I write about the three topics that I am most passionate about; Sales, Marketing and Social Media. These topics are covered from my experiences in outside sales and marketing. My objective is to use my expertise to help business and the individual.
Dealing with rejection in Sales, Marketing, Business, Job Search and Life is rough. I have experienced rejection in various aspects of life. It is important to not take rejection personally. When you are rejected in job search and career; remember that it applies to the specific situation, position, promotion, transfer but not you as a person. This also applies in Marketing when your ideas, products and services are not accepted by the market. When facing rejection, it important to learn from the experience, pivot and not quit. The only way you are defeated is if you quit and stop trying.
Here is a poem entitled Don’t Quit that I have turned to for inspiration.
How to Conquer Rejection in Sales
To achieve Sales, success, the seller needs to be willing to persevere, through rejection. I remember my time in outside sales in New York City. I would make a lot of cold calls or try to up-sell or cross-sell products to existing customers. I remember days in the field when the answer I received was some form of no. Sometimes no matter how perfectly we execute the sales process, the answer is going to be no.
Many people would think to themselves I can’t take this rejection I should just quit. Well their right at least in the short-term. After you have made five or six sales calls with no results, take a short break. Take a walk and do some deep breathing. Try to remember that it is your offering that is being turned down and not you! Unless the prospect says “I hate this guy”. This happened to me on one occasion.
You should take a short break after being rejected for the following reasons:
1. At this point in your call plan you are probably frustrated and are not thinking clearly. This will ruin any chances of making sales for the rest of the day.
2. Taking a break allows you to vent and refocus.
3. Reflect on past successes you’ve had. Remember, you have made sales before and you can do it again!
After you have cooled off, try to think over the last calls that you have made. Reflect on what went well and what did not. Take this information and go on to your next calls with a positive attitude as if nothing has happened. Remember, your prospect does not care about how your day is going.
During my time in Outside Sales, I would have to call on certain prospects as many as 10 or 12 times before I could make a sale. In terms of cross-selling and up-selling, you have to build relationships with your customers. It is not going to happen over-night. This is true when you are selling items that require a large investment from your customers or prospects.
Some of my biggest sales successes have come during my last few calls of the day. When you feel spent, take a short break and then keep going. You never know when you are going to get a yes. If you quit; the answer is always no. Remember, always ask for the order. I was cursed at and thrown out of buildings; if I could keep going so can you!
How have you have you persevered when you were rejected in Sales, Marketing, Business, Job Search and life?
Share your story below.
About the Author
Dan is passionate about using Marketing to help businesses drive sales. HubSpot Certified in Inbound Marketing, Dan has worked on various marketing assignments including Start Ups, a Political Campaign and a Digital Marketing Conference.
Prior to teaching, Dan served customers as an Outside Sales and Marketing Rep in NYC. In this role, he taught and trained Dentists on the company’s products and services using a consultative selling approach combined with direct marketing. He also supported the company’s marketing efforts at industry trade shows.
He writes and publishes a business blog on the topics of Sales, Marketing and Social Media entitled Sales, Marketing & Social Media Today; which has grown to 24,000+ followers on LinkedIn and 21,000+ on WordPress.
Dan is seeking a full-time role in Marketing. He is willing to create and build out the Marketing function of your organization if it does not exist. If your company is hiring for roles in these areas, contact him directly via a free LinkedIn Message or email him at Dan@DanGalante.com to set up interviews.
I write about the three topics that I am most passionate about; Sales, Marketing and Social Media. These topics are covered from my experiences in outside sales and marketing. My objective is to use my expertise to help business and the individual.
Brands use Marketing to increase sales, and revenue, and to beat the competition. While this is a great strategy, a brand is only as good as its talent. Yes, brands compete to get and keep customers; but they are also competing to get and keep great talent. For brands to grow, they need great talent in every function of the business.
According to LinkedIn, “the number of global members who changed their jobs on LinkedIn was up 54% year over year. For context, those numbers typically hover between 0 and 5%. “
For brands to be able to attract top talent, they need to be a desired place to work. To be a desired place to work, they need to understand what motivates their employees. While this will vary by industry and company size there are similar things that many employees seek. These include:
1. Feeling valued for their contributions
2. Freedom to do interesting work and solve intriguing problems
3. Fair and competitive compensation including incentive and performance pay, perks, and other employer benefits
4. A fun place to work with activities to bond with co-workers
5. Training and advancement opportunities
6. Work-Life Balance
7. Flexible-working conditions ie work from home, remote work, hybrid work, or onsite for those who want to be in the office
If these things listed above are in place, brands are on the right track to building a great talented brand provided their product offerings are solid.
Getting employees excited about coming to work each day will increase the talent pool by generating word of mouth. When people have something good they tell their friends.
Beyond the offline word of mouth, Brands need to own their identity online by in-sourcing their online and offline assets. This starts with their websites, digital properties, and the collateral used to sell their offerings. With talent branding and employer branding, brands are selling prospective employees the idea of applying and working for their company. This is similar to marketing their commercial offerings to potential customers.
