Experts say that replacing an employee can cost anywhere between six months of their annual salary and two times that salary. Running thorough background checks that include professional and educational verifications can help your business avoid these costs.
How much does it cost to hire someone? Getting a specific answer to that question depends on who you ask and which sources you trust. But the general answer is the same no matter who you consult: hiring a new employee is not cheap.
The True Cost of Hiring an Employee
There is a reason that high employee turnover rates are seen as a bad thing, and it’s not just that they make a business look like an unwelcoming place to work. Continue reading
What Top Talent Really Wants
Today’s candidate-driven market is pushing companies to invest in more than just competitive salaries to attract top talent.
Potential employers are offering an array of incentives, from flex time to limitless vacation to childcare reimbursement. This makes it an exciting time to be a job seeker. You can now consider which benefits will mesh best with your lifestyle, then look for positions that enhance your life.
Not sure where to start? This graphic from Company Folders, Inc. will walk you through the top ten workplace incentives to watch out for in your job search.
Spending too much time scanning resumes, guessing what would make a good hire for the position? Continue reading
As a new sales manager it’s easy to get caught up in a million different initiatives and lose track of what is really important: your team. After all, without a team you won’t hit your numbers. So, here are a few things to think about before your team completely writes you off as their new manager:
Assess The Sales Process
Nothing is more frustrating and crippling to your sales reps productivity then an inefficient sales process. Lack of process leads to reps storing account and contact information in Google Docs rather than putting that precious information into Salesforce. When it comes time to make tweaks to your marketing initiatives and defining your ICP, you will end up with a lot of missing data you believed you had been tracking all along. Continue reading
The standard wisdom used to hold that the very best salespeople came with a solid marketing or business background.
But that wisdom has proven to be built on an unsteady foundation: Sure, great salespeople can come from those two typical career paths, but they don’t have to. How then do you find the best of the best to generate top sales for your company?
This graphic can help along the journey to hiring the best salespeople yet.
Where to Find Salespeople in Non-Sales Careers
This article was originally published on The Salesforce.com Blog.
Jessica Bennett is a writer, editor, and novelist. Continue reading
Ever find yourself in a heated discussion with other members of a hiring committee because you couldn’t seem to reach consensus on a candidate?
There are a number of reasons for this type of disagreement, but they generally boil down to a single issue: You haven’t clearly defined the role. This means that some interviewers may end up evaluating candidates on irrelevant criteria or neglecting to assess the most important qualities for the role.
That’s why the structured interview approach is so powerful.
Instead of relying on gut feelings and the personalities of the interviewers, you begin with a strategic kick-off meeting between the hiring manager and talent acquisition. Continue reading
Implementing People Analytics
Michael Cavaretta, Lead Data Scientist (before data science was cool) at Ford Motor Co. crafted a striking article on the fundamentals of analytics. With over 15 years experience, Michael points out the most critical question that is too often overlooked, “so what?”
Many analytics presentations crash and burn because no one answered the question, “so what?”
We often talk about the power of people analytics and the potential it holds for business large and small. Michael even makes note in his piece, “Anytime you look at business metrics there is an opportunity to use analytics. A hot area right now is the application of big data and analytics to HR processes.”
It’s clear that human resources and hiring are itching for a revolution – but without defined strategy, many firms will fail. Continue reading
The business case for people analytics
Most recruitment processes are simple:
You send in a resume
A human reads it and decides they like the words on the page enough to interview you
They bring you in for an interview and have a few people that are not well trained
in interviewing, ask you questions
The firm makes decisions based on the personality
of the applicant and interviewer
1 in 3 new hires leave within 12 months
On the flip side, rejected candidates can go on to become extremely successful, leaving firms sorry they missed the chance when they had it. Continue reading
Just when you thought you were on top of the newest HR trends: video interviews, payroll automation, virtual conference rooms… “People Analytics” crops up. What does it even mean? And where should you start?
The term people analytics refers to any data-backed people management decision. While it seems to be the hottest buzzword in HR circles today, be weary of implementing too quickly. In an expert panel last week David Woodward, Chief Product and Innovation Officer at Ceridian put it well, “HR mustn’t run before it can walk. Getting an accurate headcount is still a challenge for some companies.”
If this rings a little too true at your firm, don’t panic – small, calculated steps can quickly put you ahead of your competition and there is a lot of new software out there to help you. Continue reading
This is How To Attract Top Millennials in Sales
You’re looking to add millennials to your sales team because they’re eager and hungry. The majority of them are unmarried and do not have kids, so they can give their job (and your company) 110% of their effort. You’re ready to hire but they’re not biting.
As a young professional, I get some very odd reactions when I tell my friends that I am pursuing a career in sales.
And I get it; the perceptions of salesmen are not great. Young professionals get the impression of an aggressive guy who will do anything to close a sale. Continue reading
Recruiting sales reps at a startup is so important that, David Skok, entrepreneur turned VC, considers recruitment the third critical startup skill.
I’ve helped hundreds of customers hire sales reps at their own companies, and these are the top 3 mistakes I see startups make when recruiting sales reps summarized in an infographic below.
Mistake #1: Going with your gut when it’s not backed up by data
I hear it all the time – hiring managers say “I just don’t think they are a fit” which is code for “I don’t like them.” This is controversial, but I don’t think you should recruit using gut feel. Continue reading