Here are some of the best articles that I’ve read recently complete with actionable takeaways to help you hire the best salespeople.
By Jason M. Lemkin, Managing Director at Storm Ventures published on LinkedIn
..at $2m ARR, maybe even $1.5m ARR or even less if you have a repeatable process … everyone great is accretive. If you meet one — hire him or her. That day. And just pay market.
By Dharmesh Shah, co-founder and CTO of HubSpot published on Inc.com
Dharmesh Shah explains why a company’s culture doesn’t equate to “ping-Pong tables, nap rooms, and free beer.” Instead, Hubspot defines culture as “a set of shared beliefs, values, and practices.” A great and accurate definition!
- Communicate Your Mission Early and Often (i.e., make it obvious to job candidates what your company’s values and passions are)
- Don’t Make Amazing People Do Antiquated Things (i.e., provide your employees the freedom to solve their own problems and innovate)
- Create a Culture Where Ideas Trump Titles (i.e., encourage everyone to share their ideas and concerns and then actually listen)
At HubSpot, we’ve found that the No. 1 thing that attracts amazing people is other amazing people.
To keep top performers happy, you need to think outside the kitchen and get maniacal about whom you hire.
Great employees have countless options for employment, so your company’s growth is heavily predicated on your ability to attract top talent.
By Dr. John Sullivan, Professor of Management at San Francisco State University published on TLNT.com
Do you know what strategic hiring actually means? Here are three strategic performance metrics that will provide you with an accurate overview of your talent’s business impact:
- Productivity (revenue-per-employee)
- Workforce efficiency (ROI)
- Corporate revenue (innovation)
Key takeaway: The best way to ensure your hiring decisions are aligned with your strategic goals is to collect and analyze the right metrics.
By Thomas H. Davenport, Professor of IT and Management at Babson College published on the Harvard Business Review blog
Sales, marketing, and hiring are all about predictive analytics these days: collecting data on someone (prospect/customer/job candidate) to predict what they’re going to do next.
Here’s what you need to understand in order to do it:
- The data
- The statistics
- The assumptions
Dr. Davenport helpfully suggests some good questions to ask your analysts (or yourself):
- Can you tell me something about the source of data you used in your analysis?
- Are you sure the sample data are representative of the population?
- Are there any outliers in your data distribution? How did they affect the results?
- What assumptions are behind your analysis?
- Are there any conditions that would make your assumptions invalid?
…it’s still pretty amazing that we can use analytics to predict the future. All we have to do is gather the right data, do the right type of statistical model, and be careful of our assumptions.
Have a question? Or a hiring tip to share? Comment below or tweet @ideal.
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