Time For a Friday Laugh
Is Sales Enablement Just Lipstick on a Knowledge Management Pig?

It's the Top Talent that Helps You Win

Effective sales managers believe in that recruiting is a race without a finish line. Their mantra is ABR which stands for Always Be Recruiting. It is good practice to continuously compare new talent to the existing performers on your team.

Mary Delaney, President of Personified, a division of CareerBuilder has hired thousands of salespeople during her career takes a closer look at the soft skills in job interviews such as the drive to win. Personified is a talent management company. In Mary’s view, winners are not afraid of doing the hard things they need to do to win, and they have the capacity and willingness to do them over and over again.

In order to get to the truth in essential matters, she looks for consistency in the responses across five different interviews. Another great way to measure the capacity for winning is to ask the candidate to share success stories from three different time periods such as college, the first job and the last job. The idea is that past achievement factors are predictors of future success potential.

Watch this five minute video interview today. It’s likely to stretch your thinking on hiring better talent so your company will be ready to cash in on the emerging opportunities during the recovery phase of the economy.

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Bob Morris

Mary Delaney, President of Personified, a division of CareerBuilder has hired thousands of salespeople during her career.

Let's assume the number she hired is 2000 over 25 years or 80 a year. Let's assume she interviewed 7 people to hire one. So she spent 30 minutes on each doing a "screening" interview(3.5 hours)and then 3 hours with the top two (6 hours)and and 1 additional hour with the hired candidate. That comes to 10.5 hours per hire x 80 hires = 840 hours a year.

Now let's assume she worked 48 weeks a year (2 weeks vacation and 2 weeks of holidays, sick days etc). 48 weeks x 40 hours = 1920 hours of which 840 (44%)were spent on hiring.

Perhaps you meant to say she PLACED (got jobs for)thousands of people in her career. Then the 2000 number is believable assuming she was a placer/recruiter. Many in our profession make 2 placements a week. In fact one month I made 16. But the time spent interviewing the candidate was less than an hour.

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