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Category: Advice for jobseekers

How to win your next sales interview: The secret to a standout presentation

I have watched many sales presentations and pitches during mid- and final-stage interviews. While many candidates bring polished slides, the ones who actually get the job offer are those who demonstrate how they think.

The difference between a good candidate and a great one is rarely about the design of the deck (would say a slick deck plays a part- but other factors are more essential). It is about the logic behind the strategy. If you want to impress hiring managers at startups or large firms, you need to move past the basics.

Here is how I recommend you approach your next interview pitch to ensure you stand out.

Show your reasoning, not just the result

It is easy to suggest a solution to a problem, but explaining how you reached that conclusion is what matters. I want to see your approach. When you present a strategy, explain the steps you took to build it. Showing your working proves that your success is repeatable and not just a lucky guess.

Lead with the big opportunities

A common mistake I see is candidates focusing on “low-hanging fruit” or easy wins. While these are important for early momentum, they rarely excite a leadership team. Instead, start your presentation with the largest clients or the most significant accounts you plan to target. Show that you have the ambition and the plan to win high-value business.

Keep your visuals concise

Your slides should support what you say, not replace it. I suggest avoiding wordy decks at all costs. If you read your slides word for word, you will lose the attention of the room. Use visuals to show:

  • Commercial forecasting: Use clear charts to show expected growth.
  • Data insights: Use simple graphics to highlight market trends.
  • Targeting: Use maps or icons to show where you will focus your efforts.

Demonstrate commercial thinking

Hiring managers are less interested in your daily activity metrics, such as the number of calls you make, and more interested in your commercial logic. I look for how you prioritise your targets and how you forecast revenue. Explain how you will tackle specific challenges, such as a competitor dropping their prices or a shift in the market. This shows you understand the business side of sales, not just the process.

Tell a story with real impact

The most engaging presentations I have seen are those that tell a story. Talk about what has worked for you in the past, but also be honest about what did not. Explain why a certain approach failed and what you did to fix it. This demonstrates insight and the ability to adapt, which are vital traits in any sales role.

End with a punchy close

Do not let your presentation fizzle out. Wrap up with a clear, well-thought-out plan that outlines your next steps. I recommend providing a specific timeline, such as a 30-day plan, that ties your ideas together. This leaves the interviewers feeling confident in your ability to deliver results from day one.

Are you preparing for a final-stage interview or looking to grow your sales team?

I am always happy to share more specific insights from the current hiring market to help you succeed. Whether you are a candidate looking for your next move or a business lead looking for top talent, please get in touch for a chat about how I can support your goals.

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Thinking of using AI to build your CV? Think again

I look at hundreds of CVs every single week. Lately, I have noticed a pattern. Many of the applications, particularly those looking at early-stage careers have noticeable similarities. It is easy to tell when an AI has manipulated a career and experience. While using technology can help, relying on it too much might actually stop you from getting an interview.

With that in mind, I wanted to share some honest advice on how to handle AI in CVs without losing your own voice.

The problem with the “Robot Voice”

When I read a CV, I want to get to know the person behind the paper. AI tends to use very formal, stiff language that people do not use in real life. If English is not your first language, you might feel that AI helps you sound more professional. However, it often does the opposite – it makes your CV formatting look cold and robotic while prohibiting you from differentiating yourself from the crowd.

Here is what I often see:

  • Inflated experience: AI loves to make small tasks sound like huge projects. If you worked on the floor of a retail shop and the AI says you “orchestrated a multi-channel retail strategy,” it looks suspicious.
  • Odd grammar: AI often uses American spellings or phrases that feel out of place in a UK work environment. It can also use strange spacing / use of hyphens etc. & the trained eye can spot these a mile off.
  • Repetitive words: You might notice the same fancy words appearing in every single bullet point – to not correct this kind of thing before sending a CV shows poor attention to detail regardless of whether AI wrote it or not!

