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.
The New York Auto Show is back after a two-year pause because of the COVID-19 pandemic. I had the privilege of covering the event over the past two press and industry days at New York’s Jacob Javits Center. It was great to be back. One of the events was hosted in the new Pavilion built at the Javits Center.
Mark Schienberg,
President of the Greater New York Automobile Dealers Association
opens the Auto Show at the awards breakfast.
I want to congratulate Audi, Hyundai and Mercedes for winning world car awards.
The Hyundai Ioniq 5 wins a World Car award at #NYIAS 2022!
There was a shift in the type of cars, trucks, and SUVs at the auto show. This year the show was made up mostly of electronic vehicles and hybrid vehicles. This change is because of changes in the industry and US government policy to improve the environment. They pledge to sell only electric vehicles or EV’s by 2035. This is a global trend. This is information that came out of the World Traffic Symposium, which was held yesterday.
The show was based on two levels and there were three EV test tracks where drivers could drive Electronic Vehicles. This is a fun exhibit that I recommend that you experience. Ford had one and Hyundai had one. There was an additional track on the lower level where you could see more hybrid cars, trucks, and SUVs. You can also see EV Charging stations on the lower level. For kids not old enough to drive, they also had arcade-style racing games. There is something for everyone at the show. Here is a new Corvette!
You can find additional pictures posted on Instagram.
There were also some new vehicle role-outs and major press announcements from KIA, Hyundai, Chrysler, and Jeep. You can see them below.
The show is open to the public starting today at the Jacob Javits Center located at 429 11th Avenue New York, New York 10001. How to get to Auto Show. The Auto Show runs from Friday, April 15th, through April 24th, 2022. The hours are as follows Monday - Saturday from 10 am to 7 pm and Sundays from 10 am to 7 pm. General admission tickets are $17 for adults and $ 7 for children. If you want early access for this Friday or Saturday tickets are $45 for adults and $7 for children. Tickets can be purchased here.
What are you hoping to see at the auto show? If you have attended the auto show, what was the most exciting thing that you have experienced?
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.
Posted 267 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.
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.
