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Add You - Where Else in Your Business Do You Accept a 60% Failure Rate?
Let's say that you are going on vacation. You're going to Vegas! Wednesday, Thursday, & Friday the store would be closed. You have 2 choices: Worry about how much money you are losing by not being in the store, or using your trip as a way to get a
There are comprehensive methodologies that will dramatically improve your recruiting success rate and I have been using them for many years. They, of course, take longer and they may cost more, but it is nothing com
Biotechnology is defined as the manipulation of organisms to do practical things and provide useful products. A career in biotechnology is possible for those with a Bachelor’s, Master’s or PhD. While most biotechnologists deal with living organism
So let’s address the first one - recruitment.
I see many, many businesses through a year from the very smallest through to the largest corporate and I am simply amazed how many people still use 'traditional' methods to recruit - maybe a couple of interviews, nothing more – together with a great reliance on the content of the CV and on references.
You may know that the generally accepted wisdom is that by using these methods you are likely to get it right just 2 times in 5 ie. a 60% failure rate!
Is there anywhere else in our businesses where we would accept that degree of failure?
So we need to be more sophisticated in our recruiting methodology. For example:
When we recruit a sales person how often do we establish directly whether they can sell?
When we recruit an accountant how often do we establish whether they can read, interpret and, most importantly, report on a set of accounts?
There are comprehensive methodologies that will dramatically improve your recruiting success rate and I have been using them for many years. They, of course, take longer and they may cost more, but it is nothing comp
Ever worked hard on a proposal and not been awarded the contract? When it happens to me, I say ‘Thank you’. My follow-up notes read like this:‘Thank you for the opportunity to get to know you better and offer my services to you. I hope we ha
So let’s address the first one - recruitment.
I see many, many businesses through a year from the very smallest through to the largest corporate and I am simply amazed how many people still use 'traditional' methods to recruit - maybe a couple of interviews, nothing more – together with a great reliance on the content of the CV and on references.
You may know that the generally accepted wisdom is that by using these methods you are likely to get it right just 2 times in 5 ie. a 60% failure rate!
Is there anywhere else in our businesses where we would accept that degree of failure?
So we need to be more sophisticated in our recruiting methodology. For example:
When we recruit a sales person how often do we establish directly whether they can sell?
When we recruit an accountant how often do we establish whether they can read, interpret and, most importantly, report on a set of accounts?
There are comprehensive methodologies that will dramatically improve your recruiting success rate and I have been using them for many years. They, of course, take longer and they may cost more, but it is nothing com
Many small businesses are family owned and operated. They may be owned by parents and children, spouses, siblings, and extended families. Some family enterprises work well; others are disasters. Every family and every business has interpersonal
You may know that the generally accepted wisdom is that by using these methods you are likely to get it right just 2 times in 5 ie. a 60% failure rate!
Is there anywhere else in our businesses where we would accept that degree of failure?
So we need to be more sophisticated in our recruiting methodology. For example:
When we recruit a sales person how often do we establish directly whether they can sell?
When we recruit an accountant how often do we establish whether they can read, interpret and, most importantly, report on a set of accounts?
There are comprehensive methodologies that will dramatically improve your recruiting success rate and I have been using them for many years. They, of course, take longer and they may cost more, but it is nothing com
It’s probably not even your fault. You are great at insurance or plumbing, but clueless when it comes to creating effective marketing in the local directory. So you rely on gut instinct and input from friends, relatives, and finally the Yello
So we need to be more sophisticated in our recruiting methodology. For example:
When we recruit a sales person how often do we establish directly whether they can sell?
When we recruit an accountant how often do we establish whether they can read, interpret and, most importantly, report on a set of accounts?
There are comprehensive methodologies that will dramatically improve your recruiting success rate and I have been using them for many years. They, of course, take longer and they may cost more, but it is nothing com
Do you have a completely unblemished work history? Was writing your resume a breeze because you are perfectly qualified with a model career and educational background?Or, do you find yourself strug
There are comprehensive methodologies that will dramatically improve your recruiting success rate and I have been using them for many years. They, of course, take longer and they may cost more, but it is nothing compared with the cost of getting it wrong – I saw some figures recently that that cost was around five times annual salary!
There’s too much to put in an article so I’ve therefore put them onto a double CD 'Recruiting to Win' - which is available on line at [http://www.rogerharrop.com/orderfrm.php]
Can there be anything more important to the sustained profitable growth of your business than recruiting right?
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