The interview challenge

I do not think candidates are inherently lying when they use AI, it is an attempt to showcase your best self. The trouble starts during the interview process. If I ask you to tell me more about a specific point on your CV and you cannot explain it because AI wrote it then an issue arises.

You need to own every word on that page. If the AI suggests a sentence, ask yourself: “Could I actually explain this in detail to a hiring manager?” If the answer is no, change it.

How to use AI to your advantage

I am not saying you should never use these tools. They are great for checking your spelling or helping you get started when you have writer’s block. Here’s a few suggestions:

  1. Use it for ideas, not the final draft: Ask the AI for CV tips or for a list of skills for a specific role. Then, write the skills you have acquired out in your own words.
  2. Personalise everything: If the AI gives you a summary, rewrite it. Mention specific details, such as the fact that you worked 15 hours a week while studying or that you managed a till in a busy cafe during the Christmas rush.
  3. Check your formatting: Keep your CV formatting simple. Use clear headings, a clean font like Arial or Calibri, and bullet points. You do not need fancy graphics to stand out; you just need your CV to be easy to read.

Final Thoughts

AI is a doubled edged sword that has to be utilised carefully to see true benefits. If you can use it in conjunction with your own words and thoughts, it can be a powerful asset. However, relying on AI to do the heavy lifting leads to noticeable flaws, and it will affect your chances in an already saturated market of entry-level candidates. Don’t take the easy route, be different!

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How to Make Top Candidates Choose You

I often speak with founders and hiring managers who worry they will lose out on great people because their company is not yet well known. It is a common concern, but you do not need a global brand to hire the best people in the market. In my experience, candidates are often more interested in the specific work they will do and the people they will work with than the logo on their Linked-In Profile.

If you want to compete with the big firms, you can do so by creating a hiring process that is personal, transparent, and efficient. Here is how I help my clients stand out to high-quality candidates.

1. Create a comprehensive briefing pack

A standard job description is rarely enough to get someone excited. I recommend creating a detailed briefing pack specific to the business and the team. This should go beyond a list of tasks. Include information on:

  • The specific projects the person will lead in their first six months.
  • The team structure and who they will report to.
  • The tools and technology they will use daily.
  • A clear map of the interview process so they know exactly what to expect.

When I share a pack like this with a candidate, it shows them that you are organised and serious about this hire.

2. Give your recruiter the full story

When you give me a brief for a new role, I need to feel the excitement behind the project. If you can, send me a short, one-minute video or a direct quote from the line manager. Hearing a founder or manager talk about why the role exists and what they hope the new hire will achieve is a powerful tool. It allows me to represent your business with genuine enthusiasm and helps candidates visualise working for you.

3. Design an inclusive and efficient interview process

Long, drawn-out hiring processes are the quickest way to lose talent. I suggest a process with two or three stages at most. This is enough time to assess skills while keeping the momentum high.

During these stages, let the candidate meet multiple people from the business. This gives them a better sense of the culture than any brochure could. I also suggest asking every candidate if they have any specific requirements for the interview. Whether they need a quiet space or have specific accessibility needs, asking this question early shows that you are an inclusive employer.

4. Honesty is the best policy

Transparency builds trust. If there are aspects of the role that might be seen as a challenge, explain them early in the process. For example, if the role requires five days a week in the office, state this in the briefing pack and explain why. You might require everyone in the office to help with hands-on training or to foster faster collaboration during a growth phase.

When you explain the reasoning behind your policies, candidates are much more likely to respect them. It is better to find someone who is happy with your specific way of working than to have someone join and leave three months later because they felt misled.

5. Focus on the candidate experience

Every interaction a candidate has with you is a reflection of what it is like to work at your company. Signpost every step of the way. If you say you will give feedback by Thursday, make sure you do. Small details, like providing a clear agenda for an interview or introducing them to the team they will sit with, make a lasting impression.

By being specific, honest, and organised, you can build a team that is just as talented as any large firm.

If you’d like to discuss this further, I can be reached on george@vertical-advantage.com.

