What Role Does Luck

Play When Hiring

Sales People

If you're praying that luck will help - you're doomed to mediocre and average hires. Improve the probability of hiring top talent in your sales function. Barry and Brad discuss the elements of a rigorous hiring process for ensuring that you'll hire top-notch sales professionals. Components discussed in this radio program include finding and recruiting great candidates, interviewing sales professionals, and validating-verifying-vetting their claims of accomplishments.

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 waters to find the best talent. In this program, we describe the 4 primary pools of where candidates come from. We identify which pool is the sweet spot of recruiting top sales talent and the techniques you can use to get those candidates to come forward and apply for your job opportunity.

Why Great Sales

People Are So Hard

To Hire

Hiring sales people seems to be one of the most difficult hires companies make. There are many reasons for this and during this show we discuss the two most common failures when hiring sales people. One is timing. Top sales people don’t look for a position on your timetable. In fact, they may never actually look for a position.  So you have to conduct a pre-search process to create a buzz around your search. Two, most companies do an exceptional job fishing for top sales people in the bottom third of the candidate pool. This has to change. We discuss exactly why most top talented sales people actually walk away from traditional advertising methods. You need to change how you promote the position. We give you specific examples and resources to help  you start attracting the top third of the sales talent pool.
If  you are having problems hiring top sales people this show will at least start you out on the right track.

Why Is It So Hard To

Find Great Sales

People

Most companies struggle to find and source great sales professionals. Using traditional techniques of job board postings with a job description masquerading as an advertisement, most candidates attract the bottom third of the candidate pool. Who is in the bottom third: rejects, toxic, dysfunctional, average, mediocre, and poor performers. Sometimes, you get lucky and find a good person. The focus of this radio broadcast is on how to make finding and acquiring great talent a consistent process instead of a lucky hire. In this program, Brad and Barry talk about using a Compelling Marketing Statement to attract great sales professionals.

How To Eliminate

Embellishment When

Hiring Sales People

The vast majority of hiring executives and managers are frustrated that the candidates they interview – especially sales professionals -  embellish and exaggerate what they’ve done or what they can do. In this radio broadcast, Barry and Brad talk about the specific techniques of interviewing, assessment, and evaluation. Barry and Brad discuss the precise techniques of validation, verification, and vetting for which very few candidates could possibly, fake, like, embellish or exaggerate their answers. You’ll discover the proven simple techniques for which the candidates will either tell the truth or self-implode within minutes after just a few questions.

Using One Degree

Separation

To Hire People

One of the major failure points in hiring top talent is not being able to find enough qualified top talent candidates. Most companies use traditional methods to find great candidates. The result of using these traditional methods like advertising, light networking, and job fairs -  is that most companies bring the bottom third of the candidate pool to their doorstep. In this recording of our live show, we share a key element of our Success Factor Methodology in finding great talent – a networking technique we term “One Degree of Separation.”

Why

Is It

So Hard

Hiring Sales People

Hiring good sales professionals is one of the most difficult elements of hiring for many companies. Brad and Barry walk you through the fundamental reasons of why sales hiring fails in most companies and the specific steps and tactics you can implement to raise your hiring accuracy of sales professionals. Learn how to not make poor judgments based on first impressions, how to define success for a sales position, how to ask probing questions to validate a sales professional’s claims and interview answers. Finally, Brad and Barry provide a few key ideas to find and attract better sales candidates for your open position.

The Magnifying

Glass Approach

to Interviewing

Most hiring managers and executives are frustrated by the level of exaggeration and embellishment candidates spout in the interview. How can you get honest, detailed, specific, quantifiable anwers to your questions? The technique to eliminate exaggeration and embellishment is called the Magnifying Glass Approach to Interviewing, which is a component of our Success Factor Methodology. In this audio program, Barry and Brad discuss the structure and technique of posing Magnifying Glass Questions to get to the truth every single time. You’ll find the simple structure of the Magnifying Glass Questions to be one of the most powerful useful and powerful techniques you’ll use in your future interviews.

Why You Should

Measure

Self- Motivation

In 25 years of Executive Search, Barry Deutsch and Brad Remillard, hosts of this radio show podcast, have interviewed over 250,000 candidates for more than 1000 search assignments. They’ve discovered a few core traits of success that high performers possess and poor performers lack. One of those core success traits is high levels of self-motivation and initiative. Learn why self-motivation is so important to success and how you can validate in an interview whether or not your candidate exhibits the critical trait of self-motivation and initiative.

