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Hiring Ineffective Salespeople Costs Real Estate Industry Millions
If ever there was an industry that lives or dies by the performance of it’s salespeople, it is real estate. But real estate sales, like insurance sales, suffers from a cripplingly high failure rate when hiring new salespeople, and the reason is that these industries employ highly ineffective processes for identifying and hiring fresh sales talent. In most real estate companies the 80/20 rule (or something akin to it) applies. For example in one major national agency 15% of agents deliver 78% of revenues. What this means is that hiring effective agents is a purely random event - No more effective than tossing a coin.

Other typical selection Related Articles

Why paying attention to where you are in the business lifecycle will help you - part 3
In parts 1 and 2, I discussed the first 4 phases of a typical business lifecycle; from its very first days to reaching maturity. In this article, the last of the series, I’ll discuss typical characteristics of a business that has developed to a stage where its owners are expanding. I’ll also discuss how to identify a business that has reached its peak and is now declining and the merits of reviewing exit strategies for its owners.

Applying TQM to Recruitment Convergence
The application of total quality management tools and philosophies (6 Sigma) to areas such as airline safety (takeoffs/landings)has reduced the defect rate to 3.4 per million. In contrast the defect rate in typical employment, selection and deployment runs at around 45 per 100. This article explores how the application of TQM thinking and the use of "best of breed" tools and systems bring dramatic improvements in the following areas: - - reducing unwanted turnover - weak succession planning - losing top talent - matching the right people to the wrong jobs - training the wrong personnel
The Power of the Win/Loss Analysis
Typical success rates for closing major new proposals are typically less than 20% when several suppliers are asked to present. Companies often spend tens of thousands of Rands (if not hundreds of thousands) in an effort to win business. For those who failed in their bids, little feedback is offered for why a competitor was a better fit. As a result, the likelihood of winning the next major opportunity remains roughly the same. Independently collected research data, gathered from interviewing supplier selection teams, offers surprisingly simple fixes that losing competitors could use to improve success rates. Yet, relatively few sales forces consistently gather quality data about their losses to permit a legitimate benchmarking, tracking, and management of their proposal and presentation process.
Profitable Online business Ideas and the Recession; Increase Your Income
In these economic hard times everyone senses a high degree of fear and unrest. The typical reaction most people have is to “tighten your belt!” Many people will seek a part time job. Others will cling ever tighter to the job they have. Cutting corners and shaving the family budget is surely the norm. All of these things are a typical reaction. But is there another way?

Why DO Idiots Eat Their Young? And, Is it a Bad thing?
If we compare the typical "idiot" in business to the starving family patriarch in the cruelest of winters, interesting parallels start to surface. Consider the challenge of feeding a family to the typical business leader that must financially feed his or her team. Imagine the bad winter as analogous to the challenging business climate and the story starts to sizzle.

Interviewing Techniques to Improve Your Success
The first thing we need to establish before we go through any interviews are the objectives of the selection process. Interviewing should not be just about filling an open position. Anytime you have an opening to hire someone, you have an opportunity to build bench strength, organizational effectiveness and the opportunity to introduce fresh ideas and new insights into the organization and it doesn't matter what level in the hierarchy the opening exists in. Consider the following key objectives of the selection process.

Loan and Lease Software Evaluation
With the abundance of loan and lease software choices in the market it can be somewhat difficult and daunting to know what to look for and how to narrow down the selection list. There are three important factors to consider during your evaluation. It may suprise you to learn that price should be at the bottom of the selection criteria list. Unfortunately it is often the key driving force in the selection process with potential for yielding unsatisfactory results down the road.

Selecting for Soft Skills: A Case Example Using Role Play with Live Actors
Interpersonal and communication styles often play as important a role as technical and professional skills and qualifications; selecting for this softer skill set can make or break the organization. A role-play exercise in the selection process provides a more realistic assessment of the behaviors and competencies such as interpersonal, judgment, verbal fluency and dependability requirements, than is possible through more traditional selection tools.
Estimating the Cost of a Bad Hire
Though most organizations experience a “bad hire” and are aware of the high price they pay for employee turnover, they often lack the ability to combat the loss. Using competencies for selection reduces the risk of a bad hire by increasing the validity of the recruitment process through well-researched, job-related behaviours, consistent standards, standardized selection criteria and selection tools for incremental validity.
Can a Choice of Forum Clause Force a Franchisee to Litigate In the Franchisor’s Home State?
A franchisee who has a grievance against his franchisor is not likely to want to pursue litigation in a distant forum, and thus may turn to a state court in his home state. The franchisor typically removes the case to federal court, 1 and then, invoking the forum selection clause in the typical franchise agreement, seeks to transfer the case to the federal court in the franchisor’s home state.
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