Meet Amanda Musto, the newest member of the Treeline team.  Amanda recently graduated from Roger Williams University in May 2009, with a double major in Communications and English Literature.  A proud member of "Generation Y", Amanda looks at social media, online marketing as a "way of life".

Amanda has always been competitive and works hard to be the best.  A natural athlete, Amanda grew up playing field hockey, tennis and swimming.  Amanda is a great team player with a positive and upbeat personality, and is always cheering her teammates on.

While attending Roger Williams, Amanda interned as a Marketing Assistant for a Wholesale Distributor.  In this role Amanda was responsible for the entire company's social media/online presence.  Amanda also gained invaluable experience as the social media assistant for a New York City fashion designer, where she was responsible for sending email blasts, and maintaining and updating all social media outlets. 

After having lived in Rhode Island for four years while attending Roger Williams, Amanda started to miss having the city of Boston within arms reach.  A native of Middleton, MA, a small town twenty minutes north of Boston, she decided she was ready to come back to Massachusetts.

Cognizant of the challenged job market, Amanda started exploring job opportunities in the Boston area.  She never expected to find a role like the Social Media Marketing Role she has recently accepted at Treeline.   As the newest member of the team, Amanda will leverage her prior experience and continue building out Treeline's online community.

Amanda comes to the team with tremendous optimism and willingness to do her best to ensure that Treeline continues to grow to be the best executive sales recruiting team in the nation.

The new market has created several new market trends for 2010, however one of the most significant trends we see here at Treeline is found in the technology industry.  Our technology clients are currently the most aggressive when it comes to hiring sales professionals and the majority of our open roles are for software companies.  They certainly have the most urgency and are the most progressive to adapt in the new market.  They have adopted many new sales strategies that have proven to be not only effective but efficient. The majority of the changes have been in the structure of the sales team.  The traditional technology sales force is comprised of a lead generation team, inside sales team and a field sales team.  In the late 90's and for the decade that followed many technology companies built a very large field sales presence.  Over the years, we have helped many companies build large field sales teams however over the past year and a half the sales model has changed.   With cloud computing and the conversion from applications to Software as a Service (SaaS), we have seen a rise in consumer confidence and an adoption to purchasing products via web demos and conference calls.  Therefore the need for a large field sales presence is not as cost effective or efficient as it once was.  Technology companies are progressively moving away from a large field sales force and more aggressively trending toward an inside sales presence.    

The market has shifted and consumers on the business to business front find more comfort building relationships through conference calls and web demos.   The pay-as-you-go SaaS model is very effective for both buyers and sellers.  As a result, many technology companies are finding little need for a face to face meeting and a hand shake.  The average sale size has been reduced due to a monthly reoccurring subscription cost and the ability to close deals over the phone is continuing to increase.  In some cases we are seeing our clients close business up to $500k in products and services without ever meeting their client. 

What does this all mean?  It means that business to business sales as we know it are going through a very dramatic shift.  Consumers purchase products differently due to new online technology and technology companies in many cases are leading the way to changing their genetic sales make up.  They are trending toward a large centrally based sales force and a small field sales presence.  What this means is that field sales professionals will find their new roles will require a greater percentage of time inside as opposed to being on the road.  A new wave of sales professionals are being developed and they are learning how to buy and close business via the web.  Companies are trending toward a central location where resources, energy, camaraderie, and culture can be shared and built.  Not only is this model strong and scalable, but companies can build depth quickly and build organizations rapidly.  More importantly, companies can reduce the cost of sale and become more profitable by bringing their sales force to the inside.  After the market crash, every company has the common goal to increase revenue while reducing overhead.  

 Like it or not, agree or disagree, one thing is for certain: times are changing.  Sales organizations are adapting and changing and as a sales leader it is imperative that you change with them. 

How many times have you stared into a fridge full of food and you can't find anything to eat?  Or, how many times do you find yourself flipping through 500 HD channels to find that there is nothing on television?  Today we have access to so many options in our day to day life that it is paralyzing.  From what music we want in our ears to what kind of dairy product we want in our coffee, the decisions are endless.

If you are a hiring manager or the leader of a sales organization, you are probably experiencing the same issue in your hiring efforts.  You get into the same mindless, robotic process that delivers the same results day in and day out.   You find that you have many choices, but none are what you are looking for.  At Treeline we keep a fine tuned ear to what is happening in the market and we have been hearing a reoccurring message: "Why can't we find any qualified sales people in a market saturated with them?"  To answer this question, let's go back to the refrigerator for a second...

...here you stand, in front of your fridge, you're hungry.  Your shelves are full of food and beverages, you're overwhelmed, and yet you keep coming back every 10 minutes.  You continue with the same behavior which nets the exact same result every time.  So you chose something.  But, before you reach for the jalapeños, which you know you do not want but they are in arms reach, stop and ask yourself, "what do I really want and what is it going to take to get it?"

This is the key question which deserves a key answer.  The answer in the refrigerator case is not just "food".  You have to identify what you want and essentially need: snack or meal, sweet or savory.  Should I have a jalapeño with that?  You get the idea.  Now apply the same questioning to the sales professional that you are seeking.

The key question needs a key answer - "What do I want?" - the answer is not "a top producing sales professional."  That is the same as saying I am going to watch some TV for entertainment and you find yourself surfing 500 channels of nothing.  You must dig deeper and get more specific.  What is your plan?  Who do you need to hire?  Is it a junior sales person that you can mold or tenured sales professional with a book of business?  A strategic sales person with a lengthy sales cycle and a multi-million dollar quota or an activity driven sales professional with a short sales cycle and a $500k quota?  Direct industry experience or different industry experience yet selling into the same decision makers?  There are so many different species of sales professionals - it is crucial to identify what type of sales person can produce for your organization.

Just because the market has a bigger pool of sales candidates does not make it any easier to identify who is a good sales person for your company.  In fact, it makes it more difficult.  There are still the same amount of qualified candidates out there in the market but they are now much harder to find and hidden amongst the growing number of unqualified candidates that are also targeting your company's opening.  You must be able to sustain a bandwidth that will allow you to effectively screen every resume and quickly identify the qualified from the unqualified.  The organizations that have identified resources that help them source outside of their own refrigerators are the ones that are able to effectively snatch up top talent from the market and build stronger sales teams.  They tap into less traditional resources.  They use social media and specialty boutique search firms with resources to tap into their endless network with a laser focus to find candidates that fit your criteria.  This is bad news for their competitors.  

