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Member You - Let’s Talk Recruitment
It was dark in the cellar, but I had no choice. That’s where the object of my extreme misery stood. It had been hours since I noticed that we had no hot water. So, here I was, standing on the cold, concrete floor staring at the large, white cylinder formerly filled with hot water. Something was obviously wrong, but what. I could hear the wind whistling outside on this cold, February night. But I had to go on, because we needed that hot water. I had exhausted all other possibilities. Just an hour ago, in desperation, I had picked up the Yellow Pages, searching and seeking out a plumber. But all the ads looked alike. They were a sea of black and yellow and color-filled words screaming their clichés at me, as if to add a note of stress and frustration to an already gloomy situation.“Quality, Low-Cost, Reliable,” they declared. Another read, “Emergencies!” A large full page had a picture of a truck and said, “Here Today!” It was confusing and filled me with anxiety. Page after page blended into a morass of meaningless words and images. Finally, I was forced to close the book and grab my trusty flashlight. So, here I was, facing the dead water heater, alone, scared, and without hope.But wait. Someone or more precisely, something, is coming down the steps. It is getting closer. I raise my light and see
True Job Performance is determined by both ability and willingness
Ability + Willingness = Effective Results
The following is an example of a Proactive Sales Recruitment Program.
Objective
To upgrade the performance of our field sales, sales support and service organizations by proactively managing the recruiting function as an ongoing process in areas where weaknesses exist.
Strategy
Phase I – Philosophy of Retaining Vs. Replacing
Upgrading
You may be thinking that your business is just too small for BIG Project Management techniques, but that is simply not the case. Don’t let all of the fancy terms like Network diagram, Gantt chart, and Work Breakdown Structure scare you. And don’t worry if you don’t know how to use Microsoft Project or Primavera or any other PM software application out there…you don’t need it.Project Management is about organizing your data for a specific project and updating it as the project progresses. You can use a Word document or an Excel spreadsheet if you like, as long as you have something documented for your project, you are contributing to the success of that project.Let’s review the definition of a project…a project has a beginning and an end date with defined resources. So if you have a project that must start tomorrow and end by next Friday with a set budget of $1000 and 2 contractors working on it…You have a project! And you can manage it effectively by starting with a pen and paper. Not convinced yet? Okay, let’s review how we can accomplish this...First you have to determine how many working days you have to complete the project, minus Holidays, Weekends (unless you are a workaholic like me), and scheduled Vacations. So get your calendars out and start counting. Next, jot that number down for future use.Now to breakdown the tasks. You
THE IMPLICATIONS OF COMPETENCIES
People have and get
COMPETENCIES
(Combinations of knowledge, skills and attitudes)
We apply these in the form of
BEHAVIOR
(Actions, thoughts feelings)
Our behavior produces
OUTPUTS
(Products and services)
How this is done yields
RESULTS
(Criteria for managing the prior three steps)
In order to determine the kinds of people you are looking for, it sometimes helps to start with a picture of the “ideal candidate.” This person would possess the competencies and exhibit the behaviors that generate ideal results.
What would happen if someone:
• Negotiated the best deal every time you placed an order?
• Romanced the Reps that call on you?
• Aggressively worked on getting the right new lines?
• Placed literature orders weekly?
• Used every order to get a favor?
• Really planned and prepared for sales meetings?
• Kept a leash on salespeople giving away margin?
• Assured that you had enough accurate competitive price information?
• Stayed awake at night worrying about dead inventory?
• Made sure that buddy calls and product training was effective?
• Stayed on top of cycle counts to make sure the inventory was accurate?
• Actually matched up your order backlog with vendors and your sales forecast?
• Changed inventory mix to account for lost sales?
The list could go on and on but you get the idea. Look at each independent job opening on the basis of competency required.
• Work with Human Resources to complete a functional job analysis.
• Do not wait for a crisis in manpower before you start a proactive recruitment program.
• Create a job search specification outlining exactly what you are looking for.
True Job Performance is determined by both ability and willingness
Ability + Willingness = Effective Results
The following is an example of a Proactive Sales Recruitment Program.
Objective
To upgrade the performance of our field sales, sales support and service organizations by proactively managing the recruiting function as an ongoing process in areas where weaknesses exist.
