Blog

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

What if a candidate for a critical opening at your company: Knows your industry Knows your product (or a similar one) Knows your competition May know your clients May know the exact job Wouldn’t you want to talk to them? But what if they work for a competitor and they

Too Many Cooks Can Spoil The Broth. At the evaluation stage, short listed candidates should have been properly screened by professionals who are familiar with the position and with the candidate characteristics which are required for success.  For many positions, the requirements to be evaluated are made up of “Technical”

Imagine that you have been charged with the responsibility to recruit team members for the next Olympic Games. If your goal is to find the best, most talented athletes in a particular country, would you rather be recruiting on behalf of China (population – 1.3 billion) or on behalf of