Tag Archives: recruitment
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We all have careers – whether we are self-employed or work for others. Our career is the tool we use to earn our daily bread. It is also the way society defines us whether we like it or not ….the first thing people ask as is “What do you do?’ A career serves as a means for self-expression and self-actualisation. Finally we spend most of our lives working therefore it makes sense that we take time to think about what we want to spend our lives doing and how we want to do it. .
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Talent Management is more than just hiring more people, deploying them in clearly defined jobs, measuring their performance and rewarding them; talent management happens when people’s ability, particularly people’s managerial and leadership ability, is optimised to create the most strategic value ……by integrating the recruitment, the training and the retention tactics to maximise investment…
Here is a story of how talent management can go very, very wrong ……………
In January, GPs and debt collectors were found to be the professions with the greatest percentage above the monthly average. At the opposite end of the scale, it is a bad month for sheet-metal workers.
A February birth appears to increase the chances of being an artist, and March is good for pilots, according to the study by the Office for National Statistics. April and May are said to have a fairly even spread of professions.
Meanwhile, births in the summer months mean a much lower chance of becoming a high-earning football player, doctor or dentist.
For those born in September the two occupations with the greatest percentage above average were sports players and physicists.
The two jobs least likely to be taken up by September babies were found to be bricklayers and hairdressers, while December is said to be rich with dentists
Certain jobs, notably chief executives of large companies and estate agents, are spread relatively evenly throughout the year. Children born in September are shown to have a significant advantage over August births in the early years of education, almost certainly because they were born at the start of the school year and are the oldest in the class.
Although these trends may be difficult to explain, correlations between birth months and specific health problems have a scientific basis. Researchers believe the month in which babies are born could affect everything from intelligence to length of life.
Spring babies are at greater risk of a host of ills, including asthma, autism, schizophrenia and Alzheimer’s disease. They may also be less clever than classmates born in other seasons.
Research suggests many of the differences are linked to a mother’s exposure to sunlight in pregnancy. Sunlight triggers the production of vitamin D in the body and lack of this in the first months of life may have long-lasting effects.
Speaking earlier this year Russell Foster, an Oxford University neuroscientist, said: ‘These are small effects but they are very, very clear. I am not giving voice to astrology – it’s nonsense – but we are not immune to seasonal interference.’
He added: ‘It seems absurd the month in which you are born can affect life chances, but how long you live, how tall you are, how well you do at school, your body mass index as an adult, your morning-versus-evening preference and how likely you are to develop a range of diseases are all correlated to some extent with the time of year in which you emerge from the womb.’
Posted by Dan Perry on Sun, Jan 29, 2012
One of the most challenging things to do as a sales manager is to determine if the person sitting across from you in an interview will be an ‘A’ player. Will he or she be the next superstar? Can this person ‘make it rain’? Can I rely on them to exceed their quota?
Sales Managers consistently ask me what tips or tricks they can use in an interview to ensure hiring an ‘A’ player. Since SBI has started measuring ‘Ramp to Productivity Failure Rate’ (aka: how many of your people hit their quota vs. how many fail and leave the company), it has slowly been increasing. Our median rate 9 years ago was 42%. It is now 52%. This means 52% of all new hires FAIL. This means over half of all new sales hires don’t make their quota in year one. Ouch.
The only true way to hire ‘A’ players is to have a robust Talent Management Program. This includes 5 major components: Talent Definition, Acquisition, Evaluation, Selection and Development. A good TM program will attract, select, retain and develop ‘A’ players.
But what happens when you don’t have a TM program? What happens when you are actually in the interview asking questions and listening to the candidate’s answers? What do you look for at the ‘moment of truth’?
4 Sure Signs that indicate an ‘A’ player:
#1 – Sense of Urgency. ‘A’ players have a high sense of urgency. They need to get it done NOW. Whatever it is; the longer it takes to accomplish the more frustrated they become. They are ‘A’ players because they challenge the customer. The build trust with the decision maker, not just a ‘good’ relationship. Challenging customers results in increased sales. The challenge comes from the need to expedite the sale. Thus, urgency is the opposite of compliance. You don’t want your sales people to be compliant.
TIP: Look for answers around impatience and 4th quarter comebacks. (Aka: Eli Manning and the New York Giants)
#2 – Enthusiasm. ‘A’ players are passionate about their work. They get up and stay excited all day. They love to sell and go through brick walls to do it. They have a real passion around selling and enjoy the hunt. (We call these wolves)
TIP: Notice answers around work ethic matched with excitement. Passion is a key differentiator between ‘A’ and ‘C’ players. If they mention how great they form relationships, kick them to the curb.
#3 – Keep it Simple. ‘A’ players have mastered the fundamentals. They don’t look for the next big product to help them make their quota. The sales process is used in every opportunity. SPIN selling is tattooed on their forehead. They actually use call plans on every client meeting. Simply put: They are professionals.
TIP: Ask questions around how they interact with their customers and how they prepare for sales calls. Listen for the use of these fundamentals and how simple they convey it is to sell. (We know it’s not).
#4 – Show me the money. Yes Jerry McGuire coined the phrase and almost everyone uses it (including us at SBI). It means to be money hungry. ‘A’ players want to make money. And the more money they make the better. Don’t ever think an ‘A’ player wants to ‘please his customers’. He wants to please them because it means more money.
TIP: Ask what his W2 was last year (what he made last year). He will know it to the penny.
Why should you spend the time weeding through average sales people to get one that’s an ‘A’ player? They exceed your ‘B’ player quotas by over 3x! This difference can set you up to make your bonus and get you promoted.
Below is a Quota and Talent Assessment we performed for a large organization whose stock price has risen 35% in the past 6 months. Notice all the ‘A’ players. The VP of Sales here has a strict Talent Management Process including the 4 steps mentioned above. The results are impressive.
Interviewing sales candidates is tricky. They are sales people and their job is to sell you on themselves. If they can’t sell you on themselves, what will they do with your customers? Make sure you look for these top tips to uncover ‘A’ players in your interviews. Your success is critical to hiring the top talent. These answers to your questions will tip you off on how successful they could be.
What are some other tips in spotting ‘A’ sales reps? Leave a comment for all to get these valuable tips.