Don't fall victim to the paralysis of being overwhelmed by choices.  Don't be afraid of change or to try something new.  Mix it up and build a new process and system that will force you to ask the key questions and find candidates that are outside of your norm.  If you need help, Treeline has built a system that will help you identify the right sales professionals for your organization - try it for free by clicking here. 

However you decide to build your sourcing system, if you do not ask these key questions and identify the key answers, you will find yourself staring into the fridge and eating jalapeños every time.  And every time you will be unsatisfied and find yourself right back in front of the fridge, guessing and looking at the same unsatisfying options. 

Partner Spotlight: HubSpot

HubSpot is an Internet marketing startup whose software helps businesses get found online, generate more inbound leads and convert a higher percentage of those leads into paying customers. It's an important tool to the sales and marketing team because it includes tools that convert, manage and nurture leads to win more customers.

HubSpot's advice regarding social media:

Don't ignore it. Social media is here to stay and your customers are looking for answers to their problems on Twitter, LinkedIn and Facebook today.

In fact, Facebook has proven that it is a legitimate business tool for spreading awareness of your brand and growing your business.

Check out this short 30 minute webinar where HubSpot presents data and case studies on how companies of all sizes and in all industries are using Facebook to achieve their business goals.

Check out the webinar today.

By Gary Johnson

Gary has a passion for building, managing and leading successful sales teams in the B2B space. Trained well by the likes of the U.S. Navy and AT&T, he looks to share his many years of sucess and experience selling and building teams via his blog: www.sellingwisdom.blogspot.com.  

Here is a question near and dear to my heart: "As a sales leader, would you hire from the new-college-graduate ranks for your B2B sales role?"

The answer to this question really depends on a variety of factors. But I would argue, never dismiss this potential pool of candidates for any B2B sales role you are looking to fill. We all want 3-10+ years of experience of sales experience selling a similar product into similar industries, market segments etc. But I would ask, do you want 5 years of experience selling your same product to the same industry, when the experience and success has been mediocre to poor, even though during your hiring process they convinced you it was stellar, or do you want a potential pure sales pro, who will learn your sales process, product and industry quickly and go on to become a superstar? I know what my answer will be!

The BEST sales person I ever hired came directly out of college. He has now gone onto several much larger sales management roles in a very large company selling and managing to very large accounts, with much success. At the time, I was managing a B2B effort in the SMB space for a large company. Our stringent requirements were 3+ years of sales success in the B2B space, but management was open-minded and encouraged all sorts of recruiting channels. I went after the colleges, and naturally, departing military officers!

When I found "Bob", he was graduating after having sold condo's for two years during his summers. He absolutely loved it. I know of another college grad who found his way directly into a successful sales career after having sold cemetery plots in college! "Bob" was smart, well-educated and hungry for a career in sales. He was after money and recognition. I brought him into our company hiring process and he quickly impressed.

"Bob" quickly impressed me out in the field, too. Extremely hard worker. Incredible ethics. Learned quickly. Despite his youthfulness, his energy, enthusiasm, persistence and newly-found sales skills were used to overcome almost all of his competitors. When other sales pro's in his group, years older and more "experienced", were having poor months, "Bob" was always there to deliver. Time and time again.

So I learned a lesson - don't dismiss the new-grad hiring pool. While doing so, keep in mind the following:

• Very few of us went through college aspiring to be a sales pro. When you find one, get him/her into your recruiting process!
• Be sure that your hiring process is exhaustive and demanding. My interviews for sales positions out of the military often included large-scale role plays and panel interviews.
• Look for schools and a transcript that has taught business acumen. The GPA does not matter. The best sales pro I know, who I didn't hire, left school with a 2.5 GPA, but his school is known for teaching incredible business acumen. He just likes to party a little, not a bad thing for a sales pro!
• If s/he is hired, be prepared to devote significant coaching time to this new-hire.

You may read this and suggest, "This is fine in the SMB sector, but I've got large accounts." Or, "Our sales process is too sophisticated." In these B2B segments, we'll often employ team-based selling. Give her/him a very junior role. S/he may lift the team to new heights!

What is better? Five years of mediocre experience selling your same product into the same industry or bringing on a potentially pure sales pro who will know nothing but success for themselves and you? Every one of us started somewhere, for someone who decided to take a chance!

Recently I sat with a great candidate to discuss his job search.  We had talked about the different resources he could utilize to conduct an effective search and to my surprise I found that my candidate was not a member of LinkedIn.  I suggested how he could maximize his search by creating a LinkedIn account.  I was amazed to find resistance and a strong opinion to not join one of the world's largest, most powerful networking sites. Then I realized that he was averse to joining LinkedIn due to the fact that he had a misunderstanding of what LinkedIn is.  He was under the impression that it was just another social site like Facebook.  I spoke with him in depth about why he should join LinkedIn and shared with him how I utilize the site as a recruiter.  It is one of the sites I use on a daily basis to find candidates and prospects and I think anyone who is not utilizing LinkedIn is doing themselves a major disservice.  In the rare occasion that I speak with someone who is not on LinkedIn, I give them the following reasons why to join: 

1.  Maximize your visibility.  If you are a LinkedIn user then Congratulations!  If not, recognize that your chance of being found and considered for opportunities has drastically dropped.  Many VP's, Directors, Managers and every good Recruiter utilize LinkedIn for many searches and in some cases LinkedIn is used to validate your resume. A professional profile on LinkedIn with a picture and references can make the difference of you being considered for a job and your resume being tossed in the trash.  Nowadays, job boards are ineffective and inundated with old and irrelevant resumes.  Recruiters, like myself, turn to LinkedIn to conduct a search rather than to job boards like Monster or CareerBuilder.

2.  Interview Preparation.  LinkedIn is stocked full of information about companies and  employees that work for those companies.  As part of your interview preparation you always need to research the company.  The corporate website can give you basic information about the company but LinkedIn allows you to get an understanding of the inner structure of a company.  Who are the executives?  What type of background do they have?  Search the title of the position that you're interviewing for and look to see if there are other professionals currently in that role.  What are their backgrounds?  Search for the person that you'll be interviewing with.  How long have they been with the company?  Where did they work before their current company?  What are their personal interests?  Often times you can get a feel for a hiring manager's personality based off of their LinkedIn profile.  For instance, if you know you are going to be speaking to the VP of Sales and when you look at her background you see bullet point after bullet point of success then you know you are probably talking to someone who is a hard-driver.  Based on this information, you can get an idea of what type of interview you need to conduct and what type of energy you need to mirror.

