You might think you can save yourself the time and expense involved in onboarding a new employee when you promote a promising internal candidate. That kind of thinking can lead to big problems, Ed Zalewski warns.
Category: Hiring+Interview Tips
To speed up the hiring process, managers may be tempted to bring in the same kind of sales rep who worked well in the past. Sona Jepsen, entrepreneur.com guest writer and vice president for Fidelity National Information Services (FIS) suggests a different thought process for hiring and training sales reps.
Smart executives nowadays realize that you can’t remain competitive while running a mechanical organization. You must have a thinking organization, which means that people at every level must be able to think and must be free to think.
He’s out there. The perfect candidate is just waiting to be hired as your next salesperson. But, how do you make the perfect decision?
As you think about who you’re going to promote or hire into leadership positions, have you taken key personality aspects into account? Research from Kansas State University shows that leaders with the most job satisfaction share a particular set of characteristics.
If you recently had to walk another bad hire to the front door, you might have decided to take concrete steps to fix your hiring process. New research from Robert Half Finance & Accounting indicates CFOs believe mismatched skill sets are only part of the problem.
Looking for a way to help your reps break the mold of mediocrity? Read what Gene Marks has to say.
A study published by researchers at the Oregon State University’s College of Business points to the importance of using personality tests to screen candidates for diversive curiosity traits.
Are your assessment tests up to date? The latest research points to the importance of testing for situational and practical intelligence.