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director candidate Tagged Articles



Recruiting a New Director
In the life of most companies with an active board of directors, it occasionally becomes necessary to recruit a new director.

Other director candidate Related Articles

Is Using Past Success In Hiring A Mistake?
What is vital for you to learn in selecting a candidate for an open sales position, is how well a candidate will perform in a job like the one you are trying to fill. Often a employment interview will never even touch on the candidate’s competence for the new position.

Using Your USP When Writing Job Ads To Attract Great Employees
I have heard many businesses moaning that they haven’t had a single application to an ad – and yet some businesses are snowed under with applications. What’s the difference? The smart business knows that in a candidate poor market you have to sell the benefits of working for your company BEFORE the candidate will consider applying for a job with you. This is where your USP or unique selling proposition comes in.
Psssst... hire the quiet one...
So which candidate is going to get the job offer? The quiet one that answered all your questions very well, or that incredibly outgoing candidate that could barely stay seated? Leaning towards the firecracker? After all, who doesn't prefer the smiley super enthusiastic candidate?

10 Lessons from the Sales Candidate Who Smelled Like He Peed on Himself
It was quite the claim. I remember telling my client that the next candidate we were to interview was the best sounding candidate I had ever spoken with on the phone. Robert, the sales manager, went to the lobby to get the candidate and returned, an ashen look on his face. Ray, the candidate, followed Robert into the conference room and suddenly, I had the same ashen look on my face. It seemed that the best candidate I had ever spoken with by phone was, well, a bum!
Franchise Development Pro's Let's Use the Same Dictionary!
A very well meaning Director of Franchise Sales and a counterpart on the Internet attempting to draw advertising and leads for them just wrote about their "risk resistant" business. Rubbish (And, if you want a great recession resistant company get back to me...it has something to do with Rubbish!) I think we are all using the same vocabulary (we all use the word "risk") but different dictionaries. (I love the concept talked about, Spring Green, for the right market and the right candidate...but not just any candidate with the hope of "risk-resistance".)

Stupid Choices in the Selection of Sales Assessments
When you use an assessment in the sales recruiting process, it must be customizable so that criteria unique to your business, like I described above, can be factored in. That way, in addition to whether the candidate meets our criteria of a successful salesperson, we must be able to determine whether the candidate will be able to succeed in the face of the company's unique challenges.

Sales Assessment Completion Time May Affect Validity
I just reviewed some new data that Jim Sasena, our Operations/Technical Director, dug up for me. This particular data set shows the percentage of Sales Candidate Assessments that are completed in a particular amount of time.
Sales Assessment Completion Times May Impact the Validity of the Assessments
How would you like to influence the development of our never-ending quest for improvement in our suite of world-class assessment tools? We constantly seek ways to expand our world-class insights, legendary accuracy, and real-world relevance. I just reviewed some new data that Jim Sasena, our Operations/Technical Director, dug up for me. This particular data set shows the percentage of Sales Candidate Assessments that are completed in a particular amount of time.

A Must Before You Recruit
Building an ideal candidate profile is so often missed by managers when they start to consider recruitment and the process or structure it will take. They jump straight into the search and interview phases with little thought of what their ideal candidate profile would look like. If you do not know what you are looking for, how do you know when you have found it?
Behavioral Tips and Interview Questions
Today, most employers are using behavioral interviews instead of the traditional personal interviews for selecting the candidates. Behavioral interviews are the interviews where the candidate is given any situation and interviewer will ask the candidate about his reaction if he were in that particular situation. That means, the behavior of the candidate is reviewed in such interviews.
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