Archive for Recruiting
Hiring 3.0 Book Now Available
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Now Available
My new book “Hiring 3.0 New Rules For The New Economy” is now available. In this book you learn how to adjust your recruiting and hiring processes to best take advantage of the new economic realities. New competition and a glut of applicants are just two of the challenges being encountered. You learn how to integrate all of the Selecting Winners tools and techniques to form a successful staffing process.
I spent a considerable amount of time making this book as readable as possible. Rather than present a lot of theory, the book gets right to the point with usable strategies, techniques and tools. It is a quick read with each concept presented in short manageable sections. However, I did not leave out any of the important information.
Please take a minute and check it out at: http://www.Hirng3.0.com You can read excerpts from the book and see the table of contents.
Thanks for taking the time to check it out!
6 Questions To Ask Before Hiring Salespeople
Posted by: | CommentsHiring new salespeople can be challenging in the best of times and darn right scary in the worst. There is a lot riding on getting the right person. The cost of making a mistake is astronomical in both time money and personal anguish.
It doesn’t need to be mystery.
Here are six questions that need to be asked before the process begins to help ensure the right outcome. Read More→
Who Do You Get Your Hiring Advice From?
Posted by: | CommentsNot all hiring advice is created equally.
I do my best to monitor my marketplace. I get dozens of Google Alerts daily on various hiring terms. This is just one of the tools I use to stay on top of my subject and marketplace.
Today I received an alert about an article on how to select winning employees. The article boils down to 2 pieces of advice.
1. Ignore experience
2. Interview for personality
The author contended that experience didn’t matter and that personality was the driving force behind success. He said to identify 8 personality traits, ask questions to see if the person had them. And if they did not have at least 5 of the 8, eliminate the candidate.
Thanks for nothing!
Don’t Ask Everyone The Same Interview Questions
Posted by: | CommentsDon’t Ask Every Candidate The Same Questions
Just recently I ran across a white paper that listed the top 100 questions you should ask a sales candidate. In the intro, it was suggested to use these as the standard questions asked of every candidate. The reasoning was this approach empowers you to compare candidates.This is a prime example of advice that has been around for years that is not effective. Let me explain.
On the surface it seems logical if you ask everyone the same questions you can compare answers. The problem is if you ask everyone the same questions, by definition, the questions need to be general generic questions. As a result, you get general, generic answers that do little to predict success on the job. Read More→
Hire Fast – Fire Fast
Posted by: | CommentsJust because an idea has been around for a long time does not make it right. There are very few aspects of the business world that have more myths than the subject of hiring employees.
For more than 35 years I have been studying the subject and teaching companies how to hire top employees. I try to read most everything that is being written. Some from experts. Some from amateurs. Some from practitioners.
Some of what I have read adds real value. Some is interesting but not actually effective. And some is just plain wrong.
This past weekend I was reading the Inc 500 report and in the middle of the report was a page titled, “Words of Wisdom”. It had 10 ideas put forth by CEO’s from the list. And at number 4 was the phrase I have railed against for years.
“Hire Slow, Fire Fast”
Just so we can limit the conversation, I have no problem with the second half of the phrase. Fire fast is good advice. However, the better job you do of hiring the less likely you will face the problem of firing.
It is the first half of the phrase I have the problem with.
Sifting Through The Clutter
Posted by: | CommentsManaging Massive Responses To Your Open Positions
The burden have reversed from not being able to find candidates to having too many to deal with. Many people have never faced this problem before and are looking for solutions. This 22 minute video gives you the model I have used successfully for many years to deal with this specific problem. The ideas can be put to use immediately and don’t cost any money. As always, I welcome your comments.
Why “Group” Interviews Don’t Work
Posted by: | CommentsA good friend of mine who is a very experienced sales executive called yesterday to share a great story. He was interviewing for a position and went back for the second interview only to be told he would would be interviewing with 25 people simultaneously. It was a medium-sized company and they informed him that he needed to “pass muster” with all of the key players in the company.
Unfortunately, the mob mentality is not good when it comes to choosing employees.
Don’t always believe what you read when it comes to hiring!
Posted by: | CommentsThere has been an awful lot of talk recently about the changing landscape in the employment market. Unemployment rates are rising, there is a financial crisis and most people are confused about where markets are headed. As a result, a lot of strange people are coming out of the woodwork with some really crazy ideas. And, unfortunately, some of the mainstream press is perpetuating these crazy ideas.
Just yesterday I read the feature article in a major business publication titled, “The Hiring Game, New Times, New Rules.” (The fact that they use “game” in the title should be your first clue that they don’t get it.) The article outlined that, due to the current economic conditions, the power in the has shifted from candidates to the hiring managers. Idiots!!!
Anatomy of a Good Recruitment Ad
Posted by: | CommentsIf you are going to attract top talent you have to use the right lure. You need to write your ads so they appeal to the person likely to be successful in your environment. And, you have to attract that person’s attention. In short, you need to use your Unique Hiring Proposition (UHP).
Your UHP simply answers the question, “Why should I work for you?” Think of it as the driving force, your mission statement for all your recruiting activity. People need a reason to work for you and your UHP supplies that reason. As a side note, your UHP also helps identify those people who should NOT work for you.
With your UHP in hand, you need to view attracting candidates as a sales problem. How do you go about attracting prospects for your product or service? First, you identify what a good prospect looks like. What interests them? Where do they live? What do they read? What do they do for fun? Where do they congregate? Once you know all this, then you can determine the best way of raising their interest. Finally you present your product in an appealing way and try to close the deal.
Recruiting is no different.
The Business Owner’s Most Important Decision
Posted by: | CommentsImagine this situation. You are competing against two other firms for the same piece of business. One firm is the 900-pound guerilla in your market, and the other is a competitor of about the same size. You have the best technology, the big company has the most market share and brand recognition and the third competitor has the lowest price. Who gets the business?
