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In today’s highly competitive and turbulent business environment, hiring average employees can spell “failure”. That means, interviewers play a key role in the success, or failure, of their companies. That leads one to ask, "Why how do so many average and poor performers get hired, and so few High Performers?" Come to find out, many interviewers have had little or no formal training on how to hire the best. To make matters worse, the applicant has become interview-savvy. They have learned to maneuver through the interview by accentuating the positive and minimizing the negative, and getting the job offer. It's a very uneven playing field that does NOT favor the interviewer. But that can be turned around. Let's address interviewer training. Read on:

RESUME SCREENING - Picking the High Performers!

A high unemployment rate means lots of resumes and applicants for employers to screen but it doesn't mean it will be easier to pick out the high performers. Just the opposite in fact. Never before in history have job applicants been so hungry and so well-prepared to ace an interview. Information available on the Internet educates job seekers on what interview questions to expect, what type of answers WOW interviewers and what responses turn them off. Pair up these paycheck-hungry job candidates with an interviewer who has done nothing to improve his or her employee selection skills, or the fact that more than eighty percent of all interviewers have had little or no formal training on how to hire the best, and now you have a real formula for disaster as companies begin hiring post-recession. This perfect storm can be averted.

Incorrectly Assessing A Job Applicant's Motivation

In today's highly competitive and turbulent business environment, hiring average employees can spell "failure". Companies can not afford mediocrity while their competitors are striving to be the best. Hiring impacts profits in more ways than most companies realize. A Harvard Business School study determined that more than 75% of turnover could be traced back to poor hiring practices. The decision to hire -or not to hire- plays a significant role in turnover. The leading contributor to turnover is often not what happens after the employee is hired, but rather the process leading up to it. And turnover is not always bad if it's a bad hire that's leaving. You have to wonder if you really are hiring the best we can.

Carol Quinn's Interviewer Tip #3

There are an infinite number of resources directed toward job seekers. These sources offer insight into the interview process in order to help applicants ace interviews. Carol Quinn is an advocate for the employer! The ultimate decision to hire or not-to-hire resides with the interviewer. Employers pay a huge price for their hiring mistakes. It's time for the interviewer to be armed with the knowledge to accurately select the best.

Guerrilla Problem-Solving
Guerrillas know that it's easier to sell the solution to a problem than to sell a positive benefit. That's why they position themselves as problem-solvers.

Surviving the “Contained Depression”
Interesting David Levy piece in the current issue of Institutional Investor. Here is the money ‘graf(s):

The Manager's Art and Skill of Managing Exceptions
It's vital for any manager to create a disciplined approach to the way they manage their team. And, of course, show they can be flexible too, so there's the paradox...

3 Qualities of a Good WordPress Theme - WordPress Design
I recommend a WordPress design for all my clients with established businesses. Once you've used HTML landing pages and one-page websites to find out if there's a market, the next step is to build out more optimized and targeted web pages to attract more attention and get more traffic. This is where WordPress comes in.

Salespeople just want to make more sales. That's why Ace of Sales was created.

About a year ago we launched Ace of Sales 1.0 - instant success. Salespeople loved our customized emails that set them apart from the competition and the ability to send low cost custom greeting cards and postcards. They loved the ability to do all social media from the Ace of Sales home page. They loved the ability to import their outlook contacts. They loved more than 100 Jeffrey's video vignettes and mini-training tips to help make more sales. And they loved that it only cost $20.00 a month.

Get On The Phone to Get More Business
It is a marketing flaw of many small businesses that when they are busy with business the marketing efforts get cast aside until it is a slow period. Recognize that if you are consistent in your marketing efforts and simple phone connections there will be no slow periods.


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