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How to Articulate Your ‘Why’ and Land Your Dream Job

In the fast-paced world of job hunting, standing out in an interview can make the difference between landing your dream job and missing out. Recently, I experienced firsthand the critical role that understanding and articulating your “why” plays in making a lasting impression during an interview.

Let me share some context: We were sourcing for a critical role for one of our high-growth clients, and our team managed to bring in two exceptional candidates who both performed brilliantly in their first and second interviews. They were articulate, and knowledgeable, and presented themselves exceptionally well. This left the decision-makers in a dilemma: who should they choose?

Ultimately, the decision hinged on a subtle yet essential aspect of the candidates’ interviews—their “why.” Both candidates were technically proficient and seemed culturally aligned with the company. However, the deciding factor was their ability to express, in detail, their passion for the product, their genuine interest in how the company operates, and their vision for their career trajectory within the organisation.

The Power of Your “Why”

So, what exactly is your “why,” and why is it so powerful? Your “why” is the underlying reason you are drawn to a particular company or role. It’s a combination of your passion for the industry, your alignment with the company’s values and mission, and your vision for how you can grow within the organisation.

When clearly articulated, your “why” demonstrates to employers that you are not just looking for any job; rather, you’re intentional about finding a role you are aligned with and passionate about.

Preparing Your “Why”

Preparing your “why” in advance is crucial. Here are a few tips from the experts on our team who work with hiring managers day in and day out:

Calvin Harris, E-commerce & Digital Manager:

Consider where you want to go in your career (seniority, industry, etc.) and identify your skills gaps. Then, assess the company you’re interviewing with to see how you can bridge those gaps. During the interview, explain how the skills you currently possess can support their business goals while also highlighting how the company can help you develop the skills you lack.

Takeaway: Align your career goals with the company’s needs by demonstrating in the interview how your current skills can support the growth of the company.

Jayna Kalyan, Supply Chain Director:

Take time to prepare ahead of the interview, don’t try and answer it off the cuff. Think about why you want to leave your current role—what is your biggest driver/motivation for leaving? Take that information, research the business/role/values, and make correlations on how it fulfils what’s missing/what you’re looking for in your next move.

Takeaway: Articulate how this role fits into your long-term career goals. Show that you have a vision for your future and see this position as a significant step towards achieving it.

Loren Phillips, Senior Talent Exec, Finance, Sales & Marketing:

The first step to a genuine answer is to apply for jobs aligned with your interests. Let’s be honest, a lot of the time your why is largely about wanting to pay your mortgage or sustain your lifestyle, but that’s not the best answer to give at interview stage. Answering “the why”, becomes easier to answer when you can find things that specifically resonate with you about a role or company.

Takeaway: No matter how tempting it can be, apply for roles that you have a genuine interest in. It goes a long way in answering the question sincerely.

Delivering Your “Why” in an Interview

When it comes to delivering your “why” during an interview, specificity and authenticity are key. Here are some tips:

  • Be Specific: General statements like “I love the company’s culture” are not enough. Instead, say something like, “I admire how your company has built a strong culture of innovation and collaboration, as evidenced by your recent project on X.”
  • Be Authentic: Your passion should come through naturally. If you’re genuinely excited about the opportunity, it will show in your voice and body language.
  • Connect the Dots: Explain how your skills and experiences have prepared you for this role and how you envision growing with the company.
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Employee Rights: Navigating New Flexible Working Laws

 The wheels of change are turning as the new flexible working laws have finally come into effect, marking a significant step forward in aligning legislation with the evolving world of flexible working.

What has changed and what does it mean for you?

  1. Flexibility from Day One: One of the most exciting changes is that flexible working will now be a day-one right for employees. You won’t have to wait around for 26 weeks before you can request flexible arrangements (which was the previous law). Whether you’re a night owl or a morning person, the power to shape your work schedule is in your hands from the get-go.
  2. Two’s Company: You can now make two flexible working requests every 12 months. So, if you find that your initial request doesn’t quite hit the mark, don’t worry—you’ve got another shot at agreeing a policy that works for you.
  3. Fast-track Responses: Employers now have a tighter two-month window to respond to your flexible working requests. The Act reduced the time limit for employers to deal with flexible working requests from three to two months, although this can be extended if the employee agrees.
  4. Let’s Talk About It: Communication is key. Before an employer responds to your request, they’re now required to speak with you to explain their position. On the other hand, employees don’t need to justify or explain the impact of their proposed changes anymore. It’s all about mutual understanding and finding a solution that works for everyone.