3.  Network.  One of the things that you'll realize after joining LinkedIn is how small the world actually is.  There is a strong possibility that you may know someone who works at the company that you are interviewing at.  If not, perhaps you are LinkedIn with a contact that knows someone at that company.  You may find this contact to be a distant contact but it's still an opportunity to get inside information about the company who you're interviewing with.  This type of information is invaluable.  Without being an active member of LinkedIn you may not be as prepared as your competition and you may jeopardize your chances of getting the job.

4.  Sales 2.0.  Lastly, in October of 2009, LinkedIn passed the 50 million member mark. If you are not on LinkedIn what message are you driving about your ability to adapt to new technologies and new sales methodologies?  Companies these days are actually requiring that not only should candidates be members of LinkedIn but they should have a professional network that exceeds a certain number.  If you're not on LinkedIn, there is a possibility you could be missing out on the next big sales job.

I strongly recommend the use of LinkedIn as a networking and job search tool.  It is not a fad and a site that is a must for all sales professionals.  I hope to see you there and invite you to connect with me at http://www.linkedin.com/in/brianpcasey1.

Click Here to Watch Video 

At Treeline, our business model has always been unique and just a little bit different from other companies.  We are purely a sales organization and our initiatives are not based on individual achievement like most organizations.  Instead, our culture has been built around the mission of achieving one common goal through teamwork.  Our goal is success. 

We're not trying to be average or even top tiered.  We're striving to be the best.  Our common belief and passion has created a unique culture that is bursting with positive energy.  Every voice is critical and every opinion is heard.  Together we drive Treeline with hard work, high standards, personal initiative, and most importantly a work-life balance.

All Treeline employees happen to be former collegiate athletes.  That being said, we are all competitive and that energy is often contagious.  We often challenge each other inside and outside the office and this winter has been no different.  Our office is located on the edge of Lake Quannapowitt in Wakefield and as of recently the lake has frozen over allowing for ice skaters to enjoy the beautiful view.  Therefore, a few of us in the office decided to play a little game of pick up hockey during the lunch hour.  Ever play pond hockey in a suit?  Despite our afternoon meetings, we took to the ice for 2 on 2 action.  Check out the clip below to see us in action!  We all like to have fun and none of us like to lose.  We are always looking for new members to bring their creativity and personality to join our team. 

I have been an executive recruiter for the past 5 years and throughout my tenure in this profession I have heard a plethora of excuses as to why a candidate cannot attend an interview.  Often times, the cancellation comes the day of the interview, leaving recruiters like myself to scramble and put out the fire with our clients.  There have been instances where a candidate has to cancel an interview for reasons to do with their current job:  surprise visit from a client, unexpected ride day with the boss, etc.  Granted a candidate's first priority should be their current job, it is not wise to jeopardize your current job for one you don't yet have.  However, on the other hand, smart candidates schedule interviews for times when they know they can be available.  When you think about your career and the path you are trying to create, your actions during the entire process can set the tone and establish a reputation with your potential employer and the rest of the working world.  In sales, networking and recommendations are two major ways of conducting business and branding yourself.    A few years ago, you were able to control your reputation and keep a pulse on it.  Yet in today's market where social media has taken the world by storm, it is easier than ever to dig up information on people and find what their real reputation is.  The good thing is that these sites are great marketing tools and typically get your message out quicker.  With that being said, negative press spreads FASTER!

We live in a small world and especially in sales, people know people and they love to talk about other people.  Think about it, the organization that you work for now potentially could not be the one you work for later in life.  Therefore, as you build relationships, make sure you foster old ones.  Your past track record and experience will follow you so make sure you don't burn bridges.  That being said, you start to create a name for yourself the minute you get introduced to a new opportunity, client or colleague.  Your first impression will go a long way, especially in an interview.  So if you have something scheduled, follow through with it or give significant notice to reschedule for a better time.  Believe in KARMA! In any profession, you are always dealing with people, whether they are a client, colleague, and prospect etc. and what goes around comes around!  So without further ado, here are some worst, yet most entertaining excuses that I have heard in my 5 years of recruiting:

• " I know we spoke about it, but I never received a confirmation email so I assumed it was not happening"
• "I am really sick all of a sudden and can't talk"
• "I am in the ER right now calling you from Hospital Bed. I can grab the nurse if you want..."
• "I spoke to a friend of mine and they said I was crazy for considering that role"
• "I decided that I'm going to take a few months off and travel the world"
• "Oh...I thought the interview was optional. I didn't think I had to call to cancel"
• "I didn't sleep very well last night so I think it's best to reschedule for when I'm well rested"
• "I heard it was supposed to snow so I don't want to risk it"
• "I'm having car trouble"/"I just got into a car accident"
• "I thought it was tomorrow"
• "I have thought about it and I can make more money on unemployment"
• "I tried to go but I couldn't find the office, so I turned around and went home"
• "I had a family crisis"
• "I forgot"

I think it goes without saying these excuses do not create an impression of a mature and professional candidate.  I would strongly suggest to think long and hard before you cancel an interview and if you absolutely must cancel, my strong recommendation it to be honest!  If the reason that you are canceling an interview is because you're not interested then you should not have accepted the interview to begin with.  In sales, time is money, therefore make sure you're not wasting your time or anyone else's for that matter.  At the end of the day, your actions of blowing off interviews will potentially burn bridges that you one day might need.  If you are dealing with a hiring manager directly or working with a recruitment firm, it is best to develop a relationship and have open and honest communication to strategize on your next career move. Focus on things that make sense and you will be sure eliminate "the blow-off."

If you do, however, find yourself in the predicament where you have to reschedule an interview with a company you are truly interested in, here are a few ways to be professional in rescheduling:

• Call the interviewer the day before to allow them time to adjust their schedules.
• Be open and honest and tell them that you are interested in the position but you have a conflict and need to reschedule.
• If you have a specific excuse, you don't have to share it in depth, just be concise and to the point.

It is beneficial to avoid cancelling or rescheduling interviews, so do not schedule an interview without first checking your calendar for conflicts.  Remember, one lie creates hundreds, one blow off creates a burned bridge.

