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Red Flags Of Sales Recruiting: No Need To Take Action (Don't Hire Them In The First Place!)

If you've seen the movie adaptation of toil away just to collect a paycheck.
David Mamet's stage play "Glengarry Glen But wouldn't life have been easier if you
Ross", no doubt you're familiar with Alec hadn't hired them in the first place?
Baldwin's infamous scene in which he One of the keys to successful recruiting
delivers one of the most memorable (particularly in sales, where the
motivational sales speeches of all time. candidate criteria can be more subjective
If you've worked in sales at any time than with other roles) is to pay close
during the last 14 years since the movie attention to your gut instincts and if
was released, chances are either yourself something about a candidate doesn't sit
or someone you know can recite chunks of well with you, move on to another
Baldwin's speech, or at least some of the candidate! If you're an individual with
key takeaway phrases ("coffee is for a lot of pet peeves, then you'd better do
closers!"). For those of you who haven't your best to determine early on in the
seen the movie, Baldwin portrays a real interview process whether or not a
estate shark (albeit briefly: he's only particular candidate has the potential to
onscreen less than 10 minutes) brought in drive you crazy. You can save yourself a
by fellow brokers Mitch and Murray in lot of frustration by recognizing those
order to rally their sales team and roll subtle indicators of future
out the guidelines for the monthly sales "termination-worthy" actions. Here is a
contest. The top two salespeople get to handful that I watch out for when
keep their jobs while everyone else is interviewing sales candidates:The
canned. At the end of his tirade, Inaccessible Candidate. It bothers me
Baldwin responds to Ed Harris's question when I am unable to connect with a sales
of why he's there. "I came here because candidate on their cell phone after 2 or
Mitch and Murray asked me for a favor," 3 tries. If I'm not able to get through
Baldwin sneers. "But I said the real to them after a reasonable number of
favor is follow my advice and fire your attempts, why should I assume that one of
(rear-end) because a loser is a loser." their prospects or customers would be
Meeting dismissed. Harsh? Absolutely. able to? I can appreciate not answering
Motivating? Without question it motivated calls from blocked numbers, but I don't
the unproductive reps to take action, think refusing to answer because they
just not the actions Mitch and Murray don't recognize the phone number is a
would have hoped for (you've got to watch legitimate excuse. Who's to say I'm not
the movie to find out what truly a referral from a client?The candidate
desperate people in these circumstances who gets too personable, too quickly.
will do). The first five minutes of Like many of our clients, sales reps in
movie blatantly establishes that the our industry are essentially consultants:
entire sales department, with the we do not sell a product and the services
exception of top-producer Al Pacino we provide are highly customized based on
(nominated for an Academy Award for his the needs of our clients. In addition,
role) has already begun the downward our firm operates on a retained basis
death spiral many salespeople go through (whereas the majority of our industry is
once industry burn-out has begun to set comprised of contingent firms), so in
in. For those of you with a background order for us to justify an up-front
in sales management who have seen the engagement fee it's imperative that we
movie, you probably recognize that the establish credibility and capacity very
intent of the sales meeting at the early on in the relationship. Our
fictional Rio Rancho Properties was not clients look to us as professional
to motivate the reps to sell; it was to consultants and solution providers, first
motivate them to leave. Mitch and and foremost. If a personal relationship
Murray's reasoning: turn up the pressure develops beyond the scope of our
to an unbearable level and the ensuing obligations, great, however, our clients
war of attrition will weed out the ones to do hire us to discuss deep-sea
that can't take the heat, thus saving the fishing, my nephew's wedding and whether
management team from the unpleasant tasks or not the Marlins can pull a rabbit out
of either confronting the reps regarding of a hat this Saturday against the Cubs.
their lack of production or terminating If this is the route a candidate takes in
them in person.For many sales managers an attempt to immediately try and
across companies of all sizes, turnover establish rapport with me, what makes me
is a way of life. Dealing with think he or she is going to act any
performance issues comes with the differently with one of my clients?
territory: either you address it with There is a time and place for those
your reps individually or someone will be conversations: just make sure they're not
addressing yours with you. Whether a in the first 15 minutes of our initial
sales rep leaves voluntarily or is conversation (that is, of course, unless
escorted to the door by security, it's a I happen to mention the Marlin's current
painful process to watch someone go from winning streak).The Agreeable Candidate.
excited candidate to promising newcomer It always bothers me when someone sits
to frustrated rep to underachiever to across from you, looks you in eye and
latest casualty. I have yet to meet a agrees 100% with everything you say.
manager who wouldn't rank firing people It's one thing if I'm at a cocktail party
at the bottom of the list of "most making small talk with my co-worker's
rewarding aspects" of their job. Looking spouse with whom I've just met. It's
back at the interview process, most sales another thing when I'm having a serious
managers will admit they recognized the business conversation with an individual
red flags that ultimately led to the I'm either considering recommending to my
undoing of a particular candidate once he client or adding to my own team. If
or she became an employee, but for you're interviewing a candidate that
whatever reason chose to overlook or appears to be in agreement with
downplay them. I've spoken with sales everything you say, you've either got a
managers and business owners who, after "yes man" on your hands or you're talking
an exhaustive parade of unsuccessful way over their heads and they're too
hires and terminations, have come to the intimidated to say so. There's an old
conclusion (incorrectly, I might add) business cliché that says if you have
that it's virtually impossible for them two people within an organization that
to predict whether or not any one think exactly alike, you have one too
candidate will be successful in their many people. Either way, you need to
organization based on a handful of keep looking.The Blame Game. The
interviews. "Salespeople are majority of people leave their jobs
professional interviewers, right? Aren't either because they do not get along with
they trained to tell you exactly what you their immediate supervisor or they simply
want to hear?" So they devise a do not like what they're doing from the
recruiting strategy that consists of hours of 8 to 5 each day. That's
establishing some rough hiring guidelines understandable; I think all of us have
(ie., Bachelor's degree, minimum of 2 been there at one time or another. The
years sales experience) bring on the problem I have is when a candidate
first person that looks presentable, consistently points the finger at someone
throw them a bunch of dead leads and/or or something that stood in the way of
disgruntled customers, point them to a their success, thus forcing them to look
phone and if they fall to produce in the for a new line of work. This is
first 90 days, get rid of them. particularly troubling when you have a
Recruiting the RIGHT people is no easy candidate with a less-than-consistent
task, so it's understandable how one work history (more than 2 jobs in the
could adopt this scattershot philosophy. last 5 years). "The job was not as
My advice would be that if you want to described," is a way of saying "I didn't
make every working day feel like a week fully investigate the opportunity." "The
while ushering in your own demise, then company was not financially sound," in
adopt this strategy immediately.While the candidate's mind is better than
this is an extreme example, most hiring saying "I failed to do my due-diligence
managers would concede there have been and research because I was desperate for
occasions when they have overlooked work." "My boss had unrealistic
critical flaws in a candidate's expectations." They probably should have
background, character, etc. simply figured out what those expectations were
because they were desperate for someone before they accepted the position.Thad
to step into the position, only to watch Greer is the Business Development Manger
it blow up in their face down the road. for Priority Recruiting Solutions, Inc. a
If you are the type of manager who is retained executive search firm
swift in taking action upon the headquartered in Hollywood, Florida (just
realization you have made a bad hiring north of Miami). Thad contributes to the
decision (and by that I mean terminating Priority Recruiting Report, a bi-monthly
the employee), then I applaud you. There newsletter containing topics related to
is nothing worse than watching someone the recruiting and staffing industry.




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