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Bigger Does Not Always Mean Better by Dr. Wendell Williams - Oct, 2007 Dissecting the hiring practices of a well-known company The Wall Street Journal recently posted an audio weblog describing the hiring practices used by a well-known Internet service provider. Apparently, some people believe this provider is setting some kind of hiring example. However, after listening to the recording, I think it is a better example of a hiring process that sounds good on the surface, but contains some ... |
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Reducing Sales Turnover by Dr. Wendell Williams - Oct, 2007 Solutions to two common problems Much of my career has been spent managing, training, and hiring salespeople. In almost every organization, it seems that well-meaning sales managers hinder the hiring process, salespeople actively resist training, and high turnover is the norm. Nowhere have I seen this trend more exaggerated than in financial services. The sales turnover numbers in this industry stagger the imagination. ... |
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Integrating The Internet Into Conflict Management Systems by John Ford - Oct, 2007 The Internet and email have changed the environment in which organizations operate. Email allows messages to be sent with ease and speed. The Internet gives unprecedented access to a wide array of information. This changing technological landscape has not only impacted employees, but also the customers, vendors, shareholders and bureaucrats with whom they interact. While email and the Internet may have increased organizational... |
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Nuts! by Dr. Wendell Williams - Oct, 2007 What the organizations with the best customer service reps have in common Being a selection wonk, I continually look for disconnects between company policy and employment practices. Glaring examples tend to occur when I have a problem and need assistance from an employee who was supposed to be hired for his or her customer-service skills. A Promise Made Late last year, I received a Christmas package from my son and h... |
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Sales Interviews or Tests: More Than Meets the Eye by Dr. Wendell Williams - Oct, 2007 Many organizations incorrectly assess salespeople Almost every sales applicant experiences interviews and tests. Is this good or bad? It's hard to tell. Although it would take dynamite to separate most hiring managers from their favorite test, few organizations have conducted studies showing whether its scores predict performance. High production takes more than just "selling the pencil." It takes a combination of skills... |
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Whether or Not You Realize it, You're Using Assessments by Dr. Wendell Williams - Oct, 2007 A rose by any other name is still a rose Assessment! What a concept! Imagine a world where job applicants are screened for their job skills…before being hired! Wow! Assessment = Judgment = Test = Interview = Application = Resume It's so simple, it's complicated. Folks, anyone who screens resumes or applications, conducts interviews, or reviews past work history to predict future job performance is already using as... |
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Copy the Marines? Halos and Horns by Dr. Wendell Williams - Oct, 2007 Don't let a sweeping conclusion cloud your judgment A large number of readers recently rushed in to confirm that military hires were "slam-dunk" employees. Almost every story was backed with a personal anecdote and criticism was branded downright unpatriotic. I spent a few years in the military and have the highest respect for those who put their lives on the line. I encourage every employer, if given a choice between tw... |
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Using Bio-Data for Selection by Dr. Wendell Williams - Oct, 2007 Looking for love in all the wrong places Some of you might have heard or read about Google and its bio-data applicant screening process. As cited in a recent New York Times article, its basic approach is supposed to be simple: Survey current employees on a variety of characteristics and traits, including teamwork, biographical information, past experiences, and accomplishments. Statistically determine which of these... |
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Validating a Personality Test by Dr. Wendell Williams - Oct, 2007 Measure twice, cut once Sure, it's easy to say engineering, legal, IT, or actuarial jobs require technical degrees. People in these professions need a substantial amount of education to practice their trade. But we all know from watching folks in these professions that it takes more than a sheepskin to be successful. Sometimes, it takes certain personality factors to make a good job fit. Job performance is a two-sided co... |
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Improving Productivity…Really! by Dr. Wendell Williams - Sep, 2007 It's all about management Decreasing turnover and increasing productivity can be a natty problem. Solutions usually come in one strength: weak. That is, incentive programs, public awards, and social get-togethers generally fail to make a long-term financial impression. I won't claim that employee appreciation programs aren't a nice touch; after all, everyone wants to feel appreciated. But such recognition does not solve... |
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