Strategy
Phase I – Philosophy of Retaining Vs. Replacing
Upgrading o
PPC has emerged as one of the most effective ways to attain the highest search engine rankings. The concept is simple: Advertisers pay, or bid, for the placement of each keyword or search phrase. PPC advertisements are often listed above typical free search results and are entitled as “Sponsored Sites”.The cost of PPC depends on the product or service being offered. The more popular the keyword or keyword phrase, the higher the price. Advertisers pay only when their search results are clicked. Most vendors balance the advertisement click-through rate (CTR) with the amount advertisers are willing to pay for a keyword or keyword phrase.PPC is adaptable in terms of the efficiency and productivity of a keyword or keyword phrase. Because most PPC services offer immediate placement or placement within a week, the effectiveness of the words chosen can be measure tangibly almost immediately. Words or phrases that are ineffective can be altered or changed as part of the process.Many PPC vendors allow budget and automatic bid set-up. This allows an organization to calculate the amount of clicks they are willing to pay for and when that threshold is reached, the advertisement can be automatically brought down. For instance, an advertiser might have a daily budget of $100 and upon reaching that threshold; the advertisement is brought down until the nex
How this is done yields
RESULTS
(Criteria for managing the prior three steps)
In order to determine the kinds of people you are looking for, it sometimes helps to start with a picture of the “ideal candidate.” This person would possess the competencies and exhibit the behaviors that generate ideal results.
What would happen if someone:
• Negotiated the best deal every time you placed an order?
• Romanced the Reps that call on you?
• Aggressively worked on getting the right new lines?
• Placed literature orders weekly?
• Used every order to get a favor?
• Really planned and prepared for sales meetings?
• Kept a leash on salespeople giving away margin?
• Assured that you had enough accurate competitive price information?
• Stayed awake at night worrying about dead inventory?
• Made sure that buddy calls and product training was effective?
• Stayed on top of cycle counts to make sure the inventory was accurate?
• Actually matched up your order backlog with vendors and your sales forecast?
• Changed inventory mix to account for lost sales?
The list could go on and on but you get the idea. Look at each independent job opening on the basis of competency required.
• Work with Human Resources to complete a functional job analysis.
• Do not wait for a crisis in manpower before you start a proactive recruitment program.
• Create a job search specification outlining exactly what you are looking for.
True Job Performance is determined by both ability and willingness
Ability + Willingness = Effective Results
The following is an example of a Proactive Sales Recruitment Program.
Objective
To upgrade the performance of our field sales, sales support and service organizations by proactively managing the recruiting function as an ongoing process in areas where weaknesses exist.
Strategy
Phase I – Philosophy of Retaining Vs. Replacing
Upgrading
Everyone should be in a job that they like and that they are good at and the better that society places people in jobs that they are good at, the more we will all enjoy the productivity of our civilization. This is one of the basic tenets of Plato's Republic.What type of degree would a creative genius wish to get? A creative genius will create in just about any endeavor that they are thrust into as long as they feel at home and enjoy it or if it challenges their mind. But why does a creative genius need a degree to get a job?After all, they could be self-employed too, as 10% of the population is and 75% of the population works in a small business and most of those folks do not have any advanced degrees. Not all creative geniuses choose to pursue an academic career, although many do.So if we are looking for the best place to find creative geniuses in society we have to look beyond academia and people in corporate America. Where should we look?Well, I suppose some end up at the top of the food chain and thus socially speaking this is a good place to find the imminent achiever creative genius. Other creative geniuses probably allow them selves to be walked on and taken advantage of, because they see the game as perhaps not worth playing.Maybe they are simply not interested in the sound and fury of mankind and all the emotional
• Placed literature orders weekly?
• Used every order to get a favor?
• Really planned and prepared for sales meetings?
• Kept a leash on salespeople giving away margin?
• Assured that you had enough accurate competitive price information?
• Stayed awake at night worrying about dead inventory?
• Made sure that buddy calls and product training was effective?
• Stayed on top of cycle counts to make sure the inventory was accurate?
• Actually matched up your order backlog with vendors and your sales forecast?
• Changed inventory mix to account for lost sales?
The list could go on and on but you get the idea. Look at each independent job opening on the basis of competency required.
• Work with Human Resources to complete a functional job analysis.
• Do not wait for a crisis in manpower before you start a proactive recruitment program.
• Create a job search specification outlining exactly what you are looking for.
True Job Performance is determined by both ability and willingness
Ability + Willingness = Effective Results
The following is an example of a Proactive Sales Recruitment Program.
Objective
To upgrade the performance of our field sales, sales support and service organizations by proactively managing the recruiting function as an ongoing process in areas where weaknesses exist.
