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Suggest You - Recruiting Sales Staff- Are You Selecting Thoroughbreds or Plough Horses?
Strategy making process for business existing in a particular industry involves the study of many factors in the industry. These factors, when studied together, shape up an overall context for an organization in an industry. To determine strategy for existence and profitability of an organization, the management should analyze the industry and its structure and how they change with the changing environment.Analysis of bargaining power of customers or buyers determines how much buyers can influence the demand/supply function, prices, profit margins and the quality of products. Customers can exercise such power when they are in large number or they use to buy a product in large quantities.The suppliers can exercise their bargaining power when the
-Skills and previous experience,
-Attitudes, temperament and motivations.
When seeking to identify “high performers” for ANY job, it is attitude, temperament and motivations that will determine high performance, rather than skill and knowledge.
Check out the typical technical “geek”. Hugely knowledgeable and skilled, but would you let him out in public to sell to your customers and clients?……hmmm, thought not.
Experience (track record of doing a job) is different to expertise (record of high achievement at doing the job), and is NO INDICATOR of a high performer. Expertise is what you are looking for, not Experience.
Ask any group of managers what is the biggest determinant of high performance in any job: knowledge, skills, or attitude, and without hesitation we will all agree that “attitude” is the biggest difference in our high p
What are corporate gifts and why do companies spend money on giving away these gifts to their employees and partners? Have you ever wondered how this concept evolved and what the benefits are of this kind of a program? Well read on if you are interested to find out more about this and also get some exciting and unique corporate gifts ideas which will keep your employees and clients motivated and happy.First of all, let us look at some of the advantages of corporate gifting. An organization can build stronger and lasting relationships with their clients, customers as well as employees by sending them corporate gifts. What better way is there to keep in touch with the people who directly affect your business and help it to grow? Corporate gifting is act
Reality Check: Nine out of ten front line managers/ supervisors have no training in interviewing or selection of staff!
As result of this lack of trained know-how, how do front line managers usually make their selection decisions? Let’s see if this sounds familiar……..
You advertise in the media or give a job spec./ man spec. to an agency, and in it you specify….”previous experience of the industry an advantage”. Big mistake!
You are confusing “experience” with “expertise”. Two quite different things. The fact that someone has experience of a job role does not mean they are doing it well. The evidence is that people continue to make the same mistakes repeatedly- particularly in the selling role- and do not learn from failures. Do not be taken in by the thought of the “good contact list” they will bring with them. What happens when they run out of contacts? Over 75% of customers stay with their original supplier when a seller leaves for another company.
Attracting Failure
If you have placed an advert in the newspaper, you will attract two types of applicant, and the 80- 20 rule will apply
The 20: Young, hungry, ambitious go-getters who see you offering them a better opportunity than their present job. These are likely your best candidates for high performance, energy, and effort. They want to prove themselves.
The 80: those who are under pressure or failing in their present job, and now would like to fail for you for more money! Very often this is indicated by someone applying for a job with you, in a role they are already filling in their present job.
Let’s assume you get a good response to your advert. You are under time pressure. You cannot interview thirty people, so you use the application letter /form to eliminate twenty-five of the applicants, mostly based on their previous experience or lack thereof. The bad news is you now have a ninety per cent chance that your potential star performer is in the rubbish bin, doesn’t even get an interview.
To back this up, I have moved from the advertising industry to selling concrete, biscuits, tobacco, and now coaching and training services. There is no relationship between these business sectors. I never applied for a job I was capable of doing, but I left every job in much better shape than when I started. Selling has been my profession and career, and I have never met a job where I could not learn a working knowledge of the product – sufficient knowledge to enable me to sell it -within two or three weeks.
Designer Answer to Unskilled Questions
Most interviewees learn interview skills in several ways- books, one-day courses. Those who come to you with a FAS (govt.) employment programme in their background have spent a minimum of one full week (39 hours) training in interview skills- it’s the first item on the agenda, since FAS justifies itself by getting people back into employment. They are good at this. Beware!
A job interview is probably the most predictable examination we ever sit, with highly predictable questions, enabling interviewees to design “ sexy “ responses to tough questions and put a positive “spin “ on their answers.
Assessment Criteria
When assessing candidates we can look at:
-Knowledge and Qualification,
-Skills and previous experience,
-Attitudes, temperament and motivations.
When seeking to identify “high performers” for ANY job, it is attitude, temperament and motivations that will determine high performance, rather than skill and knowledge.
Check out the typical technical “geek”. Hugely knowledgeable and skilled, but would you let him out in public to sell to your customers and clients?……hmmm, thought not.
Experience (track record of doing a job) is different to expertise (record of high achievement at doing the job), and is NO INDICATOR of a high performer. Expertise is what you are looking for, not Experience.
