QUICK TAKES ON HIRING+SELECTION
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.
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 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.
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.
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.
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.