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It can be incredibly difficult to identify top sales talent within an organization, and even more so to build that talent towards peak sales performance. There are often metrics to reference (how the employee is doing), but little to no benchmark for success on critical functional competencies (how the employee should be doing). This isn’t surprising - clarifying and streamlining organizational and position-specific competencies critical to success can be challenging work, especially in a company that is constantly growing and acquiring new employees. Going a step further, and defining what successful performance looks like in terms of everyday behaviors, is even more complicated.
Don't get tricked in your next interview, watch the video below to learn about the Top 5 Interviewing Mistakes.
For the past two years Select International has participated in Disability Mentoring Day (DMD), which took place this year on Wednesday October 16th. This event is one of the highlights of National Disability Employment Awareness Month (NDEAM). Disability Mentoring Day began in 1999 as part of a White House effort to increase the profile of NDEAM. It is a nationwide effort to promote career development for students with disabilities through hands-on career exploration.
In a perfect world, every position is filled with the perfect candidate, and every candidate finds the perfect position. In reality, it’s often more of a gamble - a gamble that we often end up taking on limited information.
Exhibit A. Silly Interview Question: If you were a tree, what kind of tree would you be?
Think of your favorite movie. Maybe it’s Titanic, or Fight Club. Perhaps it’s a classic like Gone With The Wind, or a modern blockbuster like The Dark Knight Rises. It might even be an obscure title like Un Chien Andalou. I’ll presume you’ve thought of the movie, so I will now attempt to astonish and amaze by revealing the magic of Hollywood. Are you ready? Okay, here it goes: your favorite movie wouldn’t exist without the practice of hiring based on competencies. Did I blow your mind?
Over the past year, I have been searching for the perfect house to buy. I really enjoy real estate and made it my personal mission to find the perfect home! Since I’m not in a huge hurry, I can look and look until my dream home comes on the market. I’ve found this very similar to looking for the “perfect” candidate in the selection process. They parallel each other quite well.
A short time ago, I brought you the first of three installments in the You Might Have Hired the Wrong Person If … series. In the series, I explain some workplace behaviors that could raise some red flags about an employee or two that you may have in your workforce. In part two, I offer three more reasons why you might have hired the wrong person.
Choosing the right personality assessment for your organization is not an easy task. Ultimately, you want to choose the employee assessment that best fits the needs of your organization and the target position(s).You can spend weeks sifting through different assessments and asking questions like:
Awhile back I wrote a blog post about what I deemed the Michael Scott Effect. This often occurs in large organizations with multiple levels where high-performing individuals continue to be promoted until they effectively reach or exceed their potential and stall, working at their “highest level of incompetence.”
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