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Add You - Is Using Past Success As A Factor In Hiring A Mistake?
What a conversation! A British gentleman working in global logistics, his American entertainer wife who recently became a mother, an Australian event coordinator and me. Four different cultures – and different points of view.We talked about the ser
In the feature film RV, Robin Williams plays an advertising executive. His boss orders him around and it looks like Robin will be put out to pasture. Showing no respect to Robin, the boss orders him onto an assignment. To make a presentation in Col
Questions are rarely asked of how the candidate might perform in the new job, if the applicant is selected for the position. If the candidates are applying for a opening with new responsibilities or a new product or service line, different from what they have sold in the past, what’s to say they have the untested skills to do this job for you. As discussed in earlier myths, most interviews seem to focus on the functional skills that you can measure. Does the candidate have the needed degrees, licenses and training? Do they have experience or will they need to be trained?
Most interviews focus on what an applicant has done in other jobs similar to the position you have open. There’s this illogical conclusion that if they succeeded in the past, they will succeed again. And if a candidate is good at describing past successes, they will do the same for your organization. Past performance is no guarantee of future success. What is really important is how you evaluate an individual’s competencies, defined as the skills, knowledge and personality needed to do the job that you are trying to fill. To learn more about the do's and the don'ts of hiring sales professionals, check out my new manu
In competing for a piece of business not too long ago, my PR firm was asked to supply three samples each of recent clips, bylined articles we’d authored for clients, and press releases.For two of the three requirements, the issue was our embarrassm
Questions are rarely asked of how the candidate might perform in the new job, if the applicant is selected for the position. If the candidates are applying for a opening with new responsibilities or a new product or service line, different from what they have sold in the past, what’s to say they have the untested skills to do this job for you. As discussed in earlier myths, most interviews seem to focus on the functional skills that you can measure. Does the candidate have the needed degrees, licenses and training? Do they have experience or will they need to be trained?
Most interviews focus on what an applicant has done in other jobs similar to the position you have open. There’s this illogical conclusion that if they succeeded in the past, they will succeed again. And if a candidate is good at describing past successes, they will do the same for your organization. Past performance is no guarantee of future success. What is really important is how you evaluate an individual’s competencies, defined as the skills, knowledge and personality needed to do the job that you are trying to fill. To learn more about the do's and the don'ts of hiring sales professionals, check out my new man
Bridging the Chasm from Lead to Loyal Customer: A Step by Step Guide for Developing Awareness, Building Credibility and Acquiring CustomersHave you ever watched a documentary about climbing Mount Everest? If so, you will undoubtedly remember one sp
Most interviews focus on what an applicant has done in other jobs similar to the position you have open. There’s this illogical conclusion that if they succeeded in the past, they will succeed again. And if a candidate is good at describing past successes, they will do the same for your organization. Past performance is no guarantee of future success. What is really important is how you evaluate an individual’s competencies, defined as the skills, knowledge and personality needed to do the job that you are trying to fill. To learn more about the do's and the don'ts of hiring sales professionals, check out my new man
Once a new job has been accepted, you need to consider the timing of your resignation. Since two weeks’ notice is considered the norm, make sure your resignation properly coincides with your start date at the new company.Try to avoid an extended st
Most interviews focus on what an applicant has done in other jobs similar to the position you have open. There’s this illogical conclusion that if they succeeded in the past, they will succeed again. And if a candidate is good at describing past successes, they will do the same for your organization. Past performance is no guarantee of future success. What is really important is how you evaluate an individual’s competencies, defined as the skills, knowledge and personality needed to do the job that you are trying to fill. To learn more about the do's and the don'ts of hiring sales professionals, check out my new man
In my professional experience as a sales and marketing coach/consultant, I've had the opportunity to work with a number of small business owners on various issues related to sales and marketing. The owners who are struggling to keep their businesses afloa
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