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Digg it UP - Where Else in Your Business Do You Accept a 60% Failure Rate?
The Sarbanes-Oxley Act of 2002, adopted as a reaction to corporate scandals, has a significant impact on European companies. The reason is simple: Hundreds of European-headquartered companies are dually listed on two stock exchanges, one in Europe
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 o
Effective management of a computer service business is incredibly important, and the ability to delegate responsibility is a critical skill for any manager. Good delegation allows a computer service business to run more smoothly. Delegation is mo
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 of
We’ve all been there, last minute meeting and no meeting space, new project and no desks for the team… finding extra office space is a nightmare. There are endless business centres to turn to, and what should be a simple job ends up taking day afte
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 o
There are many components involved to successfully administer a fundraising program. First of all, the money that is going to be raised needs to be used for a cause that people can get behind. Secondly, the fundraising effort needs to utilize as ma
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 o
A new resume can jump-start your career. Your network contacts may ask for a resume and some industries absolutely, positively demand a resume as the price of admission.Does your resume come across as wimpy as a lettuce leaf -- the kind that
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 o
The costs to go public via direct public offering varies substantially with the type of company, size and complexity. The four major costs include:1. The accounting fees: When a private company goes public, they must obtain financial au
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!
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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