Strategy
Phase I – Philosophy of Retaining Vs. Replacing
Upgrading
I am going to write something that may not be popular, but if it offends you in anyway, it probably means that I’m writing this for you. I’m writing this to help you…not to criticize or belittle you. I want every entrepreneur to continue to grow throughout his online career and sometimes when we don’t accept change…we stop growing. I don’t want that to happen to you.Lately, I’ve seen a lot of online service-based business complain that cheaper alternatives are driving them out of business. I’ve seen virtual assistants angry that anyone would work for US $10 per hour. I’m surprised by that anger because $10 is above the minimum wage in every single state in the U.S. and province in Canada (2005 statistics). Yes, I know running a VA business carries expenses, but many people working online just want enough to be able to stay home, instead of trudging to a crappy job. Good for them for being resourceful.I’ve seen article writers and article distribution services annoyed that new software and automated process are cutting into their bottom line and causing them to lose clients. It seems the hay days of getting paid $100 plus per article are gone…or are they?If you’re letting your business die because lower cost services are coming in – it’s time for a wake up call. Complaining isn’t going to get you anywhere, except possibly bankruptcy. As more
• Actually matched up your order backlog with vendors and your sales forecast?
• Changed inventory mix to account for lost sales?
The list could go on and on but you get the idea. Look at each independent job opening on the basis of competency required.
• Work with Human Resources to complete a functional job analysis.
• Do not wait for a crisis in manpower before you start a proactive recruitment program.
• Create a job search specification outlining exactly what you are looking for.
True Job Performance is determined by both ability and willingness
Ability + Willingness = Effective Results
The following is an example of a Proactive Sales Recruitment Program.
Objective
To upgrade the performance of our field sales, sales support and service organizations by proactively managing the recruiting function as an ongoing process in areas where weaknesses exist.
Strategy
Phase I – Philosophy of Retaining Vs. Replacing
Upgrading
Production label printers use thermal technology to print high-resolution product information and bar codes on different varieties of labels. Some printers use direct thermal method to print information on heat sensitive paper whereas others use thermal transfer method in which heat is used to transfer ink from ribbons onto labels for getting permanent prints.Mostly courier companies, warehousing, and manufacturing companies use production label printers for printing product information labels. They are designed to deliver consistent performance over longer periods at affordable rates. Many of them have sturdy metal chassis, covers, and advanced print mechanics to ensure long lasting performance in industrially demanding conditions.They are capable of housing different types of label rolls and ink ribbon cartridges. They are equipped with a movable label sensor to detect gaps, black marks, and perforations present in label rolls. Information generated by the sensor is used to print information in the right spot and avoid overlapping. They are equipped with ample amount of flash memory and RAM (random access memory) for processing labels, storing formats, and supporting different fonts. They can be connected to a computer via USB, serial, or parallel interface ports. The device can be connected to a number of accessories such as label cutters, exte
True Job Performance is determined by both ability and willingness
Ability + Willingness = Effective Results
The following is an example of a Proactive Sales Recruitment Program.
Objective
To upgrade the performance of our field sales, sales support and service organizations by proactively managing the recruiting function as an ongoing process in areas where weaknesses exist.
Strategy
Phase I – Philosophy of Retaining Vs. Replacing
Upgrading of skill levels, experience and leadership development. This includes product knowledge, education, business acumen and coaching and mentoring skills.
It is understood that it is a manager’s responsibility to retain quality employees through proper training, mentoring and counseling. However, a program of proactively recruiting is necessary in order to ensure that we have the best person in each position. Marginal employees should be replaced with exceptional employees. This program is being developed to achieve this objective.
Phase II - Upgrading
• Names of under performers to be given to human resource to initiate recruiting process
• De-emphasize the perception that sales hires must have industry experience
• Emphasize to managers that the hiring process is a high priority
• Hold all management level employees accountable for recruitment
Phase III – Recruiting Process
• Continue to post all jobs internally
• Use new employee referral bonus program when possible
• Develop an internal skills bank to readily identify individuals with basic skills to match open positions
• Ad placement in key target areas
• Manager generated leads (including competition)
• Networking
• Internet (internal and external sources)
• Use search firms when the job and skill levels justify the investment
Phase IV – Improved Hiring Process
• Hiring managers interview and accept/reject replacement candidates’ resumes in an expeditious timeframe (3-5 days)
• Phone interview to be conducted by Human Resources on candidates chosen
• Interview to be scheduled in timely manner (within 1 week after phone interview) with appropriate manager
Phase V – Continued Growth and Skill Building - Training
• Internal training and development programs
• Managed on the job development (develop training program for new employee)
• External training and development opportunities (seminars, supplier training, management courses)
• Cre
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