organization performed better than you anticipated in 2011, or
less than ideal...the question remains, "Do you want to
set your business productivity, performance, and revenue goals
higher for 2012?" The obvious answer is, "Yes, of course!!"
Then the next question is, "But how?" And the only answer is,
"By hiring top-talent!"
If the most recent
economic turbulence has done nothing else, it has given
companies the free pass they needed to make budget cuts, slash
jobs, and restructure and streamline business processes for
the long term. Unfortunately, they haven't come out of this
unscathed. The workforce, "top talent" included, has been
pushed into a corner and now they've lost "trust" in
companies. Their overall loyalty to hiring organizations has
waned. Top candidates have learned to look out for their own
needs and because they are in high demand--they can afford
currently representing: a Business Territory
Manager, Regional Manager with hundreds of successful
complex enterprise software sales and implementations under
has 7 years of continuous stellar success bringing a small
capture/ECM player to national prominence and market dominance
in his assigned theater of operations.
to learn more click
currently representing: a Results-Oriented
Senior-Level Wealth Management & Commercial Lending
Q: I am a sales and business
professional with 20-plus years and a wide array of
experience. I was general manager of a manufacturer's
rep firm for over 15 years which included hiring,
firing, HR, payroll, training, P&L, in addition to
handling sales and customer service issues--all basic
staples of a small business. I do have some of these
listed on my resume, but is it better for me to search
for a sales position? I also am a part-time travel
agent, which I don't list on my resume. It's really my
hobby and passion, but I have planned many corporate
trips and events for executives. Is this considered a
I see at least two
resumes here; one for sales and the other for sales
management. Each of these has a unique set of skills;
although, the management resume would certainly
incorporate some of the direct contributor high points.
As the leader of a sales rep firm, many of the GMs have
split responsibilities. Often they have both a set of
customer service and management duties. This may
require a 3rd resume tailored to the needs of a
distribution type organization.
The rule here is to
market to the audience. No one document is perfect for
every position. What is a top bullet for one group might
be a 4th bullet for another. Understanding the needs and
culture of the potential employer will dictate the
positioning of statements and facts on a resume.
Here's an example:
Company A is looking
for a leader that has restructured a sales force and has
driven results using a particular sales guru or
Company B is looking for a tenured
leader with a history of leading a mature sales force
through turbulent times.
The candidate may have
done both; however, if one knows what a company is
looking for, they simply modify their impact statements
without misrepresenting the facts or having to totally
re-write a document.
As for general postings on
job boards, the candidate may want to post two different
documents as well. If one has the talent to do two
distinctly different jobs like manager or direct
contributor and really is open to both, then I believe
it is acceptable to have two postings.
As for a
hobby, they are nice to have but can create potential
distractions and should not be on a resume. Most leaders
proudly display their hobbies around their desks and
make for great discussion.
The rule is simple: Is
the information I am displaying on my resume going to
make the potential employer see a true value add for
their organization? If so great. If not, leave it
If you have a question you'd like
answered in one of our monthly e-newsletters--
submit it to: firstname.lastname@example.org
and we'll review it for publication.
are currently conducting a search
GREAT NEWS~ NO RELOCATION
This a great position to
head up Corporate Coding department for an established
consulting company with revenue of
About The Morisey-Dart Group:
The Morisey-Dart Group executive recruitment firm partners
with clients to find the impact players needed to solve
problems, meet demands for growth, and control costs, while
improving efficiency. They are specialists in areas such
as Alternative Energy and Semiconductor, Document Management
Solutions, Managed Print Services, Health Information
Systems(HIS), Health Information Management (HIM),
Financial Services, and Banking and Legal industries.
For more information visit: www.morisey-dart.com