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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 Davidjust to collect a paycheck. But wouldn't
Mamet's stage play "Glengarry Glen Ross", nolife have been easier if you hadn't hired
doubt you're familiar with Alec Baldwin'sthem in the first place? One of the keys to
infamous scene in which he delivers one ofsuccessful recruiting (particularly in sales,
the most memorable motivational saleswhere the candidate criteria can be more
speeches of all time. If you've worked insubjective than with other roles) is to pay
sales at any time during the last 14 yearsclose attention to your gut instincts and if
since the movie was released, chances aresomething about a candidate doesn't sit well
either yourself or someone you know canwith you, move on to another candidate! If
recite chunks of Baldwin's speech, or atyou're an individual with a lot of pet
least some of the key takeaway phrasespeeves, then you'd better do your best to
("coffee is for closers!"). For those of youdetermine early on in the interview process
who haven't seen the movie, Baldwin portrayswhether or not a particular candidate has the
a real estate shark (albeit briefly: he'spotential to drive you crazy. You can save
only onscreen less than 10 minutes) broughtyourself a lot of frustration by recognizing
in by fellow brokers Mitch and Murray inthose subtle indicators of future
order to rally their sales team and roll out"termination-worthy" actions. Here is a
the guidelines for the monthly sales contest.handful that I watch out for when
The top two salespeople get to keep theirinterviewing sales candidates:The
jobs while everyone else is canned. At theInaccessible Candidate. It bothers me when I
end of his tirade, Baldwin responds to Edam unable to connect with a sales candidate
Harris's question of why he's there. "I cameon their cell phone after 2 or 3 tries. If
here because Mitch and Murray asked me for aI'm not able to get through to them after a
favor," Baldwin sneers. "But I said the realreasonable number of attempts, why should I
favor is follow my advice and fire yourassume that one of their prospects or
(rear-end) because a loser is a loser."customers would be able to? I can appreciate
Meeting dismissed. Harsh? Absolutely.not answering calls from blocked numbers, but
Motivating? Without question it motivated theI don't think refusing to answer because they
unproductive reps to take action, just notdon't recognize the phone number is a
the actions Mitch and Murray would have hopedlegitimate excuse. Who's to say I'm not a
for (you've got to watch the movie to findreferral from a client?The candidate who gets
out what truly desperate people in thesetoo personable, too quickly. Like many of
circumstances will do). The first fiveour clients, sales reps in our industry are
minutes of movie blatantly establishes thatessentially consultants: we do not sell a
the entire sales department, with theproduct and the services we provide are
exception of top-producer Al Pacinohighly customized based on the needs of our
(nominated for an Academy Award for his role)clients. In addition, our firm operates on a
has already begun the downward death spiralretained basis (whereas the majority of our
many salespeople go through once industryindustry is comprised of contingent firms),
burn-out has begun to set in. For those ofso in order for us to justify an up-front
you with a background in sales management whoengagement fee it's imperative that we
have seen the movie, you probably recognizeestablish credibility and capacity very early
that the intent of the sales meeting at theon in the relationship. Our clients look to
fictional Rio Rancho Properties was not tous as professional consultants and solution
motivate the reps to sell; it was to motivateproviders, first and foremost. If a personal
them to leave. Mitch and Murray's reasoning:relationship develops beyond the scope of our
turn up the pressure to an unbearable levelobligations, great, however, our clients to
and the ensuing war of attrition will weeddo hire us to discuss deep-sea fishing, my
out the ones that can't take the heat, thusnephew's wedding and whether or not the
saving the management team from theMarlins can pull a rabbit out of a hat this
unpleasant tasks of either confronting theSaturday against the Cubs. If this is the
reps regarding their lack of production orroute a candidate takes in an attempt to
terminating them in person.For many salesimmediately try and establish rapport with
managers across companies of all sizes,me, what makes me think he or she is going to
turnover is a way of life. Dealing withact any differently with one of my clients?
performance issues comes with the territory:There is a time and place for those
either you address it with your repsconversations: just make sure they're not in
individually or someone will be addressingthe first 15 minutes of our initial
yours with you. Whether a sales rep leavesconversation (that is, of course, unless I
voluntarily or is escorted to the door byhappen to mention the Marlin's current
security, it's a painful process to watchwinning streak).The Agreeable Candidate. It
someone go from excited candidate toalways bothers me when someone sits across
promising newcomer to frustrated rep tofrom you, looks you in eye and agrees 100%
underachiever to latest casualty. I have yetwith everything you say. It's one thing if
to meet a manager who wouldn't rank firingI'm at a cocktail party making small talk
people at the bottom of the list of "mostwith my co-worker's spouse with whom I've
rewarding aspects" of their job. Lookingjust met. It's another thing when I'm having
back at the interview process, most salesa serious business conversation with an
managers will admit they recognized the redindividual I'm either considering
flags that ultimately led to the undoing of arecommending to my client or adding to my own
particular candidate once he or she became anteam. If you're interviewing a candidate
employee, but for whatever reason chose tothat appears to be in agreement with
overlook or downplay them. I've spoken witheverything you say, you've either got a "yes
sales managers and business owners who, afterman" on your hands or you're talking way over
an exhaustive parade of unsuccessful hirestheir heads and they're too intimidated to
and terminations, have come to the conclusionsay so. There's an old business cliché
(incorrectly, I might add) that it'sthat says if you have two people within an
virtually impossible for them to predictorganization that think exactly alike, you
whether or not any one candidate will behave one too many people. Either way, you
successful in their organization based on aneed to keep looking.The Blame Game. The
handful of interviews. "Salespeople aremajority of people leave their jobs either
professional interviewers, right? Aren'tbecause they do not get along with their
they trained to tell you exactly what youimmediate supervisor or they simply do not
want to hear?" So they devise a recruitinglike what they're doing from the hours of 8
strategy that consists of establishing someto 5 each day. That's understandable; I
rough hiring guidelines (ie., Bachelor'sthink all of us have been there at one time
degree, minimum of 2 years sales experience)or another. The problem I have is when a
bring on the first person that lookscandidate consistently points the finger at
presentable, throw them a bunch of dead leadssomeone or something that stood in the way of
and/or disgruntled customers, point them to atheir success, thus forcing them to look for
phone and if they fall to produce in thea new line of work. This is particularly
first 90 days, get rid of them. Recruitingtroubling when you have a candidate with a
the RIGHT people is no easy task, so it'sless-than-consistent work history (more than
understandable how one could adopt this2 jobs in the last 5 years). "The job was
scattershot philosophy. My advice would benot as described," is a way of saying "I
that if you want to make every working daydidn't fully investigate the opportunity."
feel like a week while ushering in your own"The company was not financially sound," in
demise, then adopt this strategythe candidate's mind is better than saying "I
immediately.While this is an extreme example,failed to do my due-diligence and research
most hiring managers would concede there havebecause I was desperate for work." "My boss
been occasions when they have overlookedhad unrealistic expectations." They probably
critical flaws in a candidate's background,should have figured out what those
character, etc. simply because they wereexpectations were before they accepted the
desperate for someone to step into theposition.Thad Greer is the Business
position, only to watch it blow up in theirDevelopment Manger for Priority Recruiting
face down the road. If you are the type ofSolutions, Inc. a retained executive search
manager who is swift in taking action uponfirm headquartered in Hollywood, Florida
the realization you have made a bad hiring(just north of Miami). Thad contributes to
decision (and by that I mean terminating thethe Priority Recruiting Report, a bi-monthly
employee), then I applaud you. There isnewsletter containing topics related to the
nothing worse than watching someone toil awayrecruiting and staffing industry.



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