Posts tagged: candidate fit

3 Sales Managers In 3 Years. Whose Fault Is It?

Q. In the last three years we have hired and fired three sales managers. The last one lasted only 3 months. They all seem to have the right experience, skills and they interview well. Once on board though they either don’t seem to deliver the sales or don’t fit. Any suggestions on how to get [...]

Thursday January 26th, 2012 in , , , , , , | 1 Comment »

4 Ways To Counter a Counter Offer

Counter offers should be expected, as nobody wants to lose their best people.  It is a lot easier to make a counter offer than to try to find a new person. Especially one that is top talent. In some strange way a counter offer is a good thing. It signals that the candidate’s current company [...]

Tuesday January 10th, 2012 in , , , , , , , , , , | 2 Comments »

Caution – Using Online Information To Not Hire Someone

Q:  Is there a legal problem if a company looks online, and then uses this information as part of a no-hire decision? This is one of the hottest topics for many companies right now. Most companies are using the Internet in some form to check out candidates before they hire someone. I would suggest checking [...]

Friday May 27th, 2011 in , , , , , , , | 1 Comment »

You Can Shorten Your Hiring Process

Q. We are a mid-size company that doesn’t hire that often. It seems that when we want to hire it takes a long time just to find qualified candidates. Is there a way to shorten the time it takes to hire someone? A. Hiring fast rarely includes hiring the very best. The best way to [...]

Thursday May 12th, 2011 in , , , , , , , , , , , , , , , , , | No Comments »

Why Is Recruiting Sales People Like High School Sports?

In many companies, the recruitment process of trying to find top talent for their sales team resembles the process high school sports teams use to add players. They take whoever shows up at their doorstep and considers that the candidate pool. Discover in this audio program the key elements it takes to fish in deep [...]

Tuesday September 21st, 2010 in , , , , , , , , , , , , , , , , | No Comments »

A Candidate’s Background & Experience Are Irrelevant

Just to clarify, I said “irrelevant.” I didn’t say “not important.” Since most people have been taught interviewing is about the candidate’s background and experience, the interviewer tends to ask a lot of questions about the past. For example, “What have  you done in this area?”  or ” Have you ever done _____?”  Those trained [...]

Monday August 30th, 2010 in , , , , , , , , , , , , , , | 3 Comments »

“She Seemed Perfect For The Position.” What Went Wrong?

These are the exact words of a CEO I was recently talking with about a search to replace a candidate they had hired six months earlier and wasn’t performing.  The CEO explained how they had spent a lot of time with the candidate, she had multiple interviews, she completed a DISC assessment, and simply put, [...]

Monday August 16th, 2010 in , , , , , , , , , | 1 Comment »

Boost Productivity in Tough Times By Getting Connected to Your People

“Watch your words: they become your thoughts. Watch your thoughts: they become your actions. Watch your actions: they become your habits. Watch your habits: they become your destiny.” – Frank Outlaw Personality tests not only help when hiring, they just might be a manager’s best tool to connect with employees. You can manage the hard [...]

Tuesday August 10th, 2010 in , , , , , , , , , | No Comments »

Optimize Your Staffing Decisions by Using In-depth Work Style and Personality Assessment Tools

The wrong hiring decision can cost your company well over two to three times the individual’s salary according to Barry Deutsch, IMPACT Hiring Solutions. This figure may be a conservative estimate because of factors like training, evaluation, termination, re-initiating the hiring process, and lost opportunity costs. There is also an emotional factor involved in a [...]

Friday November 13th, 2009 in , , , , , , , , , , , | 3 Comments »
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