Ask any group of managers what is the biggest determinant of high performance in any job: knowledge, skills, or attitude, and without hesitation we will all agree that “attitude” is the biggest difference in our high p
Are you concerned about customer loyalty? Are your customers so loyal that they will stick with you through hell and high water? And if not, you really need to question how you can create a customer relationship that’s so gluey, that you never go bluey in the face. Funnily you don’t have to go far. Reach for your Webster’s dictionary and you’ll discover a hidden secret to customer loyalty.Do you find it amusing? Giggle if you must, but stick with me and I will show you the simplicity and longevity of this sane advice that will change your marketing strategies and tactics forever.But First, Let’s Look At Nasty Hurricane AndrewIn August 1992, Hurricane Andrew went bananas. Like a drunk on one too many Tequilas, he tore into South Florida w
Attracting Failure
If you have placed an advert in the newspaper, you will attract two types of applicant, and the 80- 20 rule will apply
The 20: Young, hungry, ambitious go-getters who see you offering them a better opportunity than their present job. These are likely your best candidates for high performance, energy, and effort. They want to prove themselves.
The 80: those who are under pressure or failing in their present job, and now would like to fail for you for more money! Very often this is indicated by someone applying for a job with you, in a role they are already filling in their present job.
Let’s assume you get a good response to your advert. You are under time pressure. You cannot interview thirty people, so you use the application letter /form to eliminate twenty-five of the applicants, mostly based on their previous experience or lack thereof. The bad news is you now have a ninety per cent chance that your potential star performer is in the rubbish bin, doesn’t even get an interview.
To back this up, I have moved from the advertising industry to selling concrete, biscuits, tobacco, and now coaching and training services. There is no relationship between these business sectors. I never applied for a job I was capable of doing, but I left every job in much better shape than when I started. Selling has been my profession and career, and I have never met a job where I could not learn a working knowledge of the product – sufficient knowledge to enable me to sell it -within two or three weeks.
Designer Answer to Unskilled Questions
Most interviewees learn interview skills in several ways- books, one-day courses. Those who come to you with a FAS (govt.) employment programme in their background have spent a minimum of one full week (39 hours) training in interview skills- it’s the first item on the agenda, since FAS justifies itself by getting people back into employment. They are good at this. Beware!
A job interview is probably the most predictable examination we ever sit, with highly predictable questions, enabling interviewees to design “ sexy “ responses to tough questions and put a positive “spin “ on their answers.
Assessment Criteria
When assessing candidates we can look at:
-Knowledge and Qualification,
-Skills and previous experience,
-Attitudes, temperament and motivations.
When seeking to identify “high performers” for ANY job, it is attitude, temperament and motivations that will determine high performance, rather than skill and knowledge.
Check out the typical technical “geek”. Hugely knowledgeable and skilled, but would you let him out in public to sell to your customers and clients?……hmmm, thought not.
Experience (track record of doing a job) is different to expertise (record of high achievement at doing the job), and is NO INDICATOR of a high performer. Expertise is what you are looking for, not Experience.
Ask any group of managers what is the biggest determinant of high performance in any job: knowledge, skills, or attitude, and without hesitation we will all agree that “attitude” is the biggest difference in our high p
In most countries they are hostels for people who travel so they have a place to stay for one or two nights. Many people who visit may not have the money to stay in expensive hotel rooms. Having enjoyed the hospitality of hostels in other countries and even here in the United States, while driving my bicycle from Oregon to Mexico it seems like a wonderful idea.There should be more hostels in the United States of America and in our larger cities there are hostels and they are available, but sometimes people do not know where they are and they need better public relations and promotion to alert travelers of their existence. Word-of-mouth advertising is a good way to promote hostels, but a more robust marketing program is important for them to do the
Let’s assume you get a good response to your advert. You are under time pressure. You cannot interview thirty people, so you use the application letter /form to eliminate twenty-five of the applicants, mostly based on their previous experience or lack thereof. The bad news is you now have a ninety per cent chance that your potential star performer is in the rubbish bin, doesn’t even get an interview.
To back this up, I have moved from the advertising industry to selling concrete, biscuits, tobacco, and now coaching and training services. There is no relationship between these business sectors. I never applied for a job I was capable of doing, but I left every job in much better shape than when I started. Selling has been my profession and career, and I have never met a job where I could not learn a working knowledge of the product – sufficient knowledge to enable me to sell it -within two or three weeks.
Designer Answer to Unskilled Questions
Most interviewees learn interview skills in several ways- books, one-day courses. Those who come to you with a FAS (govt.) employment programme in their background have spent a minimum of one full week (39 hours) training in interview skills- it’s the first item on the agenda, since FAS justifies itself by getting people back into employment. They are good at this. Beware!
A job interview is probably the most predictable examination we ever sit, with highly predictable questions, enabling interviewees to design “ sexy “ responses to tough questions and put a positive “spin “ on their answers.
Assessment Criteria
When assessing candidates we can look at:
-Knowledge and Qualification,
-Skills and previous experience,
-Attitudes, temperament and motivations.
