recruitment

So a few days ago on Bloomberg TV, I saw a snippet on Zappos. Usually worth a listen, shoe disrupter Tony Hsieh described how his firm has become so sought after to work at. They have dumped judging people on performance. They only assess against the ten core values [http:

My recent involvement helping out with American sales interviews reminded me that many sales leaders like to play it safe when it comes to recruiting. And not without justification. I’m referring to taking on people with specific, related industry experience. This usually means snatching people from your competitors. I

Over my Sunday brunch out earlier I read [http://www.independent.co.uk/news/uk/home-news/the-dearth-of-the-salesmen-a-career-failing-to-sell-itself-8692595.html] how Sales positions attract significantly fewer applicants than other roles. Incredibly, in London the average applications per job ad is 24 overall, yet for Sales it is just 14. This clearly saddens

It’s been a few months since I last interviewed salespeople. My resounding memory was of the low calibre of New York technology sellers. How they command such high pay remains a damning insight into many a tech firm today. Too many managers are so desperate to fill a cubicle

I was privy to a phone call recently where a recruiter was speaking with a sales manager wishing to hire. Theirs was a fresh relationship. A candidate was accepted for interview and the logistics were being confirmed. The recruitment agent then said; > Can I take it that if it

[https://salespodder.com/content/images/wordpress/2012/01/groupon-sa-ad.jpg] Groupon. The scourge of the growing small business. Even bigger bullies than Google, apparently. This was a competition-cum-recruitment ad for selling staff they placed last weekend in a Capetonian paper I read. These self-styled “innovators in collective buying”, they wonder