Traditional

Job Advertising

Attracts The Bottom

Third of the Candidate

Pool

Traditional job advertising attracts the bottom third of the candidate pool by using traditional techniques of job advertising. Learn how to improve your job advertisements so that you can begin to attract top talent for every role in your organization. Discover the power of a Compelling Marketing Statement to bring outstanding candidates to your doorstep the next time you have an opening. Replace your outdated and ineffective job descriptions masquerading as classified job advertising. In this radio program, Brad and Barry walk you through the key elements of replacing your traditional job ads with a Compelling Marketing Statement..

Traditional

Job Advertising

Attracts The Bottom

Third of the Candidate

Pool

Traditional job advertising attracts the bottom third of the candidate pool by using traditional techniques of job advertising. Learn how to improve your job advertisements so that you can begin to attract top talent for every role in your organization. Discover the power of a Compelling Marketing Statement  to bring outstanding candidates to your doorstep the next time you have an opening. Replace your outdated and ineffective job descriptions masquerading as classified job advertising. In this radio program, Brad and Barry walk you through the key elements of replacing your traditional job ads with a Compelling Marketing Statement..

Hiring Top Talent

Determinig

Cutural Fit

The number one reason candidates fail in their brand new job is that they cannot deliver your expected results. The second reason is that they cannot adapt to your unique culture and environment. Adapting to your culture must be measured to ensure a successful hire. Unfortunately, measuring the ability to adapt to your culture is one of those items everyone talks about, but is not sure how to do it effectively. In this Audio Program, Barry and Brad break down the specific tactics on how to measure whether a candidate can replicate their past accomplishments and achievements in your unique culture.on.

Non-Monetary

Rewards and

Recognition Part 2

There are seven non-monetary steps you can take to retain your best talent. Your best people may not leave today, but they may start looking if they don’t feel appreciated. Many managers never take the time to demonstrate how much they appreciate their team. Only a very small percentage regularly read books on leadership or take a workshop or seminar on developing people, and then wonder why their best people just gave notice.
In part 1 Barry and I discuss 4 simple things all managers can start doing now that cost nothing but have a huge impact on retention. Implement even one of these 4 and your best talent will stay with you not your competition.

Non-Monetary

Rewards and

Recognition Part 1

There are seven non-monetary steps you can take to retain your best talent. Your best people may not leave today, but they may start looking if they don’t feel appreciated. Many managers never take the time to demonstrate how much they appreciate their team. Only a very small percentage regularly read books on leadership, take a workshop or seminar on developing people and then wonder why their best people just gave notice.
Part 1 Barry and I discuss 4 simple things all managers can start doing now that costs nothing but has a  huge impact on retention. Implement even one of these 4 and your best talent will stay with you not your competition.

The Real Reason For

Checking References

Checking references is a critical component of the process of hiring top talent. Reference Checking is a key element of Step Five in our Success Factor Methodology of validating, verifying, and vetting what the candidate claimed in the interview. Most hiring executives and managers contend that candidates embellish and exaggerate what they’ve done and what they can do at least 100% of the time. In this radio program we explore the most effective tactics to reach the right references, how to interview a reference, and the process of “reverse-engineering” the interview through the references.

Number 1 Biggest

Hiring Mistake

This mistake just by itself leads to so many problems in the hiring process it is no wonder only 56% of hires are successful.
In a research project, we commissioned more than 130 companies and 230 executive hires where we identified the 10 biggest mistakes companies make when hiring. There wasn’t even a close second.
This one mistake is so powerful it impacts, sourcing, interviewing, references, compensation, title and bringing the candidate on board.It is truly the most powerful hiring mistake.  We give you a simple,  but not necessarily an easy, solution that all companies can adopt to ensure they don’t make this mistake.

