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Answer Upon - Where Else in Your Business Do You Accept a 60% Failure Rate?
We’ve all been there. You submit your application for a job you would be perfect for, but don’t hear from the company for three weeks. They call to invite you to an in-person interview, but the earliest they can see you is another two weeks away!
The only organisation that is not ripe for change is one that has absolutely no constraints to its performance. Such an organisatio would be delivering an infinite amount of its goods or services to the market and earning an unlimited amount of mon
So let’s address the first one - recruitment.
I see many, many businesses through a year from the very smallest through to the largest corporate and I am simply amazed how many people still use 'traditional' methods to recruit - maybe a couple of interviews, nothing more – together with a great reliance on the content of the CV and on references.
You may know that the generally accepted wisdom is that by using these methods you are likely to get it right just 2 times in 5 ie. a 60% failure rate!
Is there anywhere else in our businesses where we would accept that degree of failure?
So we need to be more sophisticated in our recruiting methodology. For example:
When we recruit a sales person how often do we establish directly whether they can sell?
When we recruit an accountant how often do we establish whether they can read, interpret and, most importantly, report on a set of accounts?
There are comprehensive methodologies that will dramatically improve your recruiting success rate and I have been using them for many years. They, of course, take longer and they may cost more, but it is nothing compared with the cost of getting it wrong – I saw some figures recently that that cost was around five times annual salary!
When I was young, I invested $2500 with a fast-talking salesman who convinced me I could have a great income in just weeks. He told me he had racks of earrings in hair salons, gift shops, etc. He said he had 110 just in the Grand Rapids area, and t
So let’s address the first one - recruitment.
I see many, many businesses through a year from the very smallest through to the largest corporate and I am simply amazed how many people still use 'traditional' methods to recruit - maybe a couple of interviews, nothing more – together with a great reliance on the content of the CV and on references.
You may know that the generally accepted wisdom is that by using these methods you are likely to get it right just 2 times in 5 ie. a 60% failure rate!
Is there anywhere else in our businesses where we would accept that degree of failure?
So we need to be more sophisticated in our recruiting methodology. For example:
When we recruit a sales person how often do we establish directly whether they can sell?
When we recruit an accountant how often do we establish whether they can read, interpret and, most importantly, report on a set of accounts?
There are comprehensive methodologies that will dramatically improve your recruiting success rate and I have been using them for many years. They, of course, take longer and they may cost more, but it is nothing compared with the cost of getting it wrong – I saw some figures recently that that cost was around five times annual salary!
<Known as the manner of soliciting an amount of cash needed to generate for a certain activity, fund raising are requests of donations that will come from business agencies, private individuals, charitable foundations and government agencies. It may
You may know that the generally accepted wisdom is that by using these methods you are likely to get it right just 2 times in 5 ie. a 60% failure rate!
Is there anywhere else in our businesses where we would accept that degree of failure?
So we need to be more sophisticated in our recruiting methodology. For example:
When we recruit a sales person how often do we establish directly whether they can sell?
When we recruit an accountant how often do we establish whether they can read, interpret and, most importantly, report on a set of accounts?
There are comprehensive methodologies that will dramatically improve your recruiting success rate and I have been using them for many years. They, of course, take longer and they may cost more, but it is nothing compared with the cost of getting it wrong – I saw some figures recently that that cost was around five times annual salary!
<So you finally managed to get that franchise that you have been dreaming of. You are finally one step closer to having that financial success you have been dreaming of all your life. Take heed however, having that franchise formula does not neces
So we need to be more sophisticated in our recruiting methodology. For example:
When we recruit a sales person how often do we establish directly whether they can sell?
When we recruit an accountant how often do we establish whether they can read, interpret and, most importantly, report on a set of accounts?
There are comprehensive methodologies that will dramatically improve your recruiting success rate and I have been using them for many years. They, of course, take longer and they may cost more, but it is nothing compared with the cost of getting it wrong – I saw some figures recently that that cost was around five times annual salary!
<With so many work at home based business franchises available today, you have to wonder how many of them are really legitimate. Some of them sound amazing and promise astounding sales and profit with little effort or upfront investment.A wis
There’s too much to put in an article so I’ve therefore put them onto a double CD 'Recruiting to Win' - which is available on line at [http://www.rogerharrop.com/orderfrm.php]
Can there be anything more important to the sustained profitable growth of your business than recruiting right?
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