What do you do when the last job on your resume ended a year ago?  What do you do when you are applying for a job and the interviewer asks, "What have you been doing most recently?" and all you can think of is, "I have been looking for a job."  Unfortunately, in this market, this is a regular occurrence in interviews.

If you are embarrassed or feel awkward because there is a huge gap in your resume from your last role...don't be.  You are not alone, in fact, you have a lot of company.  Where you can stand out in the crowd is how you answer the dreaded question, "What have you been doing lately?"

Some of you have been working part time doing retail, some of you have been doing contract work, some of you went to work for a friend and helped to start something, some of you have played a lot of video games - however, one thing remains constant: all of you have been out of work and have to answer to that.  My point in bringing this up in a blog is to put it in front of you so you will begin to think about your answer.  If you have not prepared an answer to this question, you are at a complete disadvantage - it is just as important as preparing an answer to "What are your strengths?"

The unemployment rate is dancing around 10%, again you are not alone but it does not mean that you are not going to be held accountable for your present status.  You must first take responsibility for being unemployed, let's face it - it is not ideal.  But you must quickly answer the question and tell your interviewer what you have been doing.  Get creative but do not lie.  If you made repairs to your house, talk about that.  If you volunteered at the animal shelter, talk about that.  If you spent the summer on the beach and the winter on the slopes, talk about your soul searching and identifying the right role for you.

My point is, don't shy away from it - there is no hiding from it.  Take accountability and tell them what you have been doing - whether that was staying busy, working to put food on the table, or just bumming around trying to figure out your next move, you need to strategize and formulate an answer that is well thought out and articulate.

This should not be a detailed answer and you do not have to account for everyday that you were unemployed - it is a broad stroke question and calls for a broad stroke answer.  That is why you need to put thought to it now and not later.  If you are caught off guard by it - you will ramble and your answer will leave you out in the cold.

So, here are the guidelines to formulating your answer:

• Take accountability
• Be Honest
• Do Over Compensate with Details

Once you are comfortable with your positioning, practice it with peers and see what their response is.  If they are skeptical, you are probably not on the right path.  If they are accepting, then you are probably coming across as genuine and that is what you want.  Get by this question and then you can get on to the meatier part of the interview...positioning your actual experience.

Goals are set to encourage you to stretch beyond what is within your easy reach.  One large caution for Sales Managers this year: do not allow your team to use 2009 as a benchmark for 2010's achievement.  As a Sales Manager, now is the time to recreate the vision.  Now is the time to redefine success from a clean slate.  The most successful sales professionals have heard the mantra, "Belief, Action, Results, and Motivation."  Now is the time to readdress this mantra as you adjust expectation. 

Belief:

Your sales representatives need to believe that the goals they have set are achievable.  Typically, your team's perspective on what is "achievable" is undoubtedly skewed.  Your challenge will be to identify the number or the correct criteria that defines success for this year.  Once you find that goal, i.e. revenue number, reduce it to the ridiculous so representatives can understand the specific production expected each month/each week and what activity equates to this achievement.  In our meetings with Sales Professionals, it is shocking how many candidates don't understand their compensation plan or how they are measured.  These representatives find it impossible to run for an undefined or misunderstood target and as a result, lose belief. 

Action:

A common mistake while setting goals is the lack of plan or strategy behind a goal.  45% of American adults make one or more resolutions each year, however only three weeks into the year; 75% of those resolutions will have already been forgotten.* Without a structured plan to execute on, it is impossible to achieve goals.  A quarter of the year could easily pass without you ever really knowing, you are actually doing nothing to make goal achievement possible. Sit down with your representatives and build out a specific plan.  Define the Key Performance Indicators (KPIs) that discuss the action needed in order to achieve the goal.  Once the plan is constructed, take action, set expectations and inspect to ensure success.

Results:

2010 is not 2009.  Hold your team to higher standards but celebrate the small wins to create momentum and excitement straight out of the gates.  This is crucial.  Everything must feel different for your representatives to close the door on 2009 and it must be immediate.  Your energy and excitement as a manager will be contagious and your team will run hard which will result in success. 

Motivation:

By celebrating the small wins, your representative's confidence will build.   This motivation will fuel the continuation of this cycle.  Where there are extra funds, make the investment in bringing back sales spiffs and bonuses.  Build out a different, more aggressive compensation plan.  These actions will show your confidence and commitment to putting together a good year and supporting your sales representatives.   If dedicated and diligent, after 12 months you will be sitting down with your representatives at the end of the year discussing all that was achieved.

May I propose a New Year's Resolution that will positively impact more people than just yourself:  Be more than just a Sales Manager.  Be a Mentor that inspires.  If you are a manager, you have risen to that level because you know how to set and achieve goals.  Take an uninterrupted hour and listen to your teams desires.  Help them build a plan to achieve their goals.  Meet with them regularly to go over progress.  Care.  Sales may be a numbers game, but it is people that either achieve or don't achieve that number.  Care about them.  Spend a little extra time.  I challenge you to see where it gets your team at the end of the year. 

Cheers to a great 2010!!!!!  

*http://www.proactivechange.com/resolutions/statistics.htm

When the stock market fell off a cliff and credit was frozen and virtually impossible to find, companies moved aggressively to take shelter and weather the storm by cutting payroll and other expenses.  Those who managed to survive and stay standing at the end of 2009 will see revenue growth in 2010.  Those resilient companies will prosper on this long road to recovery throughout the coming years and they will create opportunities and focus on growth, not consolidation.  The strong companies today are betting on their ability to bring in revenue and they are confident and see an incredible opportunity to grow their business.  2010 will be a building year, a year to focus on re-securing the footings and foundation in order to build a stronger more aggressive company in 2011.  So what is the one job companies create when they are feeling confident in their ability to drive revenue? SALES JOBS!

Companies are now starting to see some relief.  As credit continues to loosen, companies become more confident in their ability to bring back jobs.  The first and most sought after jobs in 2010 will be sales.  According to a report by Forbes.com*, two of the Top 10 most recession proof jobs are Financial Advisors (4^th on the list) and Sales Representatives (6^th on the list).