10 Biggest

MistakesCompanies

Make With Recruiters

Many CEOs and executives are disappointed by the performance of the executive recruiters they have chosen. Through extensive surveys, IMPACT Hiring Solutions has identified The Top 10 Mistakes and False Assumptions companies make in selecting executive recruiters. Don’t fall victim to one of these mistakes. Your next hire is too important to make false assumptions, errors, and mistakes on selecting the recruiter who will help you bring top talent to your company. Discover mistakes ranging from assuming the recruiter must have industry/functional knowledge of the position to false assumptions about the interviewing process used by most recruiters to recommend candidates. After listening to this audio program, you’ll never again fall victim to the top 10 mistakes companies make in selecting executive recruiters.

Upgrade Your

Team Now

There may never be a better time in the history of your company to upgrade your talent. You have an opportunity to pick one or two underperforming roles and upgrade them with talent that you might not be able to acquire once the economy comes roaring back. These top talent employees currently working with your competitors are open to talking with you right now. Once the job market rebounds, they might not be open to talking with you for another decade.

Are you taking the proactive steps to find, engage, and communicate with top talent right now, even though you might not have an immediate opening? Beginning the dialogue with great talent now allows you to pick from the cream of the crop when you actually have the need to hire. One of the greatest mistakes hiring managers make is to turn the hiring process into a reactive mode. Instead, we recommend being proactive and taking the initiative to find, nurture, and develop pools of high potential candidates.

In-depth

Work Style

and

Personality

Assessments

Dana Borowka, CEO of Lighthouse Consulting, explains the benefits of assessing candidates before you hire them. He explains how to use the assessment tools to get the most out of the employee once they come on board. There are many assessments out there, but only a few ask enough questions to provide an in-depth analysis of the candidate. If you are considering hiring a key person in your organization you should read Dana and Ellen Borowka’s new book, Cracking the Personality Code.

You can dramatically increase your hiring accuracy with these assessments.

Motivating

Top Talent

In

De-motivating

Times

Motivating top talent in de-motivating times is very difficult. Retaining your best talent requires special techniques not normally utilized even in good times. We give four absolute “musts” companies need to do to ensure their top talent stay motivated and stay with you. It isn’t about the money. In fact, many companies aren’t giving raises, paying bonuses, or offering promotions. Many are doing the opposite. If you want to keep your top talent you must, create a culture of performance, maximize non-monetary rewards, eliminate a dysfunctional culture and provide feedback. This program will give you tips and solutions on exactly how to do those four things.

5 Must-Ask

Questions for

Every

Interview

Eliminating candidate embellishment is one problem most hiring managers struggle with. By asking these 5 questions and probing deeply most embellishment can be detected. However, that isn’t the major reason for failed interviews. Most interviews actually fail before the interview even starts. Failure begins in the lobby! The most powerful and impactful part of the interview starts before even one question is asked. If you want to dramatically increase your company’s interviewing accuracy, this one-hour show will let you know how.

Outsourcing

Human

Resources

Can your company save thousands by outsourcing HR? Jeff Stinson, President of Global Human Resources Outsourcing (GHRO), discusses all the reasons why you should consider this option if you are a CEO. HR is becoming more and more complex. The legal fees companies are paying can often be eliminated with a little prevention. Jeff has been a VP of HR for a Fortune 500 company and he brings that expertise and knowledge to this show. Investing 50 minutes to listen can save you thousands.

You're

NOT

The

Person

I

Hired

Our most popular program on attracting, hiring and retaining top talent. We describe in detail our 5-step hiring methodology known as, The Success Factor Methodology. This program has been delivered to thousands of CEO's and key executives throughout the country.

In addition, this is the in-house workshop most requested by our clients to train their hiring team.

All 5 steps are covered: 1) Defining the job; 2) Sourcing top talent; 3) Interviewing that eliminates candidate embellishment; 4) Post interview assessment process; 5) Additional tools you can use to validate what the candidate said in the interview is true and most important, they are able to do your job and fit in with your culture.

Using social media sites such as LinkedIn, Twitter or Facebook to find customers, new employees or a job is new to most people. Today’s show is all about how you can leverage these sites to get what you are looking for. My partner Barry Deutsch and I discuss all the reasons to begin using these sites but most importantly how to use these sites to accomplish your objectives. Social media sites are all the rage but few know how to use them to drive business, sales or sourcing for people or a job. Most become overwhelmed and just give up. We will show you how to start, which sites are best suited for your needs, how to engage people and the real purpose of these sites. Social media may be right for some and a waste of time for others. Find out in which category you fall.