Brands will need to conduct market research to understand who their competitors are and where they stack up in the talent market. Compensation, company culture, intelligence from applicants.
Information from this research can be used to develop a positioning strategy that can be applied to the talent brand and employer brand.
Every brand should have a career page on its website because this will reduce recruiting costs. This page should include the following:
Pictures of employees from each function with a short bio and why they chose to work at the brand
Employer Benefits and Perks offered
Authentic Stories on Company Culture
An application that is easy to fill out. i.e greenhouse.io or a form with a file for a cover letter and resume Greenhouse can be linked with LinkedIn
Social Sharing buttons for job postings
Company LinkedIn pages
In addition to sales, product, and content marketing, brands should use their LinkedIn page for talent and employer branding. Some companies’ talent and employer branding strategy are to post jobs on LinkedIn hoping candidates will apply. This is a missed opportunity to sell active and passive candidates on why they should work for your company. Today, candidates have many places they can work.
Things to include in a LinkedIn page
Pictures of employees from each function with a short bio and why they chose to work at the brand
Employer Benefits and Perks offered
Stories on company culture
An application that is easy to fill out. i.e greenhouse.io Indeed, Glassdoor, or a form with a file for a cover letter and resume Greenhouse can be linked with LinkedIn.
Social Sharing buttons for job postings
Creating Engaging Job descriptions
The function head, Marketing, and HR need to collaborate to write job descriptions that convince applicants to apply, similar to copy-writing for commercial offerings.
Creating a Great Candidate Experience
Providing candidates with a great recruiting experience is key. Everything should be transparent to candidates. At the end of the recruiting process, it is important to solicit candidate feedback to refine and hone your recruiting process.
New Hire Onboarding and Reducing Turnover
Make sure new hires feel welcome and are trained properly coordinating with the managers and functional heads of each department because roles had different needs and requirements for success.
Empowering and providing incentives to employees
Encourage employees to share company content and jobs on LinkedIn. Also, encourage employee referrals with incentives for referrals that are hired.
If you are not happy with the amounts of applications post the jobs on LinkedIn and Indeed to widen the applicant pools. Niche site may work as well.
This is how to use Marketing to build a great Talent Brand.
Who is hiring?
I surveyed my audience of Recruiters and Hiring Managers to which roles are they hiring.
Based on the answers Sales is the highest at 50 %.
Specific data on top jobs in demand can be found here.
How have you used marketing to build your talent and employer brand?
I’m a Strategic Marketer with Field Sales, Sales Enablement, Content Creation, and, Classroom Teacher/Trainer skill-sets using Marketing to drive Sales/Growth.
As a Marketer, I’ve worked with Start-Ups, a Political Campaign, and a Digital Marketing Conference.
I’m certified in Inbound Marketing with classes in Marketing, Product Management, Product Marketing, SEO, SEM.
Before teaching, I was an Outside Sales and Marketing Rep. selling and marketing dental products to Dentists using consultative selling, trade show marketing, field marketing, and market research.
I publish Sales, Marketing & Social Media Today a blog covering industry events and trends.
Inbound Marketing, Digital Marketing, Content Marketing, Product Marketing, Demand Generation, Social Media Marketing, Sales Enablement Enablement, Sales Strategy, Marketing Strategy, Employer Branding, Recruitment Marketing.
Open on title, industry, company, location, and level. Reach out on LinkedIn or at dan@dangalante.com to start a conversation.
Brands use Marketing to increase sales, and revenue, and to beat the competition. While this is a great strategy, a brand is only as good as its talent. Yes, brands compete to get and keep customers; but they are also competing to get and keep great talent. For brands to grow, they need great talent in every function of the business.
According to LinkedIn, “the number of global members who changed their jobs on LinkedIn was up 54% year over year. For context, those numbers typically hover between 0 and 5%. “
For brands to be able to attract top talent, they need to be a desired place to work. To be a desired place to work, they need to understand what motivates their employees. While this will vary by industry and company size there are similar things that many employees seek. These include:
1. Feeling valued for their contributions
2. Freedom to do interesting work and solve intriguing problems
3. Fair and competitive compensation including incentive and performance pay, perks, and other employer benefits
4. A fun place to work with activities to bond with co-workers
5. Training and advancement opportunities
6. Work-Life Balance
7. Flexible-working conditions ie work from home, remote work, hybrid work, or onsite for those who want to be in the office.
If these things listed above are in place, brands are on the right track to building a great talented brand provided their product offerings are solid.
Getting employees excited about coming to work each day will increase the talent pool by generating word of mouth. When people have something good they tell their friends.
Beyond the offline word of mouth, Brands need to own their identity online by in-sourcing their online and offline assets. This starts with their websites, digital properties, and the collateral used to sell their offerings. With talent branding and employer branding, brands are selling prospective employees the idea of applying and working for their company. This is similar to marketing their commercial offerings to potential customers.