So why are sales roles considered more secure?  Companies cut to the bone in 2009 due to the loss of revenue.  Companies can often reduce workforce while increasing workload in every department across the enterprise, however the same is not true in the sales department.  When companies reduce a sales force, they've reduced company revenue.  Sales representatives can't cover 3 territories and produce the same combined revenue that their past counterparts produced.  When sales representatives are overloaded they lose deals to the competition.  As a result, companies are looking to hire and replenish their once prosperous sales force in order to regain market share and increase revenue.  They have lost revenue over the past year and are at risk of losing top talent.  The top sales professionals that have weathered the storm are starting to explore new opportunities.  They are the reason that companies have survived and as the sales job market begins to open, more options are presented to them.  They are no longer fearful of losing their job and are, in fact, more comfortable taking the chance to see what other options they have in the market. 

Organizations must be on the offensive in 2010 to build and hire top producing sales forces while recognizing that they will see increased attrition as the market gains momentum.  Therefore, many companies will be aggressively searching for talented sales professionals that can add value immediately.  If a company is not recruiting top talent, you can bet that their competition is.  Those companies that capitalize on this market and recruit the greatest sales talent in 2010 will see exponential growth in 2011. 

Here at Treeline, we are seeing this exact trend.  Our clients had more urgency in December of 2009 than the entire year.  They are eager to get back to pre-recession revenues and growth and are betting on a talented sales force to get them there.  That being said, companies are building more efficient and effective sales forces.  Therefore, there is currently a movement transitioning from large field sales presences to larger inside sales presence.  Consumers are more comfortable buying online and with a SAAS based software model, web demos and video conferences, companies can close large deals without setting foot in a prospect's office.  Today, companies are preserving costs and doing business from one highly motivated, scalable and sustainable central location.  The most aggressive of these companies are using many effective Sales 2.0 selling tools and are adapting quickly.

With the significant decline of many industries in 2009, many sales professionals are finding that it is time to re-invent themselves and build a skill set that is marketable for years to come.  They find themselves burnt out and exploring new options.  Many are looking back to the hottest industry in sales right now: the technology sector.   We find that technology companies are adapting quickly to the Sales 2.0 methodology.  They are focused on consistent revenue growth and are building sales forces with urgency.  They are cutting costs by bringing their sales force inside and by using new technology solutions that help build pipelines and close business.  They are consolidating their outside sales force by recognizing the needs of today's consumer and the new sales process.  Therefore, they have identified how to increase the efficiency of their sales team by reducing costs and increasing revenue. 

In short, we see the hottest job in 2010 to be sales jobs and the hottest industry to be technology.  Companies can no longer afford to work with a skeleton crew and definitely cannot afford the risk of loosing a top performer to their competition.  It is too great a risk for companies to sit idle when most of their competition is on the hunt.  Companies are selective and will only hire those that have a proven track record of success.  However, for sales professionals there will be many more options to choose from in 2010 than 2009.  So for talented sales professionals, consider yourself lucky to be in a great career. 

For both company and candidate, keep pushing aggressively in 2010 and get ready to enjoy the fruits of your labor.   

*http://www.forbes.com/2009/11/23/recession-proof-jobs-leadership-careers-employment.html

Articles from many news outlets are predicting a very optimistic 2010.  Some claim that a full economic recovery won't be felt until 2011, whereas others are pointing out the positive markings of the recent economy.  Here's an update on what's happening in today's news:

Boston's housing market is leading the charge in market stabilization:  CNBC

Harvard Professors and Boston Executives weigh in on the 2010 economy:  Boston Globe

Cloud Computing is going up, up, but not away:  SmartMoney

Predictions from The American Economic Association:  WSJ

We typically like to educate ourselves not only by our experiences on the job, but also with a great reading that we like to share amongst each other during our month end meetings.   We have mainly focused on books that pertain to our business which is sales, but in this instance I wanted to focus on something that was more motivating rather than educational.  This past month I read a book called Motivating Employees written by Anne Bruce and James S. Pepitone.

Essentially, this book focuses on motivation and how it can help you become a more inspirational employee/manager.  What does that mean?  Getting more done through people.  The idea is to better equip yourself to be able to build a highly motivated, higher performing organization.    The beginning of the book touches upon the actual definition of motivation and where it comes from.  Motivation can either be intrinsic or extrinsic.  Intrinsic motivations are those that drive us from within, such as a personal interest, desire or fulfillment.  Extrinsic motivations are those which are factors outside of us that influence our internal needs, wants and behaviors.  These can by typically described as rewards, promotions and praise.

As a sales representative, I have learned that you have ups and downs throughout your career and the primary goal is to manage some sort of consistency to balance the peeks and valleys.  So what are the three most common ways to motivate?  One that I believe is most popular today is fear, which usually peaks when the economy is sluggish. In sales, typically commissions outweigh base salaries, so individuals are motivated to work harder to earn a similar compensation when the economy is striving.  Also, the fear of being "cut" when organizations are being downsized could be the fuel that lights the fire.  The other two motivators that are highlighted are incentive and personal growth. Incentives are very popular in a sales world.  Typically, you can see many great ideas such as a paid day off, dinners, and tangible gifts. This creates urgency as there is an added benefit if you book more revenue or perhaps have the largest pipeline.  The last common motivator that Bruce and Pepitone place emphasis on is personal growth from a compensation standpoint or higher responsibility.  They stress that challenging yourself is the key factor on furthering your potential.  Understanding what your strengths and weaknesses are enables you to have a solid start on climbing up the ladder.

Throughout the book, Bruce and Pepitone spoke about the key factors of internal and external motivation.  They emphasize the importance of working with human nature and encouraging entrepreneurial thinking and how it is linked to performance.  In conclusion, they feel the most critical pieces of motivation are values, humor, synergy and of course team power. 

So, how important is motivation?  It makes the difference between failure and success.  You can be experienced, knowledgeable, talented and the most capable manager/employee, however, if you lack the motivation, mediocrity will take over and you will just be average.  Motivation is not a simple matter and requires a recipe of elements:

• Motivation is an inside job!
• Relationships: Keys to better performance
• Working with Human Nature
• Encouraging entrepreneurial thinking
• Linking Motivation to performance
• Having Fun!
• Attacking de-motivators
• A clear path to performance
• Teamwork
• Synergy

Bruce and Pepitone wrap up the book by highlighting how you must be committed to continually developing yourself and your employees.  "Success breeds success."  We all accept and understand that.  Unleashing your synergy and making sure that you better yourself is of the utmost importance.  Ever hear of practice makes perfect? Well compare it to shooting a hockey puck 100 times a day to have more strength and accuracy.  Can't get your pitch down?  Practice leaving yourself messages, do it in front of a mirror.  Becoming a student of your business and becoming more knowledgeable creates strength and more importantly confidence which is the greatest motivator.