So, how can you make the most of these changes as a job seeker? Here are a few tips:

  • Know Your Worth: Don’t be afraid to advocate for yourself and your needs during the job search process. If flexibility is important to you, make sure to communicate that to potential employers from the get-go.
  • Stay Informed: Keep up-to-date with the latest developments in flexible working laws and regulations. The more you know, the better equipped you’ll be to navigate the ever-changing job market.
  • Be Flexible (Pun Intended): Remember, flexibility works both ways. Be open to compromise and creative solutions that meet both your needs and the needs of your employer.

Fexible working isn’t just a trend—it’s the way of the future. So, embrace it, take ownership and watch as your work life balance flourishes like never before.

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Salary Savvy: Tips for Negotiating Your Pay

Are you tired of feeling undervalued in your job? Have you ever wondered if you’re being paid what you’re worth?

Negotiating a pay raise can be a daunting task, but it’s a crucial step towards ensuring fair compenstion for your hard work, commitment & impact. In today’s competitive job market, knowing how to effectively negotiate your salary is essential for achieving financial security and career satisfaction. Whether you’re a seasoned professional or just starting out in your career, this blog will equip you with the knowledge and tools you need to advocate for yourself and secure the salary you deserve.

Before diving into the specifics of salary negotiation, it’s important to have a clear understanding of the current economic and industry trends that may impact your ability to secure a pay raise. So, if you haven’t already, download our 2024 Salary Guide– it features salary benchmarking and commentary, an overview of the current recruitment market and demographic and DE&I insights.

As you know, factors such as industry demand, skill shortages, and company performance can all influence your negotiating power. By staying informed about market trends and industry benchmarks, you can better position yourself to make a compelling case for a salary increase.

Once you’ve equipped yourself with the right information, here are 5 tips to master the art of salary negotiation.

Timing is Key:

Schedule your pay discussion in advance to allow both you and your manager time to prepare. Avoid springing the conversation on your manager unexpectedly. Pick a time that aligns with your company’s performance & planning process – it can help strengthen your hand.

Show Your Worth:

Arm yourself with concrete, objective evidence of your contributions and achievements. Detail your accomplishments and the value you bring to the organisation and support your case with data and facts. Additionally, outline your future goals and aspirations within the company.

Exude Confidence:

Approach the negotiation with confidence and assertiveness. Recognise your worth and the scarcity of your skills in the market. Confidence can be a powerful tool in these discussions, especially in industries facing talent shortages.

Set a Realistic Figure:

Research your job title across multiple job boards and consolidate this data with recent reports on salaries in your industry to benchmark your role and determine a realistic figure for your pay rise. Be mindful of your current role’s market value and your skill set. While aiming high is admirable, ensure your expectations align with industry standards and your contributions.

Persevere and Explore Alternatives:

If initial negotiations don’t yield the desired results, don’t lose hope. Maintain open communication with your employer and continue to express your aspirations. Remember, salary isn’t the only negotiable aspect of your employment package. Consider alternative perks such as flexible hours or professional development opportunities. If all else fails, keep in mind that other opportunities may await elsewhere.

Remember that salary negotiation is not just about the money – it’s about advocating for your worth, advancing your career, and achieving financial security and satisfaction. With the right preparation and mindset, you can unlock the secret to successful salary negotiation and take control of your professional future.

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Interview tips 101 – Mastering the STAR technique

People like hearing stories – they are a proven technique for making sure people remember the point you’re trying to make. The STAR technique is a powerful storytelling tool for answering difficult job interview questions. It enables you to frame your answers in a structured and compelling way that highlights your achievements and competencies.  
 
