October 21st, 2014
Marketing leaders create, communicate, and deliver value to customers in a way that creates a competitive advantage crucial to the success of your company. As a result, identifying marketing leaders early in the hiring process should be on every hiring manager’s priority list.
When you’re looking for marketing leaders, seek out these three top traits:
Marketing leaders don’t reach the top of the talent pool without the ability to envision a winning strategy. But the best marketing talent can also explain this vision in terms that non-marketing professionals can understand and support. Look for marketing talent that can paint a clear picture of his or her plans – one that both gets people excited to join the team and tells them what they need to do to make this common goal a reality. Read the rest of this entry »
October 7th, 2014
By the time they extend a job offer, hiring managers are breathing a sigh of relief. They’ve slogged through several weeks of screening applicants, scheduling and conducting interviews, and analyzing results – on top of their usual workload. The hard part is over, right?
Maybe – and maybe not. Whether negotiating the job offer itself is a struggle depends on how well hiring managers are prepared to negotiate. And this is especially true when dealing with sales and marketing candidates, who are skilled in the art of negotiation themselves.
How can you successfully negotiate a job offer with a new sales or marketing candidate? Consider the following tips:
Create a competitive offer.
It’s easier to negotiate from a place of authority, and easier to get a candidate to accept an offer, if that offer is competitive with what other companies in your industry would offer similar candidates. You can limit your negotiation range knowing that your competition would do the same, and candidates who have done their homework will also know that the offer won’t be topped by another company. Read the rest of this entry »
September 23rd, 2014
From entry level to the executive suite, almost every employee is vulnerable to burnout. Identifying the signs early can help employers to address the problem right away, either by taking steps to relieve excess stress, or if it can’t be remedied, letting the employee go.
Work quality can quickly go downhill when an employee begins to feel burned out. When you first notice that they are not meeting expectations or reaching goals, pull the employee aside to discuss the issue. Hear them out and offer what help you can. Be sure they are taking their vacation time, remind them of any counseling or other services your company offers and monitor them closely for improvement or further decline.
Lack of Participation
Employees who are burned out often “check out.” They stop speaking to colleagues as often, going to lunch, or participating in group activities. Not every employee spends a lot of time with their co-workers, so don’t be alarmed by naturally introverted employees, but watch for the reduction from former interaction levels that can indicate burnout. Read the rest of this entry »
September 16th, 2014
Even when your company is fully staffed, you can suffer skills gaps that can prevent you from maximizing your bottom line. Creating strategies to identify and address these gaps can ensure business success.
Where are you now?
Determine whether your current are goals being met. Do you have enough employees — and are they the right people? Do you need to hire new people or can you offer training to your current staff to ensure that their skills are up-to-date?
Where are you going?
Do you have enough staff for future plans? Can you cover any expansion of your territories? Decide what skill sets anticipated product launches, new technologies or initiatives will require so that you can add people to your team that have the background and skills you require for success.
How can you address any shortfalls?
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