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Keeps you updated on the most advanced strategies for
recruiting, hiring, and employee retention.
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IN THIS ISSUE
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Welcome from the Publisher
***QUOTE OF THE MONTH***
Primary rules for hiring
The News Digest
This Month's Web Site Pick
Classified Ads
**Resources**
Subscription Management
Contact Information
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Welcome from the Publisher
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Welcome to this month's issue of Recruit2Hire TidBits!
Hiring questions continue to be a major focus of most
companies today. Our article this month from Terry Petra
offers really specific ideas to help you make sure you
are hiring the right person for your job openings.
Another hot topic that was discussed in the online
chat for AZSalesPros last month, is hiring sales managers
from within. What benefits you get and what is the
downside. I am conducting research for an article
on that topic now and hope to publish within the
next month or so. Your feedback on it would be
very much appreciated! What do you think?
Have you promoted a super star salesperson to
sales manager? What were the results? How
did they do as a manager? Send your responses
to me You can also access the chat transcript
by joining the group and going to the Files
section. They are at
http://groups.yahoo.com/group/AzSalesPros/
Don't forget to check out our recommended
books this month. I found a great book for sales
professionals from Dave Kahle!
Enjoy!
Terri
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QUOTE OF THE MONTH
"Treat people as if they were what they ought
to be and you help them become what they
are capable of becoming."
~Johann Goethe~
"Never confuse activity with results." Lou Gerstner, CEO, IBM
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Primary rules for hiring
by Terry Petra
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Hiring manager's most important responsibility is to
hire the right individuals for the organization. In
order for an individual to be right, they must be right
for the position and they must be right for the company.
In order to be right for our position, they must possess
the capability and motivation to successfully perform the
functions, and they should view their industry as a place
where they can build a long term career.
In order to be right for your company, the individual
must be someone who will respond positively to direction.
This requires the hiring manager to establish with the
individual, a realistic set of expectations regarding
the position and the environment in which they will be
working.
The most important elements of that environment are
controlled by the hiring manager.
Therefore, the following should be the primary rule
for hiring.
Do not hire people who require from you or expect
from you things you are either incapable or
unwilling to provide them.
In order for you to follow this rule, you first
must understand your personal management style.
Ask yourself the following questions, the answers
to which will provide a framework for that
understanding.
1. In reference to physical proximity, how close do
you need to be to your people?
2. How would you characterize the manner in which
you interact with your employees on a daily basis?
3. What actions or mannerisms of your employees
irritate or frustrate you and how do you handle it?
4. What determines your performance expectations
for your employees?
5. In what manner do you provide your employees
with performance feedback?
6. What process do you utilize when solving problems
with your employees?
7. How would you describe the pace at which you work?
Your department? Your division? Your company?
8. How would your employees describe your
management/operating style?
One of the most important keys to successful hiring
is to make certain that the functional preference of
your potential employees match your operating style
as a manager. In order to help insure a proper match,
ask the potential employee to provide answers to the
following questions.
1. My organization can depend on me to:
2. I am most productive in a work environment which:
3. I work best with the kind of authority that:
4. I want to receive direction in this manner:
5. The kind of feedback and recognition I like to
receive includes:
6. Interaction with my coworkers is most productive
when:
7. I prefer conflicts be resolved in this manner:
8. One of the ways I can best contribute to the
success of the team is to:
9. Knowing my own limitations, it would be helpful
if my manager would:
10. If I could add or change one thing about my
work environment that would allow me to be more
productive it would be:
Review the answers to these questions with your
potential employee. Layer and sequence behaviorally
based follow-up questions, in order to place their
answers in the proper context. Then, compare their
answers with the answers to the questions you asked
yourself in defining your management style. If a
match of management style and functional preference
exists, you are more than half way to making a proper
decision in your selection process.
However, prior to making your final decision, you
need to determine whether or not the potential
employee has the motivation and capability to
perform successfully in the position. This can be
determined through a carefully executed series of
behaviorally based interviews, thorough reference
checking with previous employers, and through the
use of real life telephone role plays.
Most importantly, remember the primary rule for hiring.
If you attract to your organization individuals who
have the capability and motivation to perform the
critical functions of the position, and their
functional preferences match your management/operating
style, you should have confidence that your decision
to hire is the right decision for both you and your
new employee.
"When the economy recovers, we're going to have the worst
labor shortage of our lives," Taylor's belief that the retirement
of the Baby Boomers will leave the country in a labor
shortage never before experienced....
Feedback: terri@recruit2hire.com
EEOC and Pinnacle Nissan Settle National Origin and
Religious Harassment Lawsuit The U.S. Equal
Employment Opportunity Commission (EEOC)
announced the settlement of a class national
origin and religious harassment and discrimination
lawsuit filed against Pinnacle Nissan, a Scottsdale,
Arizona-based automobile dealership (EEOC v.
