I'll change how you see the job market forever in 10 mins

What's up, guys? This video is going to be a quick one and I'm going to get straight into it because the concept that we're going to cover is pretty straightforward and I just want to deliver it to you guys as short and sweet as I possibly can. If you guys don't know who I am, my name is Dylan. I've been in the sales industry for a long time now. I run a community business that helps salespeople get remote 1099 sales jobs. I also run a sales media company called Because of Sales. We run a weekly newsletter, podcast, and social accounts for sales professionals in any industry. You should subscribe to that below, third link. But I had a huge, huge, huge recent unlock that I want to tell you guys about. Why you should listen to me on this. So through my community, I've been running it for about 3 and a half years now. We've worked with over 500 people to land remote sales jobs. I also just went through a process of interviewing 40 questions to 11 sales managers and recruiters in all different industries, the people behind thousands of sales hires. So, you know, in my community, I've worked with hundreds of people to break into this space. I'm also in touch with sales managers, hiring managers, people behind many, many hires. I've also built and sold a sales agency where I was like the primary recruiting guy. I was driving the talent, I was interviewing the talent, I was hiring the talent. I'm going to start a little general because this generally applies to anybody who's in the application process for a new job. Doesn't matter what kind of job. And then I'm going to niche this down a little bit more to the high-ticket 1099 remote setting or closing space. Here's the big idea. When recruiters, hiring managers, sales managers are going through applications, they are not looking to hire you. They are looking to disqualify you. Let that sit. When they have hundreds of applications and you're just one in a sea of many and they have no reason to like you over the next person, over the next person, they are not looking to hire you. They are looking to disqualify you. Now, what does this mean? That sounds kind of weird because, you know, I applied to a job. Of course they're looking to hire me or hire somebody, right? I want to put you into the lens of a recruiter, a hiring manager, or someone like that. But let's imagine a full-time recruiter. Their entire job is to find good candidates for certain types of roles. So much of that job consists of them going through candidates that are not good fits for the role. So if the end goal is finding square peg, square hole, what's the fastest way to get there? Especially when we have so much in front of us. It's to disqualify. It's easier to trim the fat. It's easier to sculpt a marble statue out of a block of marble than to go and find the needle in a haystack. Some good analogies there for you. Finding the needle in the haystack is daunting. It's time-consuming. It doesn't always happen. However, to give ourselves the best chance of finding the perfect fit and to do that predictably time and time and time again, trimming the fat and disqualifying people instead of Qualifying people is how you can sustainably do this without driving yourself insane. Now, what does that mean for me? I'm in the job market right now. I'm submitting all these applications. I'm hitting the LinkedIn Easy Applies. I'm hitting the Indeed applications. What does this actually mean for me? Like, what am I supposed to do with this? Well, you need to know that these people are gonna pick up on things that are common traits of people that are not to be taken seriously. And if you replicate some of these traits, even though you might be someone who should be taken seriously, you will not even be given the opportunity to be considered when you should. And so I could summarize all this and say, just don't be lazy, but I'm not gonna do that. I'm gonna give you a little bit more detail. Something as simple as this, I've seen this firsthand. Recently was recruiting for an account executive role for an AI company, and we asked for something as simple as attach your resume. Most people attach a resume. Most of them are not that good, but there's people that don't attach resumes or they say, I'll send it later. I do not care how much experience they have. I do not care how they could be the best fit in the world for this position. If I don't know them and they're one in a sea of many and they don't attach a resume or they don't follow instructions, this is one example, they are out, plain and simple. We play the game of probabilities. So you as a sales rep, you as someone who's in the hiring pool, you need to follow instructions to a T. It might be boring, it might be monotonous, it might take more work, but if you want to play the application odds, and be the person who gets hired over people who might be more qualified, you need to gamify the system. Resume is a good example of that. I'm not even talking about quality. I'm talking about following instructions when other people don't, when it's easy for other people to skip them, to then get presented with opportunities like interviews that you wouldn't have otherwise gotten. So much of hiring, so much of landing jobs you want or being considered for jobs you want Is not messing up the application process. The bar is really low, at least in the space that I'm in, the high-ticket 1099 remote sales space. The bar is really low, genuinely low, meaning if you can be somewhat average or above average, you have a bigger leg up than you think. There's that saying about— I think it's a bear where it's like if you're with a group of people and there's a bear chasing you guys, you don't have to be the fastest person. You just need to not be the slowest person. And unfortunately, that's kind of the way the hiring market works. There's exceptions, 100%, and you should be the best applicant you possibly can be. But you need to keep in mind that if you're not getting the fair shake that you feel like you should be getting, it's