Comments on: Having the Right People is Priority #1

By: geld lenen

geld lenen — Sun, 04 Apr 2010 15:15:43 +0000

Exactly, this is what it is all about

By: Sales Trainer

Sales Trainer — Sun, 10 May 2009 16:59:40 +0000

CrankyFranky, if you don’t ask, you won’t get.
I suggest that you re-look at what you can offer to an employer. If it’s valuable, make sure you present that with confidence. Let them make the play to obtain your services rather than the other way round.
There is a powerful technique in sales called ‘take-away’. In its simplest form it goes, ‘We’ve only got one widget left. Do you want it?’
To implement this, do plenty of prospecting so that you can tell each potential employer, ‘I’m looking at other offers’. You’ll probably get more than one bite.

By: CrankyFranky

CrankyFranky — Thu, 07 May 2009 18:08:36 +0000

I’ve been freelancing for most of the past 15-20 years.

How should I handle the issue of overtime? With the persistent downward ratcheting of my wage-rate in the past decade, overtime is a very important topic that I’m reticent to bring up at any stage in the interview process.

I learned about seven years ago that someone in my position and function receives overtime compensation (by a statutory rule, not up to anyone’s discretion). However, only about half the companies in my field comply.

It seems many readers here are decision makers so I ask for your candid advice:
How best to approach a topic that may disqualify me as a candidate?

By: Ades

Ades — Sun, 26 Apr 2009 22:23:56 +0000

It also depends on the company, if the company doesn’t value its people, do not recognize their efforts, and do not pay well… then i don’t think any person will give his/her 100% to such companies.

But let’s say the company is great, then agree with your points.

By: Sales Trainer

Sales Trainer — Thu, 16 Apr 2009 14:12:20 +0000

The most effective way to find the right people is to take on many, see if they work out and fire them if they don’t.

Just saying that is probably going to get me in trouble, I realize. But it really is the truth; you don’t know in advance if someone will perform the way that they say they will or the way you hope they will - actions speak louder than words. Hiring from interview is a flawed process.

So what is the answer? Payment by results. If the new hire doesn’t make much money, they won’t be around long. And If they are making lots of money, they will stay and make you successful too.

Is it really possible to use this model? Yes it is occasionally, but of course there is much resistance to the idea in most forms of employment. But then you could say, that such resistance is really a cover for low performance.

The other problem is that payment by results can lead to unscrupulous actions by the hiree in achieving high performance stats.

Finding good workers is a perennial problem, but the hire (0n commission only)/evaluate/fire-if-no-good model is worth consideration.

How to Hire a Really Good Salesman

By: Hendro

Hendro — Wed, 15 Apr 2009 17:08:26 +0000

Having built a number of teams, i’m completely agree with ‘getting the right people on the bus’ mentality.

I conclude that great team > work by yourself > wrong team.
Things just fly once you find the right people. It’s easier to say than done though. It took me few times to figure out how to do it properly.

By: DUI Laws

DUI Laws — Tue, 14 Apr 2009 20:33:51 +0000

Good article but I’ve found that it is very hard to find good people. Most start out wanting it but can’t finish. I’ve found over the years I can’t count on anyone buy myself.

By: Denise

Denise — Tue, 14 Apr 2009 03:00:16 +0000

If you don’t surround yourself with like minded people it will take you twice as long to get where you are going.

By: Cary

Cary — Wed, 08 Apr 2009 20:03:20 +0000

Wow good post and I couldn’t agree more. You must surround yourself with motivated people or you will end up not moving to fast. I learned this many years ago in Amway and it really holds true even with Internet Marketing as well.

By: Jon Bach

Jon Bach — Wed, 08 Apr 2009 05:36:12 +0000

Great post, I agree very much.

In addition to a cultural fit, I think it is also important that they share the values that drive the company. This not only is a great source of pride, but it keeps the company naturally aligned with its core values, even when its not the easy road.

I’m also blessed to be working with a great group of people, and I have to say that while this is a trying economy for any small business, it has been a pleasure to see the people around me rise to meet the challenges.