some things to ask consider include:

• What mechanisms have you established for offering promotions?
• How are you managing your talent pipeline?
• At what point on your corporate ladder are you experiencing the most drop off by women and ethnic minorities?
• Are you utilizing exit interviews to gather information on drop off?
• What, if any are your recruitment biases?

The best way to find positive solutions is to delve deep into your problems with an honest and unbiased approach.

2. Attract

Let's be clear, we are not speaking about quotas or hiring goals. This is about building teams that reflect a wide variety of experience, thinking style, personality type, and points of view.

But the truth is if your company culture does not reflect an inclusive mindset, all the quotas in the world won't help you to attract the kind of talent you need to succeed.

Make certain that your brand aligns with your philosophy. Just as savvy consumers have learned to sniff out greenwashing, candidates will know when your commitment to diversity is superficial.

Hiring managers need to set their checklists aside. Rather than looking for candidates who can check off each box and fit the position profile to a T, look instead for team players who bring a new perspective or unexpected experience. What you want are broad thinkers who bring a spark of innovation to your team. And you're more likely to find that when you cast a wide net. 

3. Retain

Now devote equal time and energy to getting new hires to stay. According to the 2016 Women in the Workplace Report by McKinsey & Co., women receive less access to the people, feedback and opportunities that lead to promotions. They are also less likely to receive the first critical promotion that will set them on the path to management. And that all adds up to higher attrition rates.

This is the time to lay the groundwork for the long run. It’s important to show your hires they have a future in the company. Establish mentoring programs to help build strong relationships and illustrate the pathways for advancement. The Women in Business, Turning Promise into Practice report by Grant Thornton revealed that providing mentors for female employees helps women to build their confidence, empowers them to speak up and to stand up for their ideas. It also provides a framework for seeing where they can go in the company.

As Kim Bohr, Executive VP Operations at Fierce, Inc. stated in the HR Daily report on 2017 workplace trends, "An objective within organizations should be to create an environment where all employees can feel at ease and capable of understanding differing perspectives that exist, regardless of gender, race, generation, religious affiliation, or any other aspect of identity."  

4. Inspire

Make certain that avenues for advancement are well known among all of your employees. Create an environment where innovation, flexibility and prudent risks are rewarded. And always highlight successes, both large and small. The confidence and appreciation you extend will be returned two-fold. 

In addition to focusing on current hires, also think about setting your sights on the future of the workforce. Getting involved with organizations that mentor girls and minorities is another way to support the diverse workplaces of the future. There are organizations devoted to girls and minorities in STEM fields, in Management and even programs geared toward encouraging girls and minorities to step onto the MBA path. Whatever your field, there's an organization promoting education for kids and job training for underserved populations.

Perhaps the most important thing to remember about diversity is that it's not just about numbers. It's about a company culture that values equality and recognizes the inherent strength in a variety of perspectives and ideas.

There's one vital truth every sales manager knows: A motivated sales team is a successful sales team.

But sometimes motivation flags and the team hits a rough patch. It might be a case of the post-vacation blues, the March muddles or the mid-summer humdrum. You may never know what causes a flag in productivity, all you have to know is that it's up to you to re-invigorate and motivate your team.

Here are 6 ways to motivate your sales team and get them back to running at full tilt.

Build Trust

The foundation of any healthy relationship is trust, and this is no less true of the manager/employee dynamic. We already know that people who are invested in their work are more productive and more likely to succeed. (In fact, according to one study, they are 12% happier) The manager who sets a tone of mutual respect and trust is more likely to keep the team moving forward than one who focuses solely on metrics and outcomes.

In order for your team to succeed they have to feel that you have their best interest at heart and that you are open to hearing about both their challenges and goals. Nurturing an environment based on transparency is vital to building the two-way bond of trust and engagement.

Provide Resources

It's one thing to train a new hire, but in order to keep your team upbeat and closing, you need to always be providing new resources for them to deepen their skills.

And while sometimes that might manifest as additional training, don't forget that the depth of your knowledge and experience is a vital source of information. Spend one-on-one with your reps: schedule time to listen in on calls, provide the opportunity for them to sound off with their questions, problems, stumbling blocks.

There's another benefit of spending time individually with your reps; not only are you building rapport, but you're also sending the very strong signal that you are personally invested in their success.

Set Clear Expectations

Always make sure that your team understands what you want of them. Closing deals might be the obvious goal, but have you set clear objectives? The last thing you want is a team that consistently falls short of their quota.

And more importantly, are the objectives attainable? Have you made certain that your sales reps know what is expected of them?

It's one thing to set a quota, but if your expectations are based on out-dated metrics, or don't account for a change in the market, then you are setting your team up to fail.

Give Regular, Actionable Feedback

Regularly scheduled reviews (bi/tri/annually) providing ongoing feedback.

Make yourself available on a regular basis. It's important to create an environment where feedback is part of the daily/weekly process.

And most importantly, framing that feedback in a positive light, as an opportunity for growth and providing actionable items leads to trust and ultimately to better employee performance.

Reward Successes Large & Small

Even the most self-disciplined and talented salesperson needs to know that they are valued. Celebrate milestones and victories, both large and small.

The "No news is good news" axiom is not one you want to follow when it comes to managing your team.

Be certain to recognize those small daily victories that might not lead directly to closing a deal, but rather that add forward momentum. Everyone wants to feel appreciated - a pat on the back should not be conditional on closing a deal.

Manage the Individual

Every manager has a style, and hopefully, you made yours clear during the hiring process.

Understanding what drives an individual is key to motivating them. And the best way you can form that understanding is by getting to know them. Some key preferences you may want to know are:

What do they want to accomplish?

What pace of feedback do they respond best to: daily/weekly/monthly?

How do they like to receive feedback: publicly/privately? In-person/via email?

What motives them?

What is the surest way to squash their motivation?

Keeping your sales team inspired and motivated is about finding out what drives them, as individuals and as a collective. Once you do, chances are you'll see both quotas and employee satisfaction rise.