Any organization can take a significant hit and face challenging times and changes if it is not taking the necessary steps to prepare for the future through the attitudes, motivation and action of the organization and its employees.  This is what this book is all about.  Utilizing these techniques can be powerful tool that keep you and the organization from falling to mediocrity and complacency, but none if it matters if you can not translate it into action!

On behalf of the Treeline Team, we extend our warmest wishes to you and yours during this Holiday Season.  We sincerely thank you for your support throughout the years and look forward to continuing success in the years to come.

By Dan Fantasia and Lauren Moreau 

2009 proved to be quite a challenging year for every industry across the United States.  We as a nation have endured a significant amount of change and we as sales professionals are the most equipped to deal with it.  Regardless of the harsh realities of 2009, we see some light at the end of the tunnel and at Treeline welcome 2010 with open arms.  We have been asked by many of you to give our predictions of what we see in 2010 and we have always been willing to share our open and honest opinions.  So without further ado, here are our predictions for 2010:

1.       Companies will have a greater urgency to hire sales professionals in 2010

First off, we believe that companies will have a much greater urgency to hire in 2010.  We are seeing this trend develop right now.  We have found our clients to be more aggressive in December than they were in all of 2009.  Companies have cut their staff to the bone and hunkered down throughout 2009.  This is a behavior that we see changing currently and predict this behavior will continue throughout 2010.  Companies are starting to make the transition from survival mode to growth mode.  They are experiencing consistent numbers and are now positioning themselves to win.  They have survived so far, and although we are not through the tough times, we are seeing a steady increase in the hiring of sales professionals.

Clients are feeling more confident in the economy and feel that they have weathered a large portion of the storm, therefore we are seeing more firms coming to the realization that now is the time to hire.  After taking it on the chin in 2009, many companies are starting to feel a greater urgency and need to grow revenue in 2010.  Classically speaking, the best way to increase revenue is to increase your sales force.  Additional Sales Professionals carry additional revenue numbers and if hiring is done properly, companies will increase revenue with an increase in sales staff.  It is happening right now and for growth companies that have cut to the bone, now is the time to build depth in their sales forces.

Therefore, our prediction is that there will be a greater urgency to hire sales professionals in 2010 but be forewarned that urgency is not desperation.  Companies are still more selective than ever but urgent to increase revenue.  They will not take risk on a hire.  In fact you will see more sales job postings this year than last but the hiring authorities will not settle for mediocrity.  For the right candidate, companies will move quickly but if they are on the fence, there is greater likelihood they will not hire.  They have identified and weeded through their sales team for the past 12 months to find the best of the best.  The top sales people have stayed and continue to find success.  In order to ad value to these dedicated teams of high output performers, candidates will have to prove to each organization their worth.  Companies now know better than ever what they need in a sales person to be successful.

2.       Companies will spend more money to adopt an aggressive marketing strategy.

Companies, regardless of industry or size, will adopt more aggressive, effective and modern approaches to their marketing strategy.  They will increase revenue and become more efficient competitors by optimizing and implementing a comprehensive marketing strategy to find success and grow revenue in 2010.  Organizations will collaborate and build effective tactical plans to incorporate the power of social media, Google AdWords and SEO to effectively drive traffic and sales through the web. 

Companies will adapt and change the way they build their brand.  Right now, consumer expectations are at an all time high.  They have more power and technology at their fingertips than ever before.  They are well educated and value peer opinion and reviews when considering a purchase.  A company's brand today is very much based on word of mouth and street credit.  Therefore, many companies will invest heavily in a marketing strategy for 2010 that will utilize social media more effectively.  It is imperative that companies isolate and target people who need to buy their product and to build a support community around the brand in order to build for the future.  Those companies not invested in learning about new marketing techniques will find themselves loosing market share rapidly. 

3.       Your reputation will spread wider and faster than ever before.

Since the inception of business, effective and accurate communication has been of paramount importance.  Be it communication to the employees of the company or communication to the market place of consumers, companies have driven their message to the marketplace in order to solidify an opinion of their company and the reputation that they wish to portray.  Nowadays, a company's and individual's reputation is not something they can choose for themselves or try to force on others.  In actuality, it is the social evaluation made by others and can be considered a component of identity or brand.    Today with the fundamental shift in how we communicate with others, a companies reputation can spread wider and faster than ever before.  That being said, reputation precedes us and like it or not, reputation plays a greater part in today's society than some may be comfortable with.   

Over the past couple of years we have seen the evolution of social media and the emergence of cloud computing play a massive part of our personal and professional lives.  Information has become more abundant and easier to share, making the internet the number one place for consumers to go when they are contemplating a purchase.  According a recent report*, 34% of bloggers post opinions about products and brands on a daily basis.  It is also reported that 78% of consumers trust peer recommendations**, whereas only 14% trust advertisements***.  That being said, positive customer experiences and a strong reputation hold the utmost importance in the future success of your company.  After all, 25% of search results for the World's Top 20 largest brands are links to user-generated content****. 

That being said, information is out there about you and your company.  Whether you like it or not, potential employers or consumers will be able to find any and all information you may be trying to hide and they will be able to uncover information about your performance and reputation.  Therefore, building a positive reputation will take more precedence in 2010.

*Source: Universal McCann's Social Media Research Wave 3

**Source: July 2009 Nielsen Global Online Consumer Survey (actually 90% now - updated above but video still shows 78%)

***Source: "Marketing to the Social Web," Larry Weber, Wiley Publishing  2007

****Source: Marketing Vox and Nielsen BuzzMetrics SES Magazine June 8 page 24-25 Chris Aarons, Andru Edwards, Xavier Lanier Turning Blogs and user-Generated Content Into Search Engine Results

4.       New Technology will overwhelm all of us.

With the emergence of cloud computing, there is no doubt that technology will play a larger role in our daily lives both professionally and personally.  Soon you will only need an internet connection to own the key to the kingdom...and that does not necessarily need to come from a computer.  Smart phones and mobile devices have become staples in our every day life and soon enough they will be the mode in which we chose to do business.  Currently, people are more connected then ever with their personal and professional networks and often times are updating their communities on a daily (and sometimes hourly) basis.  We are already starting to see the integration of personal and professional networks, a distinction that was heavily separated in the past.  This integration is making one person's outreach larger than ever before.  Therefore, doing business will, and has, changed dramatically in now we communicate and essentially sell our products and services.  Referral networks are more easily accessible and abundant, changing the way in which companies prospect for new business.  It's no longer about cold calling numbers from the Yellow Pages, it's about updating LinkedIn, Twitter and Facebook.  Social networks are becoming the new rolodex and with tools such as LinkedIn's API, professionals can bring their network to any company and integrate their information into the companies CRM system with quickness and ease. 

