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You’ve gone through the hiring process of getting the right person on board. You’ve done the advertising, reached out to those “in the know” for contacts, and perhaps retained the services of a recruiting firm (I don’t mind the term “head hunter”). You’ve gone through a number of interviews and

Recruiting fails because of a handful of poor tactics. Fix these classic pitfalls and watch your talent acquisition success soar. You Are Fishing in a Puddle – Go For the Ocean! The whole idea of successful recruiting is to choose the best candidates from a very large pool of talent.

By Andrew Ford (salescopilot.com) The average tenure of salespeople is 2.5 years, in some industries it is even less. Think about what this means for your business. This is costing money, slowing growth and frankly ruining careers. There has to be a better way of managing sales teams to get

By Andrew Ford (salescopilot.com) The formula for salesperson success at many companies is nothing more than activity goals, hard work, and self-discipline. It is a “sink or swim” mindset founded on the belief that sales is an individual discipline performed by aggressive “go-getters”. This formula’s premise is “experience is the

3 Ways a Good Job Description Speeds Up the Sales Hiring Process 1. Tell them what you want, it will filter out the ones you don’t so you don’t have to! Clearly defining the responsibilities of the Sales Rep prior to beginning the hiring process is absolutely critical. Depending on

By Andrew Ford (SalesCoPilot.com) In the SME market today it takes between 6 and 12 months to ramp up a salesperson, and then the average tenure of that salesperson is only 2.5 years. This means many SME’s are getting a really low ROI on their sales team investments. Ask yourself

Recruiting the best senior team is one of the most important strategic responsibilities of the CEO. A similar and perhaps equivalent strategic responsibility of the CEO would be ensuring the financial viability of the enterprise. In far too many cases however, the responsibility for initiating and managing the search for

The purpose of reference check and background checks is to confirm information which the candidate has already provided and to ensure that no other aspect of their professional or personal background would jeopardize their candidacy. These checks are not part of the evaluation process to decide between competing candidates since

A real estate transaction is one of the most common situations where two parties try to come to an agreement by means of a formal offer, subsequent negotiation and eventual acceptance. For most individuals, this is a relatively infrequent event and the resulting transaction is probably one of the largest

During the final interviews, you may (hopefully) identify one or more candidates who fit most of your criteria. A candidate who is skilled at negotiating will have several alternative job opportunities in process simultaneously, and even if they don’t, they will act as if they do. If you indicate to