Every organization appreciates that the success of their operations significantly depend on sales. So, it’s safe to say that “Sales are to business like oxygen is to humans.” In that case, your enterprise will suffocate if you do not have a capable sales team. That implies that an excellent product or service will not help your organization realize its true potential if your sales professionals do not have the necessary support.
When hiring a sales leader, you need to identify an individual that can steer your sales team towards propelling your organization to greater heights. Before delving into the qualities you should consider when interviewing applicants for such a position, here is some insight into the roles and responsibilities of sales leaders:
When recruiting new staff, you have several options: temporary, contract-to-hire, and direct hiring. However, which hiring arrangement is most suitable for your company? Today, we compare direct-hire versus contract-to-hire — including their pros and cons.
About 56 million, or 35%, of the American workforce are millennials. By 2030, this demographic group will make up 75%. To ensure the success of your company, you should find effective techniques for recruiting and retaining top talent in this group. This will require you to get a better understanding of the generation and identify ways to appeal to their needs. But what makes millennials unique and what workplace perks do they actually care about?
Every successful leader, including Airbnb CEO Brian Chesky, will tell you that defining company culture is vital to success. Culture plays a pivotal role by guiding company activities through group norms and shared assumptions. Therefore, you need to have a clear focus and ensure every employee is on board from day one.
However, what is company culture? How can your organization define and identify its culture? All these are valid questions that you need to start asking yourself. Ultimately your company culture will dictate whether you stay competitive or close up shop. Luckily, here is everything you need to know about defining company culture and why it is a critical part of deciding if a hire is the right fit.
Accountants play a crucial role – They’re responsible for much more than just handling money, they create strategy and drive process improvements across entire organizations!
Lots of accountants – seasoned and budding – have questions about which skills they should hone in order to offer maximum value in the workplace. Below, we’ve detailed a handful of the skills recruiters are sure to be looking for in 2021. The ideal accountant of today and tomorrow should already be cultivating these talents.
“The secret to successful hiring is this: look for the people who want to change the world.” – Marc Benioff
While it might have sped up the idea of remote work, virtual interviews, and video conferences, the pandemic can’t take all the credit. The book on talent recruiting is continuously under revision. Succeeding in your industry requires an awareness of trends and a willingness to adapt your recruiting strategies to fit those trends:
- Make the most of virtual recruiting
- Contingent or freelance workers
- Mobile is upfront and center
- Text recruiting
- Virtual onboarding
- People first
- Invest in your brand
Growing Companies face multiple challenges as they strive to grow. These challenges might vary depending on a firm’s size, but for most, recruiting challenges are similar. Below are 8 common recruiting challenges enterprises face, supported by relevant statistics and practical tips for solving them.
- Lack of Qualified Candidates
- Hiring Fast
- Targeting Passive Candidates
- Building a Strong Employer Brand
- Providing a Memorable Candidate Experience
- Talent Sourcing
- Selecting the Right Candidate
- Team Collaboration
The first Friday in March (that’s the 5th in 2021) is Employee Appreciation Day. It’s a day set aside for companies to let their employees know how much they appreciate them. And no, this doesn’t mean you can skip out the rest of the year. The reality of it all is that recognizing, acknowledging, and expressing appreciation to your employees has a very positive effect on your company – beginning with retention.
As Chiradeep BasuMallick points out in a post for hrtechnologist, the following statistics say it all.
- 63% of employees who are recognized are very unlikely to look for a new job.
- 40% of employed Americans would put energy into their work if they were recognized more often.
- Employees promoted after three years have a 70% possibility of staying with your company.
- The lack of recognition and engagement is driving 44% of employees to switch jobs.
“The only thing worse than training your employees and have them leave is not training them and having them stay.” — Henry Ford
There is no doubt training is essential. It’s not even a question. The real question you need to ask is, “What type of training should I provide?”
There are lots of different methods of training, such as
- Lecture-style training
- Coaching and mentoring
- Instructor-led training
- Simulation training
- Hands-on training
- Case studies (by that, we mean bookwork)
- Hands-on learning
The list could continue –each method working and varying depending on the work-place. However, training typically breaks down into two traditional training methods –internal training and external training.
And while a full discussion on the pros and cons of internal training vs. external training is a worthy one, today, we will focus on the 5 benefits of internal training.
Together Everyone Accomplishes More.
Teamwork – that blending of diverse talents, skills, personalities, and working styles into an efficient, productive human-machine. What makes it work so smoothly in some companies, while others struggle?
It begins with choosing the right employee to lead the team. Not every employee who has the level of knowledge and skills to head a project, can be a great team leader. Even the guy/gal who is invested the most time in the preliminary work might not have the bent to lead the team to the finish line. Choose a person with a demonstrated ability to motivate and inspire, instill accountability, and solve problems and make decisions. Look for these essential skills. Take note that most of them are designated as ‘soft’ skills.