Very few professionals understand the full capacity of LinkedIn or Twitter as a means of conducting business and unfortunately for many, they never will.  These types of technologies are changing on a daily basis and new applications are being created everyday.  An abundance of bloggers and business professionals have taken to online forums to discuss the latest and greatest business techniques by means of social media, however there is not enough time in the day to read all the information, let alone understand it.  Therefore, 2010 will bring a wave of new technology that will overwhelm us professionally and personally.  We will have to quickly adapt to these new technologies as best as possible and integrate them into our business practices.  The technology world is off and running, in 2010 we have to do our best to follow closely behind and manage to stay in the race. 

In conclusion, we feel strongly that 2010 will prove to be a fast paced year where companies will have a more concrete purpose and sense of urgency.  2010 will be a year of rebuilding and the perfect opportunity for companies to revolutionize the way they sell and the way they hire.  So before you break out your holiday sweater and relax around the fire, make sure your company has a purpose and direction going into 2010.  Thousands of companies are already waiting at the starting line of 2010, are you in the race?

By Kimberly Collins and Sean Cashman 

A lot of things tend to pop up at this time of year - the holidays, the end of a year, the start of a new one, Dick Clark is pulled out of storage and dusted off, and everyone and anyone puts together a 'Top 10 List.'  Treeline is no exception to the rule.  This year has been a crazy one and I am sure that plenty of us are glad to see it come to an end.  But through it all, there were plenty of lessons to be learned.  Here is a list of the Top 10 Lessons Learned in 2009. 

1. Social Networking - Brand Yourself: Over the past year we have learned that if you are not social networking - you are simply at a disadvantage. Whether you are on Twitter, Facebook, LinkedIn, or all three - it is important to build your brand online.

2. Sales 2.0 - Get Creative and Build Partnerships: The days of cut throat corporate culture are over and professionals want to help each other stay in the game and build industry together. Sales 2.0 is a collaborative effort that allows organizations to partner and advance in this market. Pay it forward.

3. SEO - Get Found: Search Engine Optimization (SEO) will have companies quickly reallocating their marketing budgets and changing sales models. Sales organizations are beginning to realize that a focus on finding new business is not as efficient as making sure that new business can find you.

4. Priorities - What is Important?: For a lot of people, this year pulled things into perspective - both professionally and personally. In this market, it is easy for the lines to get blurred between what matters and what doesn't - those of us who have clearly defined the two are better equipped as the market begins to turn. Focus on what matters; the rest is just details and distractions.

5. Job Boards Are Outdated - Be Proactive: For those of you who are on the hunt - you have learned that job boards are now a black hole for your resume. The market is just too saturated and companies simply can't search on enough key characteristics to find you. As a result, companies are overwhelmed and do not have the bandwidth to comb through all the submittals they receive. Instead, be proactive, use your sales talent and techniques to get your foot in the door

6. Seek to Find the Opportunities that Exist in Challenging Times: A recession slows things down, unfortunately, for many of our bank accounts. But in many cases, if you are looking, opportunities can appear. Over the last year, through necessity, smart companies have chosen to view this last year as an opportunity to rebuild, re-brand and re-think their business.

7. Diversify, Diversify, Diversify: We have built our companies and professions based on what we do well and have a pulse on our expertise. However, if this year taught us anything it's to cast a wider net. In order to survive in a down market, one must be able to diversify their clientele and sell to a broader audience to ensure consistent revenue. Continue to work your bread and butter accounts but diversify your pipeline.

8. Value and Service Your Current Clients: "Love the one you're with". Lyric to a sappy love song, or valuable business advice? When new business is harder to come by companies that focused on providing higher levels of service and focused on their existing clientele showed stability over the past year, and overall are better positioned when the market returns.

9. Sales People: The Most Efficiently Armed Professional in Recession Combat: Sales Professionals succeed and survive mostly because of their ability to overcome rejection and withstand hardship. The year is over...and again....we all made it through. Beaten up, battered... maybe. But come Jan 1, the numbers all set back to zero and all of us will take a deep breath, one more notch in our belts, great stories to tell and over all better professionals because we have once again, overcome the challenges that were put in our way.

10. Take Stock, Plan: What happened over the year, what were your best decisions; in what ways did you fail? They say, "History repeats itself" but with proper reflection it doesn't have to. Take a moment with your team to discuss the year and save the record. This will make you better prepared when the next recession hits.

Is this all we learned - absolutely not.  But these are lessons that should certainly not go over looked.  I think we can all say that 2009 has been a very ?educational' year.  What have you learned this year? - we would like to hear from you.  Now that you have learned your lessons -what do you plan to do in 2010?  Looking forward to hearing from you and ringing in the New Year.

As 2009 draws to a close, many of us are keeping our eyes on the road and hoping to find a stronger and more productive 2010, yet we can't seem to help looking in the rear view mirror.  As sales professionals, we want to be able to fully understand any downfall we had this past year and learn from our mistakes.  Some of the loses we endured are unpreventable where others can teach us how to be leaner and meaner in the future.  We also look back and analyze the past in order to better understand the future and any possible indicating trends we need to keep an eye on.  That being said, we at Treeline have taken a look back and analyzed the hiring trends of 2009 and have identified one overwhelming behavior of all companies:  risk aversion in hiring decisions.

In December of 2008, dozens of economists and employment organizations started making predictions on hiring trends in 2009.  At that point we had already experienced a taste of what was to come with the economic recession, however, reports indicated that we would see bigger paychecks, flexible work arrangements and bigger budgets for employee branding.  All sound promising and exciting, however none of them true.  Instead, we have seen companies tighten the belt on budgetary expenditures and avoid unnecessary loses.  That being said, companies who were able to hire did so gingerly and continue the same behavior.

