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Not only are the number of small businesses on the rise throughout North America, but so too are the number of women-owned small businesses. Female entrepreneurs are rapidly becoming a major playing force in the world economy. In the United States alone, it’s estimated that women-owned small businesses employ more than 27 million people and generate over three and a half trillion dollars for the country’s economy. Taking that into account, one has to then wonder why small business loans for women are still in short supply.

Other suitable 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.

Reference Checks; are they reliable?

There is a big time investment in the recruiting process. The ‘up front’ work does pay dividends - “Hire hard; manage easy” is, I believe, the expression. It works. Many clients ask us to check references when they find a good candidate and we always, but gently, remind them that these references are provided by the candidate and are not, therefore, likely to produce anything remotely negative. Organizations would be better to pay the money to a professional organization

Avoiding Inappropriate Interview Questions

Interviewing candidates can often be a time-consuming and nerve-wracking process. While you want to find out as much as you can about the candidate and how they will benefit your company, you need to avoid asking questions which are deemed inappropriate or illegal. The following are examples of ways to find out information about your candidate without being inappropriate and still respecting the limits of the law.

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!

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.

Recruiting Strong Salespeople - The Sales Candidate Pipeline
Recruiting Salespeople - again? Yes. I cannot write enough about this! But, as usual, I'll address recruiting from a slightly different perspective this time - the candidate pipeline. Not to be confused with the candidate pool which is simply a single component of the pipeline. Your sales pipeline should have four stages:

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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