The Secret to How I Predict Performance

Have you ever wondered why the individual with the great résumé fell apart after she was hired? Why two employees get along well outside of the office, but always conflict inside the office? Or how someone consistently excelled in one position, yet failed after a promotion into another? Unfortunately, these scenarios are common to most organizations and aggressively thwart productivity, efficiency, and morale. But perhaps most troubling is that these situations also leave us scratching ...

Hire Your Complement, Not Your Clone

When questioning a job candidate in an interview, how do you determine what is a good or a bad answer? By what standard are your measuring the candidate’s responses? If the standard is you (how you would answer the question, how you would solve that problem, how you would take on that opportunity), then you are jeopardizing your organization’s success. It is a natural human bias to think that my way is the right way. Dangerously, most people carry ...

Building an Effective Sales Support Team

Some years ago I attended a seminar by Jeffrey Gitomer (a bestselling business author). It was packed full of valuable information and advice, as evidenced by my 8 pages of notes. But one thing Gitomer said stuck out to me in particular. The title of the seminar was “Got Sales Attitude?” and he was speaking mostly on his book “Little Gold Book of ‘Yes!’ Attitude.” Thus, most of the room was not-surprisingly comprised of salespersons. Toward the end of ...

How to Avoid Hiring Mistakes

I am sure that you’ve heard the phrase “cost of a bad hire” before. You may have even used it yourself. But have you ever taken the time to actually quantify that cost? Be careful…the true number may scare you. Here are a few statistics about just how large a financial blow a failed hire can cause: In a study of 444 North American companies, 42% reported the cost of a bad hire to be ...

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