Brands will need to conduct market research to understand who their competitors are and where they stack up in the talent market. Compensation, company culture, intelligence from applicants.
Information from this research can be used to develop a positioning strategy that can be applied to the talent brand and employer brand.
Every brand should have a career page on its website because this will reduce recruiting costs. This page should include the following:
Pictures of employees from each function with a short bio and why they chose to work at the brand
Employer Benefits and Perks offered
Authentic Stories on Company Culture
An application that is easy to fill out. i.e greenhouse.io or a form with a file for a cover letter and resume Greenhouse can be linked with LinkedIn.
Social Sharing buttons for job postings
Company LinkedIn pages
In addition to sales, product, and content marketing, brands should use their LinkedIn page for talent and employer branding. Some companies’ talent and employer branding strategy are to post jobs on LinkedIn hoping candidates will apply. This is a missed opportunity to sell active and passive candidates on why they should work for your company. Today, candidates have many places they can work.
Things to include in a LinkedIn page
Pictures of employees from each function with a short bio and why they chose to work at the brand
Employer Benefits and Perks offered
Stories on company culture
An application that is easy to fill out. i.e greenhouse.io Indeed, Glassdoor, or a form with a file for a cover letter and resume Greenhouse can be linked with LinkedIn.
Social Sharing buttons for job postings
Creating Engaging Job descriptions
The function head, Marketing, and HR need to collaborate to write job descriptions that convince applicants to apply, similar to copy-writing for commercial offerings.
Creating a Great Candidate Experience
Providing candidates with a great recruiting experience is key. Everything should be transparent to candidates. At the end of the recruiting process, it is important to solicit candidate feedback to refine and hone your recruiting process.
New Hire Onboarding and Reducing Turnover.
Make sure new hires feel welcome and are trained properly coordinating with the managers and functional heads of each department because roles had different needs and requirements for success.
Empowering and providing incentives to employees
Encourage employees to share company content and jobs on LinkedIn. Also, encourage employee referrals with incentives for referrals that are hired.
If you are not happy with the amounts of applications post the jobs on LinkedIn and Indeed to widen the applicant pools. Niche site may work as well.
This is how to use Marketing to build a great Talent Brand.
Who is hiring?
I surveyed my audience of Recruiters and Hiring Managers to which roles are they hiring.
Based on the answers Sales is the highest at 50 %.
Specific data on top jobs in demand can be found here.
How have you used marketing to build your talent and employer brand?
I’m a Strategic Marketer with Field Sales, Sales Enablement, Content Creation, and, Classroom Teacher/Trainer skill-sets using Marketing to drive Sales/Growth.
As a Marketer, I’ve worked with Start-Ups, a Political Campaign, and a Digital Marketing Conference.
I’m certified in Inbound Marketing with classes in Marketing, Product Management, Product Marketing, SEO, SEM.
Before teaching, I was an Outside Sales and Marketing Rep. selling and marketing dental products to Dentists using consultative selling, trade show marketing, field marketing, and market research.
I publish Sales, Marketing & Social Media Today a blog covering industry events and trends.
Inbound Marketing, Digital Marketing, Content Marketing, Product Marketing, Demand Generation, Social Media Marketing, Sales Enablement Enablement, Sales Strategy, Marketing Strategy, Employer Branding, Recruitment Marketing.
Open on title, industry, company, location, and level. Reach out on LinkedIn or at dan@dangalante.com to start a conversation.
Posted 109 weeks ago
Sales, Marketing & Social Media Today
I write about the three topics that I am most passionate about; Sales, Marketing and Social Media. These topics are covered from my experiences in outside sales and marketing. My objective is to use my expertise to help business and the individual.
Social Networks are places where people congregate; making them great sources of Market Research and Revenue. As a result, Social networks are looking for new revenue streams. The latest revenue channel for them is E-commerce.
Facebook is partnering with Shopify to launch Facebook shops. The social network is the latest to get in on the E-Commerce business.
Last year at SMX East, Google and YouTube shared how they are allowing people to shop online for products. Google also shared people’s buying behavior. I have included parts of the article below.
In Google’s Keynote, I learned how businesses can get an edge during the holidays. I also learned of Google’s plan to use Google Images and YouTube for E-Commerce. Google is also allowing businesses to use location-based Ads in Google Maps.
The key insights of the presentation were:
1. According to Google most shopping visits start online.
2. When diners search for a great place to eat the searches are probably happening on a smartphone.
3. When people are online in cars, more than half of them are searching for information on a mobile device making localization and targeting important.
4. 2/3’s of shoppers say that online video has given them insight and inspiration to make purchases.
5. Shoppers use at least 3 channels or more when shopping.
6. Brands need to provide an omnichannel channel experience all year, especially during the holidays.
7. Sales are happening online and offline. As a result of this shift, Brands need to serve customers on the channels of their choice.
Would you shop on a Social Network? Share your thoughts.
