If you have a job opening posted right now, you know the truth about the labor market. Employers are reporting little interest in many jobs they are hiring for. 

Is there a bully at work in your sales department? Many organizations are requiring their employees to return to the office, an event that will cause old alliances and grudges to resurface and contribute to organizational stress.

Are there a few rotten apples among the managers running your sales organization? Do you know how to spot bad sales bosses in your organization? 

Before we respond to something that has surprised or angered us, we count to 10. We learned this rule as children. Have you ever thought about why counting to 10 works for managers and what happens to your brain while you’re counting? 

There’s nothing like hiring a very connected business development professional who can help your sales take off. If you are seeking a hunter, you know you need an individual who isn’t afraid to go after new clients.

Are you ready to hire a high sales performer? Maybe you’re asking around to see how other sales managers have been able to bring a high sales performer into their organization. 

Are you ready to hire your new sales rep? You’ll need more than a sales acumen assessment to make a great hire. You should also be prepared to compete in a very tight labor market. 

Part of developing a great sales culture means hiring excellent people. When it’s time to bring in another sales rep, managers often want to find someone who appears to be identical to the person they need to replace.

If you’ve been using friends and family members to source candidates to fill your open sales rep position, the results may not have been what you wanted. You’ll get better results by setting up the perfect sales hiring process.

As we emerge from the pandemic, have you looked back to consider which team members handled the increased stress particularly well? These days, you can predict which new hires are good at managing stress if you use assessments to improve efficiencies and hiring outcomes.

In the new world order, you want to hire the best possible sales rep. To do that, you need to understand the best practices for the sales hiring process.

If you’ve been asked to recruit the perfect sales team, don’t panic. It’s a tall order to attract the right sales candidates. 

Employers have long used personality tests to understand more about candidates who apply to work at their organization. It may be to time to move beyond simple personality tests when hiring.

The pandemic caused employees who had been thinking of a career change to postpone their plans. You may need to refresh your hiring process because 26% of employees plan to change jobs by the end of the year. 

With hiring on the rise again, SMBs may find themselves competing hard to recruit employees to work at their organizations. They can find the best sales candidates when they use the right hiring tools.

In our research on credibility, only 20% of U.S. adults believe car salespeople are trustworthy in what they do and say. One way to improve this situation is to know what to look for when hiring an automotive sales manager.

Tough competition in the marketplace can tempt businesses to give away their products and services. If you’re operating in the hiring services sector, you’ll want to stay away from offering free sales aptitude tests or free sales competency tests. 

Is your hiring process stacked against good candidates? Several recent studies have highlighted the irony in the U.S. labor market for businesses that are hiring.