When seeking to identify “high performers” for ANY job, it is attitude, temperament and motivations that will determine high performance, rather than skill and knowledge.
Check out the typical technical “geek”. Hugely knowledgeable and skilled, but would you let him out in public to sell to your customers and clients?……hmmm, thought not.
Experience (track record of doing a job) is different to expertise (record of high achievement at doing the job), and is NO INDICATOR of a high performer. Expertise is what you are looking for, not Experience.
Ask any group of managers what is the biggest determinant of high performance in any job: knowledge, skills, or attitude, and without hesitation we will all agree that “attitude” is the biggest difference in our high p
Starting your web-based business is a challenging but exciting venture. Of course, you have invested wisely and invested in all of the right materials, software and equipment to move your business forward. You have an attorney, accountant and a great business manager and everything else that you need. You now are ready to go.How do you get customers to your business? They usually don’t show up because you opened for business. You need to lead them to your product or service. Usually, you will have to do some advertising? How much is up to you and often, a business person invests 5% - 10% of capital into bringing a new customer into the fold. The most important part of your advertising is your Universal Selling Proposition or your USP. Now, you need yo
Designer Answer to Unskilled Questions
Most interviewees learn interview skills in several ways- books, one-day courses. Those who come to you with a FAS (govt.) employment programme in their background have spent a minimum of one full week (39 hours) training in interview skills- it’s the first item on the agenda, since FAS justifies itself by getting people back into employment. They are good at this. Beware!
A job interview is probably the most predictable examination we ever sit, with highly predictable questions, enabling interviewees to design “ sexy “ responses to tough questions and put a positive “spin “ on their answers.
Assessment Criteria
When assessing candidates we can look at:
-Knowledge and Qualification,
-Skills and previous experience,
-Attitudes, temperament and motivations.
When seeking to identify “high performers” for ANY job, it is attitude, temperament and motivations that will determine high performance, rather than skill and knowledge.
Check out the typical technical “geek”. Hugely knowledgeable and skilled, but would you let him out in public to sell to your customers and clients?……hmmm, thought not.
Experience (track record of doing a job) is different to expertise (record of high achievement at doing the job), and is NO INDICATOR of a high performer. Expertise is what you are looking for, not Experience.
Ask any group of managers what is the biggest determinant of high performance in any job: knowledge, skills, or attitude, and without hesitation we will all agree that “attitude” is the biggest difference in our high p
As every professional politician and public relations man knows words have the power to entice, persuade and motivate people into a specific course of action.There are certain words that I refer to as "Power Words" that I learned, back in the dawn of time, when the dinosaurs still roamed the earth.For example, if I say to my daughter "clean up your room please" I get a totally different reaction than when I say "clean up your room NOW", even if both phrases are spoken in the same tone. When I use the word now, I know that she will clean up the mess, and that I have at least a 50-50 chance that she will do an adequate job.My first exposure to this "Power" was at the hands of one of my mentors, now long-since dead, sad to say, who told me
-Skills and previous experience,
-Attitudes, temperament and motivations.
When seeking to identify “high performers” for ANY job, it is attitude, temperament and motivations that will determine high performance, rather than skill and knowledge.
Check out the typical technical “geek”. Hugely knowledgeable and skilled, but would you let him out in public to sell to your customers and clients?……hmmm, thought not.
Experience (track record of doing a job) is different to expertise (record of high achievement at doing the job), and is NO INDICATOR of a high performer. Expertise is what you are looking for, not Experience.
Ask any group of managers what is the biggest determinant of high performance in any job: knowledge, skills, or attitude, and without hesitation we will all agree that “attitude” is the biggest difference in our high performers.
Selecting High Performers
So we’d like to select high performers, but base our interviews on their qualifications, knowledge, skills, and experience. What we need to do is get into their heads and find out what is happening in there. We need to be a bit of a psychologist to do this, and since we lack this skill, we convince ourselves that previous experience and skills, and “I’m a good judge of people” are the criteria for selection. If we are such good judges, why do we employ so many mediocre workers in the various jobs we offer, whether truck drivers, admin staff, or sales people? Would our ego, and unwillingness to ask for help have anything to do with it? Those with sales backgrounds are notorious for the daft thinking that asking for help is a sign of “not being able to cut the msutard”.
The reality is that lacking the skill to determine an applicant’s mental attitudes, we invariably select the applicant we believe to be most like ourselves. Human nature at work. "I’m a good guy. (S)he is like me. Therefore (s)he is good also”. You may, in fact, need someone quite different to yourself to balance the team you are building.
The employment decision is too serious to be left to amateurs and “gut feelings”! If you have not had some formal training in the selection of high performing staff, it is well worth investing in the use of an expert analyst to help you. It is affordable and it will pay for itself a hundredfold….and if the investment is worrying you, consider the cost of getting it wrong.
Good Luck as you go for it.
Maitiu
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