Throughout 2009, we have seen many companies sit on open roles for weeks and months waiting to find the right candidate.  They do not wait due to lack of candidates on the marketplace, they wait because they cannot afford to take the risk of hiring an "outside of the box" professional.  It seems that companies have experience a fundamental shift in their hiring practices and have taken to the employment market with more of a consumer minded approach.  Openings are analyzed, assessed and outlined before going to market and the requirements are iron clad and often times extremely narrow.  Employers tend to look to fill their open roles with candidates who have identical skills sets and who have been successful in the same role at another company.  They look for candidates who have proven track records of success within the same industry and, in some instances, can bring over a book of business.  Let's face it, nowadays the majority of products and services are commoditized and purchasers are looking for the best buys.  What makes the employment market any different?   Companies are investing in human capital, therefore they are going to go to the market with a "buyer beware" attitude.  Thus, in order to mitigate the risk of a bad hire, they are looking for candidates who have proven success and great reviews.  Many companies that traditionally have been "quick to pull the trigger" are also starting to implement background checks and other investigative reports in order to ensure a successful hire. 

In conclusion, few companies in 2009 have settled for the "bodies in chairs" approach.  They are selectively building up their dream teams and will allow that seat to sit empty for an indefinite amount of time.  In 2010, we will see companies with more sales openings and a greater urgency to hire, but their selective search tactics will be a continuing trend.  Therefore, in order to be a competitive player in this job market you need to be able to demonstrate your successes and the value that you would bring to your potential employer.  It's no longer about asking the company what they can do for you, it's about showing the company what you can do for them.

Here at Treeline, we have a best practice where we present 'book reports' to the rest of the team at our monthly meetings.  The books we read can be about anything as long as they add value to our business in some way.  We have read books written by leaders in their industries, motivational speakers and spiritual guides.  This past month I read a book written by an educator named Hal Urban, who wrote a book for his 3 sons called Life's Greatest Lessons: 20 Things That Matter. 

As I said, he wrote it for his sons as a way to let them know how to live a life as a good human.  After its first printing, he received a tremendous response.  Not from parents or children but from business professionals.  These simple lessons about living a fulfilled and moral life are closely tied to how we conduct ourselves in the world of business.  A lot of his lessons are obvious but they serve as good reminders to us. 

Urban talks about lessons such as "Success is More than Making Money."  I know for you sales professionals this lesson probably makes you cringe but he makes a good point.  He is not saying do not make money, rather he is saying make money and be successful but make sure your priorities are in check and you are not missing the big picture.  Live a full life, give back to society and make the world a better place through your success.

He also talks about how "Life is hard...and Not Always Fair" and "It Is OK to Fail, Everyone Else Does" - here is where Urban sounds like a father but his point is to remind us not to be a victim.  Life is hard and unfair and there are no exceptions to the rule.  Successful people have to deal with their failures, hard times and injustices just like everyone else.  It is how they deal with these difficulties that separate them from the masses.  But don't forget, "Life is Also Fun and Incredibly Funny."  When Thomas Edison passed away, amongst dozens of notebooks that were found with hundreds of ideas for inventions that he never got around to, there were also a handful of notebooks filled with nothing but jokes.  When you work hard, it is important to keep your sense of humor.

And with that being said, Urban goes on to remind us that we, as individuals, have choices.  "We Live by Choice, Not by Chance."  We choose our values.  We choose how to treat others. We choose how to handle adversity.  We choose what we learn.  We choose what we accomplish in life.  We choose our belief system, ultimately - we choose our own purpose. 

Urban states that ATTITUDE is the most important choice we make and we make it on a daily basis.  He quotes Dr. Viktor Frankl, holocaust survivor and author of Man's Search for Meaning, saying, "the ability to choose our own attitude, in any given set of circumstances, is the last of the human freedoms."  It is simple statements like this that put a lot of life's simple truths into perspective.

The direction of the book then goes onto how to explain how we can choose to live a better life both personally and professionally:  "Good Habits, Be Thankful, Be Respectful, Be Honest, Share Kind Words With Others, Motivation Can Only Come From Within."  He really breaks all this down into simple and relatable stories.  Again, obvious lessons but great reminders. 

Urban goes on to explain that these are tasks for the journey but what is the destination?  "Goals Are Dreams with Deadlines."  Catchy,eh?!  But he is right.  What good are goals if we don't set up a timeline to achieve them? How do we achieve them? The answer is something that we have all heard from our parents: "There Is No Substitution for Hard Work and Sacrifice."  He tells of how resilience and persistence will get you places - don't let anyone tell you different.  

He wraps up the book with prioritizing life, "Life is Simpler When We Know What is Essential" and what is most essential??  "Being a Good Person."  Urban does a good job of reminding us what we are doing right in our lives and where we could improve ourselves.  He explains it in a way that we can relate to.  His writing is not a ?how to,' although he is incredibly obvious: it is never a bad idea to take a crash course on how to be a good person.  Never stop learning how to be better...perhaps I should submit that as Lesson Number 21.

The 20 Lessons:

1. Success is More Than Making Money
2. Life is Hard...and Not Always Fair
3. Life is Also Fun...and Incredibly Funny
4. We Live by Choice, Not by Chance
5. Attitude Is a Choice - The Most Important One You'll Ever Make
6. Habits Are the Key to All Success
7. Be Thankful - The Best Habit
8. Be Respectful
9. Be Honest
10. Kind Words Cost Little but Accomplish Much
11. Real Motivation Comes from Within
12. Goals are Dreams with Deadlines
13. There's No Substitute for Hard Work
14. You Have to Give Up Something to Get Something
15. Successful People Don't Find Time - They Make Time
16. No One Else Can Raise Your Self-esteem
17. The Body Needs Nutrition and Exercise - So Do the Mind and Spirit
18. It's OK to Fail - Everyone Else Has
19. Life is Simpler When You Know What's Essential
20. Most Essential: Be a Good Person

Treeline is the nation's premier sales recruiting firm and technology pioneer using an automated profile science to match clients with their ideal sales professional.  Since 2001, Treeline has become the area's top sales recruiting firm and we have grown our presence nationally.  Have you ever wondered what goes on behind the scenes? Watch the video and feel the adrenaline....

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