There’s an old saying that the most effective strategy is to “hire the wills, coach the skills.” How do you evaluate wills or attitudes during an interview? The trick is to add methodology—meaning structure and consistency—to your approach to hiring.
With unemployment at a low 4.4% and enterprises looking for top talent, workers may be grazing greener pastures. Is there anything you can do to stop your best team members from leaving?
Hiring new sales reps is a perennially difficult task. After all, salespeople are “people” people, good at making others feel engaged and energized. None of this means the candidate who’s just schmoozed you has the drive, grit, tact, intelligence, or discipline to be a top producer for your company in the long term. Nor does
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.
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.