Pinnacle Nissan, CIV 00-1872 PHX MHM).
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***Humor***
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The work qualification test
Murphy applied for an engineering position at an Irish
firm based in Dublin. An American applied for the same
job and both applicants having the same qualifications
were asked to take a test by the Department manager.
Upon completion of the test both men only missed one
of the questions. The manager went to Murphy and said.
Manager: "Thank you for your interest, but we've decided
to give the American the job"
Murphy: "And why would you be doing that? We both got
nine questions correct. This being Ireland and me being
Irish I should get the job!"
Manager: "We have made our decisions not on the correct
answers, but on the question you missed."
Murphy: "And just how would one incorrect answer be
better than the other?"
Manager: "Simple, the American put down on question #5,
"I don't know.", You put down "Neither do I."
Seen on AHA
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This Month's Web Site Pick
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Not long ago, I was looking for a thank you card to send
to a client that was different than the run of the mill
Thank You. I ran across this site and found unique and
appropriate cards that blended humor and catchy prose that
covered all phases of the sales cycle. From cards for
prospecting, thank you, referrals, to sorry, they have it
all covered!
Business Greeting Cards
Prospects just aren't responding to the usual business
letters and brochures. Unwanted emails and voice mails are
deleted faster than they are received. Greeting Cards are
the most personal form of communication so why not use
them for business?
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Classified Ads
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If you are trying to become a pharmaceutical sales
rep, and haven't had any success, check out this
awesome book by veteran pharmaceutical sales
recuiter, Pat Riley.
"Secrets of Breaking Into Pharmaceutical Sales" click here
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"Resume and Cover Letter Secrets Revealed," a do-it-
yourself manual that will help you find a job in 30
days ... or your money back. For more information,
please visit 1dayresume
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Are your job ads buried amongst 100 other ads? Are you
getting enough responses to your ad? You can have your
ad on its' own full page sent to cell phones and wireless
devices of "completely" opt-in job seekers. Rates or Rates by e-mail
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Subscription Management
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ATTENTION: You are receiving this newsletter because you
subscribed to it. Our subscriber list is NOT made
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every subscriber and respect your privacy.
To UNSUBSCRIBE or get removed from this Newsletter
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Contact Information
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Terri Robinson, President Robinson & Associates
Connecting You with the Right Sales Pro for Your Sales Job http://www.recruit2hire.com/ Telephone: (602) 233-8410
Phoenix, AZ E-mail: mailto:terri-robinson@recruit2hire.com
Discover Your Sales Strengths: How the World's Greatest
Salespeople Develop Winning Careers
by Benson Smith, Tony Rutigliano
"The authors, both Gallup consultants, dissect stereotypes and
debunk popular "myths" about selling to determine that there is
no one formula for success, and that training, knowledge and
experience cannot make a great salesperson. Instead, they
find, great salesmanship stems from exploiting individual
talents....." Publishers Weekly review
10 Secrets of Time Management for Salespeople: Gain the
Competitive Edge and Make Every Second Count
by Dave J. Kahle
"...provides powerful, practical insights and ideas that really
work, including hundreds of specific, practical, effective time
management tips from dozens of salespeople who are on
the "front lines" every day...."
Proactive Sales Management: How to Lead, Motivate, and Stay Ahead
of the Game
by William Skip Miller
"All sales managers work like crazy, but few are true
managers. That's because they tend to fall back on the
skills that made them great at sales...instead of
adopting the new skills that will make them great managers...."
******Articles********
Dating Your Customers
When it comes to relationships with customers, salespeople
are too quick to head to the altar, says Todd Duncan, author
of High Trust Selling (Thomas Nelson Publishers, 2003).
Instead, recommends Duncan, salespeople should enter
into a courtship phase, taking the time to learn more
about their prospective customers and making sure
they're compatible before registering for china and
flatware... Read More.
Compared to buying a computer or automobile where you can
see features in advance, a hiring decision is based on much
less available information.
Have you ever hired a person that impressed you only to find
that they were wrong for the job?
Perspective
"I hit to where they ain't"
".....Sales program efficiency has reached a 5
year low. Any client with a present or future budget is in
the drivers seat. Vendors and their sales executives are
expending an inordinate amount of energy and resources
chasing deals where the percentage of success is
extremely low.
Why are these companies and sales people behaving
in this futile manor? ...."
Click herefor the diagnosis and prescription
How many of these mistakes is your current resume making?
1. Spelling Errors, Typos and Poor Grammar
Of course, you want to use spell check, but that won't catch
every mistake. "Manger" is a correctly spelled word, but it
means something very different from "Manager."
