Hiring / Retention
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CEO Bill Brooks Answers Your Questions: Week 6
Posted by Brooks Group on 22 Jun 2007 | Tagged as: Ask Bill, Hiring / Retention, Sales Videos, Time Management
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Loading …CEO Bill Brooks Answers Your Questions: Week 2
Posted by Brooks Group on 25 May 2007 | Tagged as: Ask Bill, Hiring / Retention, Overcoming Objections, Positioning, Sales Videos
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Posted by Brooks Group on 18 May 2007 | Tagged as: Ask Bill, Hiring / Retention, Prospecting, Sales Videos
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(5 votes, average: 4.8 out of 5) Loading …The Power of Personality Clashes and Where They can Take You
Posted by Bill Brooks on 15 Dec 2006 | Tagged as: Hiring / Retention
Hewlett-Packard’s problems can all be traced back to a personality conflict between former Chairman Patricia Dunn and Board Member Tom Perkins. In the Monday, October 9, 2006 Wall Street Journal (www.wsj.com), George Anders and Alan Murray go into great detail about the history of the conflict and its serious fallout. The article, “Behind H-P Chairman’s Fall, Clash With a Powerful Director,” also contained this sidebar…
It’s pretty clear that this all can be traced back to a personality conflict between the two. They really couldn’t be much more different. My favorite – and I think the most telling – part of Perkins’ personality is the fact that the book he recommends is his own. Dunn, on the other hand, recommends “Corporate Governance and Chairmanship.”
So, personality can be a powerful thing. Watch out for it. In sales, it could be the difference. The problem? Personality transplants aren’t available. Yet.
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Wanted: One Passionate Interview
Posted by Brooks Group on 13 Jul 2006 | Tagged as: Hiring / Retention
We talk a lot about the importance of assessing job candidates to make sure they’re a good fit with your organization. The use of assessments is really starting to catch on – I read something recently that said 3 out of 10 organizations are now using them to one degree or another.
Now hiring managers are really starting to look beyond the resume and the interview and more into the candidate themselves. What are they looking for? Passion.
As a sales or hiring manager, you have to have people that have drive and energy. That doesn’t mean they’re an egotistical maniac, or they’re all pumped up with enthusiasm but no idea of how to put that energy to work. You’re looking for someone that cares about what they do.
It’s a tall order to fill, but there are ways to do it.
The best way is to get below the surface of the resume and the interview suit. Look for candid responses to personal questions about who they really are, what they care about, and what they want. Ask for examples, proof, of these aspects and ask for how that will translate to how they do the job.
Warning: Passionate people are in demand. When you find them, be sure you have a plan in place to keep them with you!
Tags:Interview sales assessments
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