The technique involves breaking down your answer into four components: Situation, Task, Action, and Result. 
 
Situation: Describe the situation you were in or the problem you faced. 
Task: Define the goal or objective you had to achieve. 
Action: Describe the actions you took to achieve the goal. 
Result: State the outcomes of your actions, including any quantifiable
measurements. 
 
To make the most of the STAR technique, it is essential to build your answers into “STAR Stories.” These stories should be less than 3 minutes long, and presented with energy and enthusiasm about a real-life
experience you have had (not necessarily a work experience, as long as it demonstrates a relevant competency or behaviour).  
 
Here are some tips to help you master the STAR technique: 
 
Practice, Practice, Practice – The key to mastering the STAR technique is practice. Prepare your stories in advance and practice telling them out loud. This will help you to remember the details, keep your answers
concise, and maintain your energy and enthusiasm. 
 
Be Specific – The STAR technique requires you to be specific and provide measurable outcomes. Make sure you have exact examples of your achievements, such as increased sales, improved customer satisfaction, or cost savings. 
 
Be Concise – Remember to keep your answers concise and to the point. The interviewer doesn’t need to hear every detail of your story; they just need to understand the situation, task, action, and result. 
 
Use Visual Aids – If you have any props, such as diagrams, charts, or letters of recommendation, use them to help illustrate your story. This can help to keep the interviewer engaged and make your answers more
memorable
Be Courteous – When using the STAR technique, remember to be courteous and build a friendly two-way conversation with the interviewer. Start by answering the question directly and then ask if you can give an
example. This will show that you are listening and engaging with the interviewer.

Mastering the STAR technique is a priceless skill to acquire for any job interview. It enables you to answer tough questions in a subtle, compelling, and powerful manner that leaves a lasting impression on the
interviewer. By building your answers into “STAR Stories,” you can wrap your key messages and personality into a real-life experience that your interviewer will remember. Practice, be specific, concise, use visual aids,
and be courteous, and you will be well on your way to acing any interview!
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Top 5 Interview Tips

Like most things in life, the foundations of a great interview are all about getting the basics right. It’s important not to ignore the fundamentals of what’s required, and once you’ve nailed these you can add the flair on top.

1. Read the job spec
Sounds obvious, but so often overlooked. Go through the soft & hard skills required, prepare examples of how you can match these, but also don’t be afraid to ask questions where you feel there are gaps.

2. Read your CV
Again, sounds obvious but the last thing you want to happen is to not know your own numbers.

3. Ask the recruiter
If you’re working with a recruiter, they should be able to provide more context than is typically on a job description. Why are the company hiring? What are the key goals & challenges of the role? What is the feedback from other people they’ve hired?

4. Do your research
Know who you are meeting; where they’ve worked; the history of the business; the structure of the team; any recent news articles; their key competitors. Even go and look at their accounts on Companies House if they’re an early stage business!

5. Ask questions
Always, always, always have a list of questions prepared. But be prepared to be flexible and adapt to the conversation – if your questions have been answered then ask new ones based on the context of the interview. Focus your questions on learning more about the role or business rather than salary, working hours etc
So you’ve nailed the basics, now what can you add on top in order to stand out?

A. Structure & clarity
The best interview answers are compelling, logical and draw the interviewer in. Like a comic performing a routine, you should have a number of pre-prepared answers up your sleeve, structured almost like stories. Be concise, but understand how to structure an answer for maximum effect (see our article on the STAR technique).

B. Challenge the interviewer
a. Interviews are a two way street, and the best candidates use it as an opportunity to dig deeper. For example, don’t just ask ‘What’s the culture like?’ but ask for examples of how they live & experience the values every day, or how the mission of the company impacts the decisions they make in their role.

C. Give an opinion

Take your research one step further but providing some relevant, tailored insights on the role or business. Combine what you know about the role & business with your expertise and make recommendations on things you might do if you were to get the role.

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