because there's a chance you are skipping things. You are not coming with the quality in certain things that seems little to you, but is the exact way that these people start to filter out Applicants, if it's 100% controllable and it's effort-based, doesn't matter if it's a resume, introduction video, a written section, and you half-ass it, you will be cut. Even if you're the best applicant, they are not looking to hire you. They are looking to disqualify you. Now, once we get into 2nd, 3rd, 4th round interviews, they might be looking to hire you. They are a lot more likely to hire you at that point. Let's say that. But as long as you can be above average, and this doesn't even require any experience. Some of the guys that I know that come with the best preparation, and in our community, we work with people to be the best applicants. I see these guys beat people out that are far more experienced than them all the time. I'm talking beating people with more sales experience. I'm talking beating people with more industry experience. I'm talking teenagers and college kids beating out 10, 15, 20-year career professionals because they think their experience will sell itself. No, we have to sell the experience. The death of a lot of good companies and ideas boils down to them thinking the product will sell itself if it's so good. And if that were true, why do the best products in the world play offense when it comes to selling? It's not true. So what I would do if I were you, again, this is coming across thousands of data points. I have a recruitment database for the agency I used to run, thousands of applicants. And the very first thing I would do is check to see, What kind of role they're applying for, where they're based, like the main criteria that's non-negotiable for a client or for the role. And then I look to see if they actually completed the application with some decent effort. And then I get into the quality of the application, the introduction, the Loom video, the resume, how the experience might actually match up. So many people are focused on experience being what gets them hired. Think of your hometown. Think of— it doesn't have to be your hometown. Think of the city where you live. There's probably a restaurant Close to you or in the city somewhere that you think is the best restaurant ever. And you're like, dude, I don't know why this restaurant isn't busier. It's so good. Every time I go, the service is so good. The food is so good. I just want to tip 50% plus, but they have like 4-star rating on Google and they might go out of business soon. Well, that's because nobody knows about them, or not enough people know about them. Not enough people know how awesome they are. And that's what you need to do with your job application. You need to present yourself as the awesome option. You need a lot of people to know you're awesome. You need to do shit that doesn't scale, plain and simple. You need to send follow-up emails. The bar is really low. I told you guys I was hiring for an account executive role. We got like 30 applicants, which was super low. I posted to 400,000 people, 30 applicants. One person followed up. 6-figure account executive, remote sales role, legit company, flexible schedule. That's my message for today for you guys. When you're going into the hiring process, just remember, they don't want to hire me. Just like when you're going into dating, they don't want to marry me. They have their guard up. It would be weird for upon the first interaction for them to want to hire you. I'm not saying it doesn't happen. It does for sure. But there's a process. They're going to follow it whether you want to play the game or not. And your best odds are going to come if you play the game that they're playing. Now, in the high-ticket space specifically, guys, the bar is so damn low. Super, super, super low. Everyone's focusing on sales training when they need to be focusing on career strategy. They need to be focusing on being the best applicant, being a consistent applicant, tracking applications. Sales training doesn't get you hired. Playing the game of getting hired gets you hired. And in the high-ticket sales space, the 1099 inbound remote setting or closing space, the best, highest-earning people aren't the ones that can handle a spouse objection the best. They're the ones that sell for the best teams that drive the highest quality volume of inbound leads, because they were an attractive applicant who beat out all the other applicants. Put the guy with $50K in sales training into an applicant pool where he half-asses it, he's not gonna land the job he wants. Put the guy that goes all in on every single application as if it's a representation of them and their ability to do the job, and he will land the job that the guy with the $50K worth of training should probably land. So that's it. That's my TED Talk. Thank you guys for listening. Hopefully I changed the way that you see hiring. Moving forward. And hopefully this gives you some better odds. There's a lot more to this. And if you want a done-with-you/done-for-you kind of assistance with this, with the 1099 setting, closing space, go down below to the first link in description. Check out the Cereal Sales Community. Again, that's that business I've been running for 3 and a half years now. We're really damn good at it. You don't have to navigate this alone. And if you guys have any hiring questions, tips, tricks, I've seen it all. I've been on both sides of it. I have a really good track record of getting jobs that I want, whether I'm qualified or not. And I've hired a ton of people. I've hired people into my own business and paid them $40,000 a month in commissions. So I know how to find winners. I know how to spot the losers. I know what these other people are looking for to do the same. So comment down below if you guys have any questions and don't forget, like, comment, subscribe. Every Thursday is an educational video like this. Sunday, behind the scenes, building businesses, helping people get remote sales jobs. Thank you guys. I'll see you soon.