A few times per year ZoomInfo holds TechFest, a two day period for the engineering team to collaborate on mini projects with few constraints. During this time the engineers are encouraged to have fun and experiment. In fact, the only rule is there are no good or bad ideas. Continue reading
Zoominfo’s TechFest is a two day time-out from day-to-day project work where we allow ourselves to think outside the box and brainstorm improvements to ZoomInfo offerings.
As a technology- driven company we of course rely on innovation for all aspects of our product offerings. There is a consistent need for us to both improve our established products and processes as well as to look into the future in order to take our technology to the next level. Undeniably, the driving force of ZoomInfo is our technology and the innovations and improvements we develop now will be what propels us into the future.
Our engineers have responsibility to not only complete their projects on time, but to be constantly focused on what they can do to improve and achieve the ultimate philosophical goal of our development; making the unknown known. Continue reading
CQL3 (Cassandra Query Language) is an API to interact with Cassandra, that has syntactical similarities to the commonly used SQL. CQL3 was introduced in Cassandra 1.1 as beta, but became final in Cassandra 1.2. Prior to CQL3, the typical API used to interact with Cassandra was Thrift. Datastax addresses some of the motivation around introducing CQL3 as an alternative to Thrift:
With so many options open to recruiters when it comes to sourcing and hiring great candidates, it can be hard to know what really works, and what is just “the next big thing.” Well, if you ask Lou Adler, author and president of the Adler Group, it’s not always about the tools.
Adler spoke about the topic during a webinar hosted by ZoomInfo (check it out here).
According to Adler, in order to consistently hire top candidates, two things need to happen. First, companies need to believe it’s possible and provide the resources to make it happen. Then recruiters need to execute the plan – the system for hiring top talent – every day.
Learn more in a ZoomInsights article, “Performance-based recruiting: how to hire the best candidate every time”
In the past, the hiring process was often thought of as a funnel: Recruit as many candidates as you can, dump them into the top of the funnel and see who filters out at the bottom. But that technique wastes a lot of time, money and work, according to Chris Murdock, senior partner at IQTalent Partners. When interviewed for a new ZoomInsights article, Murdock said that if you want to work smarter and not harder, it’s time to switch to what he calls the Diamond Recruiting Technique (DRT).
The goal of any recruiter is to match the job opening with the best possible candidates, resulting in a successful hire. But in today’s busy world, it’s also important to achieve this outcome as easily as possible. Murdock said that in the DRT process, he has found the perfect tool to meld these two goals together.
Picture a diamond: narrow at the top, fatter in the middle and then narrowing back to a point at the bottom. Murdock says this is what your hiring process should look like. The length of the diamond represents the time you put in, and the width represents the number of candidates. “You want to make the diamond as short and thin as possible,” he said.
Learn how to put the diamond to work for you in “Find better candidates with the Diamond Recruiting Technique.”
Every email message you send must hack its way through a jungle of spam filters, strong-arm inbox fatigue and survive your readers’ distractions. Inbox rates – the tally of whether an email reaches its intended inbox – dropped to 76.5 percent globally during the second half of 2011, down from 81 percent during the first half of the year, according to a report from email certification provider Return Path. Even worse, email blocked as spam increased a startling 24 percent during the same period.
Our new ZoomInsights article, “Improving B2B email deliverability,” has some good suggestions. For example, place an even higher value on targeting both the pitch and the list of intended recipients, according to industry experts. It’s a game of quality over quantity these days if you want to maximize open rate, read length and opt-in.
Also, there’s a good chance your target audience is reading your email on a mobile device. It’s the biggest recent sea change in the market, and it’s changing fast. As of September, 38 percent of email was opened on a mobile device, compared to 33 percent on a desktop client and 29 percent for web mail, according to Litmus’ Email Analytics report.
Our article, “Improving B2B email deliverability,” explains these and other issues. Check it out!
In 15 years of inside sales, Lauren Bailey of Factor 8 has noticed that most reps struggle with their approach to managing their book of accounts. To find great opportunities in your accounts, you must be like a miner sifting through rocks looking for gold. Whether you have 300 or 3,000 leads in your book, chances are only a small percent will be gold, quite a few will be fool’s gold and most will just be rocks. In a new ZoomInsights article, Bailey writes that, unfortunately, most reps fit one of these four miner profiles:
- If I don’t see the gold on the surface, I throw away the rock
- I’m going to carry around all of the rocks in case one might have gold
- I’m going to methodically study each rock one at a time
- I don’t really have any strategy and I’m calling my book in alphabetical order (ouch!)
Fortunately, Bailey has some great tips for improving the account book mining process, including doing a quick sort, qualifying quickly and categorizing by potential. Read more in her article, “Mining your account book for gold.”
Have you ever applied for a position at a company only to never hear back? Or perhaps you get an interview, but weeks pass without any follow-up from the company. We’ve all been there!
Christian Forman, CEO of StartDateLabs, told ZoomInsights, “Job seekers feel poorly about the recruiting process at baseline, regardless of how well companies (treat them) because it’s a process that generates 99 no’s for every one yes.” Despite the inherently frustrating process, recruiters and HR professionals can make small changes to make the ordeal a bit more pleasant – even for candidates who ultimately get rejected.
A new article on ZoomInsights, “Treat job seekers like customers: It’s good business,” provides incentive for keeping applicants happy by explaining the damage disgruntled candidates can do to a business. It also provides valuable advice on procedures and processes that can make all applicants feel as respected as customers.
Ryan Patenaude had to build a sales organization from the ground up. When The Focus Group put him in charge of sales for Focus EduVation, the new spin-off had no customers, no prospects and no business! Patenaude needed to get the phone ringing, fast.
Patenaude needed to develop quickly a database of prospects in the publishing arena, where many companies have thousands of employees. He evaluated a number of B2B business information providers, but the options he found were too expensive and too outdated. They also lacked a critical piece of information for prospecting in the modern age: accurate email addresses. As he put it: “Who cold calls or sends direct mail anymore?”
Find out how Patenaude found a data source that met his needs and built a successful sales operation. It’s all in our ZoomInsights article, “From 0 to 5,000 qualified prospects in a year.”
If your days as a sales rep contain too much nerve-wracking uncertainty, unpredictability and unreliability, perhaps you need to “own” your sales cycle.
It’s all about asking the right questions early, developing relationships and maintaining them, even after a sale.
ZoomInsights interviewed two sales experts on the topic of owning the sales cycle. They offered great tips that can help you!
Check out our ZoomInsights article, “You can own the sales cycle.”