What sales role today doesn’t require good written communication? Emails alone make up a tremendous amount of sales communication. And then there’s sales proposals. Although many organisations have these on template, most sales roles require their sales people to craft proposals for individual prospects (if only the ‘deal’ portion). The ability to craft good written communication is still a strong requirement in many sales roles.
In your previous sales hiring appointments, how did you evaluate the ability of your applicants to communicate well in writing? I bet you didn’t checkout written communication. Or at best, asked to see some proposals they had previously constructed (or somebody else constructed for them!).
I believe it is critical in today’s email saturated world to ensure all sales applicants are measured for the competency of Written Communication. But how can you do this efficiently? My favourite is the Mini-Business Plan.
Last week, I had two interesting questions from clients, one asked what I thought were the main reasons employees leave a job? Here I address the three pillars of Job Engagement.
The other question was what I see are the most common faults Hiring Managers make when recruiting new staff. We could talk for a few hours on that! But in this podcast I address 5 areas I see most often.
If you enjoy our show and are listening via iTUNES, Stitcher or iHEART, can I ask you to leave a review. Reviews are very important to help us grow our audience. Even one sentence is enough. Thanks Rob, at AssessSystems, helping you hire tough and manage easy!
Every week I talk to organisations who are struggling with their recruitment process (usually there isn’t one!). Or, others who are trying to manage their way around a couple of non-performers or extremely difficult employees (they originally hired the wrong person!).
I love these challenges, because the recommended courses of action are easy, inexpensive and get results! However, in many cases these organisations find it difficult to move to a new direction. They continue to whip the same old dead horse.
I was bemoaning this common frustration to my friend Rodney Dawson – a performance management expert and he concurred with this “organisational procrastination”. He shared with me his thoughts based on the teaching of an American Indian tribe.
The free ebook on "Managing Employee Performance" can be downloaded at:
My special show guest today is Vincent Smith, the Director of Strategic Channels at OutMatch.com
Vince has spent may years in the recruitment and assessment industries. He is the co-creator of the powerful online tool called ChequedReference™.
This is an advanced pre employment screening tool that automates pre employment reference checking. It is combined this with leading behavioral science developed at the State University of New York at Albany, making your screening and hiring process predictive for better candidate selection.
ChequedReference™ is like your own personal reference checking service but with in-depth data that’s predictive. Improve your HR department’s efficiency by having a predictive online reference checking process. Clients using ChequedReference™ have been able to:
Combining world-class behavioral science and scalable technology, ChequedReference™ provides a pre employment reference check:
I know you'll enjoy Vince's insights into the 'world of reference checking'
Here are the four suggested areas that are critical to address when planning to hire a new employee. Obviously the job role will dictate the weight given to each, or whether assessment is need in that area at all.
Can they do it? This relates to specific job knowledge, skills, training, and education. This is learned behaviour.
How will they do it? This is innate behaviour - attitude, initiative, motivation, interests etc.
Are they able to do it? Here we need to address physical capacity, dexterity, coordination, endurance.
Have they done it? This all about past experience, accomplishments, roles held, job progression and promotion.
Download the transcript HERE
Back in the early 90s two well respected Organisational Psychologist, Drs. David Bartram and Patricia Lindley, set out to construct a new psychometric assessment. They wanted to ensure their new tool would measure the key attributes and abilities that best identified “job-fit”. Obviously, their first question was, “What are these?”
This podcasts outlines the 6 most importand areas and how you can reliably measure these in under one hour. You can download a transscript of this show at:
According to the Aberdeen Group, the world's leading B2B researchers and business data analysts, 2/3rds of the world's top companies use pre-hiring assessments.
But, not all assessment (employment tests, employment profiles) have the same purpose.
In this podcast we briefly outline the top three. What they are, what they test for and when to use them
Pre-employment tests are used to narrow candidates down to evaluate the very best job fit
Attracting, filtering and communicating with potential job candidates is a whole new world. Today's millennials (18 to 35 year-olds) are applying and approaching job selection totally differently than those who are doing the hiring really understand.
Ira Wolfe, director of Success Performance Solutions is a recognised expert in the hiring process. Over the last 20 years since the inception of SPS, Ira has seen many changes in job candidate behaviour.
Today, Ira joins the show to talk about what companies and hiring managers need to address when recruiting in 'The Age of Googlization'.
I am reading an interesting book by Pamela Meyer, “Liespotting, Proven Techniques to Detect Deception”. The key concept of this book is the psychological construct, the Truth Bias.
A light went on whilst reading this book. This book really helped me to understand why so many hiring managers end up selecting the wrong applicants for the job. In short, hiring managers tend to believe everything candidates and referees tells them as the truth - Wrong!
Enjoy this week's show and head on over to www.prevue.co.nz after to checkout our Online Applicant Processing System. A guaranteed way to overcome your (or your hiring managers) truth bias when embarking on future hires
Research on how many job applicants make false claims in their CVs varies from a low 4 to a high 6 in 10. Despite my crusade to get hiring managers too solidly check future employees’ backgrounds, I still see poor diligence in this process.
For most jobs, there are four core areas you need to cover when talking to referees. This episode of the Tips For Hiring Show outlines these.