Small businesses are the backbone of the economy, and on average employ 1 to 10 employees. Many of these business owners have previously worked in corporations, and falsely believe they don’t need a systematic way of hiring due to their smaller size. While they may be right about not needing a formal hiring policy like a larger company, cutting corners and using subjective tools and practices will not protect them from litigation. The sad fact is that a small employer is more likely to make a hiring mistake for multiple reasons, mostly due to lack of experience in hiring. They are under the mistaken belief they can coach and motivate anyone for success. Their lack of awareness simply creates sleepless nights and unnecessary expense of hundreds (if not thousands) of dollars!
Potential Strategic Alliance Partner
At TargetSuccess™ we believe the foundation of the business world is changing every day. We embrace the change by thinking differently about hiring and developing people.
The way we embrace the change is by creating innovative tools that capture intrinsic behaviors and making our products simple to use so good companies become GREAT!
You may be very familiar with the following common problems that companies face:
- Getting flooded with applications
- Bad hires cost a lot more than their salaries
- Resumes show the best & hide the rest
- Good people are hard to find (46% of newly hired employees FAIL within 18 months)
- And many, many more
If you offer services that our clients may be interested in – I would like to know more about them.
Email me for the opportunity to talk further if you are interested in a potential strategic alliance to maximize the value to our mutual clients.
Please remember to include your phone number and website URL in your message!
Regards,
Peter Pillsbury
peterjr@TargetSuccess.biz
You’ve Found Your Superstars and They ROCK!
Retaining Talent
You’ve found your superstars and they rock. They’re the right fit for their job; the right fit for your organization; and you secretly hate them because they’re so perfect. But then you read the studies that state “21 million Americans will change jobs in 2012.”* You want to believe that your superstars don’t fall into that category… but do you know that? Aside from handcuffing them to their chairs (not recommended at all!), what can you do to keep your valued employees? Continue reading
Why More And More Employers Use Psychometric Assessments
With the influx of college graduates and experienced workers flooding the job market, employers have to look at new methods for effectively evaluating and examining applicants for potential careers within a company. The most fashionable of these methods is called psychometric assessments. This type of testing measures an individual’s personality and ability to find the most suitable person for a particular occupation. This assessment tool can also be used to do the opposite and find the most compatible career for a particular individual. Employers can find this process most useful for recent graduates and for people who have recently made a career change.
5 Classic Interview Questions Updated for Today’s Job Market
How common questions have evolved and what to listen for in the responses
In previous years when giving a job interview, you know the standard questions to ask. “What is your biggest weakness?” “What interests you about this position?” and “Why do you think you’d be a fit for this role?” often rise to the top of the common interview questions list.
Many GREAT companies are updating their customary questions to include ones that refer to new trends, address the current economic situation or gauge a candidate’s commitment to the company and position in question. In today’s job market employers are searching for GREAT employees, those with intrinsic qualities that are predictive of success in their position.
How to Spot a High Potential SuperStar Salesperson – 6th Quality
The sixth and final quality is the most difficult to spot, and the quality which drives all the others to optimum use — PERSONAL MOTIVATION.
The best salespeople all have within them a drive to excel. Continue reading
How to Spot a High Potential SuperStar Salesperson – 5th Quality
Fifth is A SELF-IMAGE OF SUCCESS.
Psychologists have long known that people tend to live up to their image of themselves. We all understand that.
Every one of us can think of individuals in our own lives who have lots of ability and potential, but who never live up to that potential because of their poor self-image. Continue reading
When Applicant Tracking Systems Bite Back!
Applicant tracking systems are wonderful contraptions, aren’t they? Recruiters: what a great pleasure to behold to have a system where you can review, disposition, and index all of the extraordinary candidates who apply to our jobs. It sifts through resumes; it assesses the skills of candidates; it even allows us to interview and check the backgrounds of the rockstars who await that shiny new offer from our companies.
How to Spot a High Potential SuperStar Salesperson – 4th Quality
Number four on the list of necessary qualities is the ABILITY TO BUILD POSITIVE BUSINESS RELATIONSHIPS. Sales is, more than anything else, the activity of developing relationships with quantities of people which result in those people trusting the salesperson, feeling positive feelings about him/her, and believing the things he/she says.
So, the successful salesperson is the individual who can quickly build trusting relationships with all sorts of people. That requires empathy, the ability to listen, perceptiveness, and the ability to mold himself/herself into the kind of person the prospect needs. Continue reading
How to Spot a High Potential SuperStar Salesperson – 3rd Quality
The third quality necessary for superstar success in sales is the ABILITY AND PROPENSITY TO LEARN.
I’m not talking strictly about acquiring knowledge in the sense that one learns in school. For the successful salesperson, the ability to learn means the ability to evaluate a situation, and then to modify or make adjustments in his/her behavior as a result. Continue reading
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