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Hub You - How To Spot The Right Person
Who do you think is better at selling your product or service, you or your satisfied customer?If you are trying to close a $10,000 deal, would it help if the potential customer could talk to a satisfied customer?It's obvious, your satisfied customers are your best sales people, and they will outsell you by 100 times. You can say how good you are, until you are blue in the face, but a 2 minute conversation between a potential customer and a satisfied customer will close the deal very quickly.Now you can't send a satisfied custom
4. Rigorous selection decision
Don't just hire someone because you 'like' them and establish a good rapport in the first 5 minutes - this is a common mistake. Don't make a decision on your own. Get a trusted senior colleague to meet them to give you a second opinion. Remember, you are hiring the right person for your business and you have a responsibility to the business and your team to do just that
Ask anybody who has been in business for a long enough and they will tell you how newspaper advertisements have for decades helped to build countless small businesses.The advantages of a newspaper advertisement are many, but what has attracted small business entrepreneurs for decades is the speed at which a struggling entrepreneur (short of funds as many starting small businesses always are, and looking for customers fast) is able to get a very quick response.Many extremely successful businesses today started off booking
Essentially you need to have a really clear idea about what you want, so that you can target your interviewing questions specifically at assessing candidates' suitability against these criteria, then make an objective decision around this - along with a healthy dose of common sense and instinct.
Many small businesses have a rough idea in their heads about the type of person they are looking for and then have an unplanned, unfocused conversation (the interview) and then hire a candidate that they 'like' and have a good 'gut instinct' about. But they often realise within days or weeks that they hired the wrong person....
Here are some steps that will help:
1. Have a full job specification for the role you are filling
What type of experience & knowledge, skills, personality and values are right for the role and your business? What level of ambition are you looking for; how long do you expect someone to stay in the role before they move on? Invest some time now and you will ensure you avoid wasting time interviewing and potentially offering roles to the wrong people.
2. Be clear what your job criteria "look like"
What exactly does "first-class customer service" mean to you? How do you know when you see it? What exactly does "a great eye for detail" mean in your business?
3. Interview against these criteria
By all means ask generic questions that allow you build rapport, and be conversational, but also ensure that you ask specific questions that allow you to assess whether the candidate matches up to your requirements. Ask the right questions that will elicit examples and evidence that allow you to test whether the candidate has the traits, skills and experience to meet your criteria. What does "first-class customer service" look like to them? Their answer will tell you whether you share the same standards when it comes to the quality of customer service. Ask them questions which require them to provide actual examples of when and how they have provided "first-class customer service."
4. Rigorous selection decision
Don't just hire someone because you 'like' them and establish a good rapport in the first 5 minutes - this is a common mistake. Don't make a decision on your own. Get a trusted senior colleague to meet them to give you a second opinion. Remember, you are hiring the right person for your business and you have a responsibility to the business and your team to do just that
Data entry is the main component of any business firm. They use this to maintain records of all sorts in a properly way. Although it seems to be an easier task but this is not the scenario, the work has to be done very cautiously and efficiently by the professional as data is very crucial. Data is priceless for any organization irrespective of their size and strength. Today, huge changes in the business industry have taken place and so businesses are adopting such new advanced techniques. These high end technologies have helped the data entry servi
Here are some steps that will help:
1. Have a full job specification for the role you are filling
What type of experience & knowledge, skills, personality and values are right for the role and your business? What level of ambition are you looking for; how long do you expect someone to stay in the role before they move on? Invest some time now and you will ensure you avoid wasting time interviewing and potentially offering roles to the wrong people.
2. Be clear what your job criteria "look like"
What exactly does "first-class customer service" mean to you? How do you know when you see it? What exactly does "a great eye for detail" mean in your business?
3. Interview against these criteria
By all means ask generic questions that allow you build rapport, and be conversational, but also ensure that you ask specific questions that allow you to assess whether the candidate matches up to your requirements. Ask the right questions that will elicit examples and evidence that allow you to test whether the candidate has the traits, skills and experience to meet your criteria. What does "first-class customer service" look like to them? Their answer will tell you whether you share the same standards when it comes to the quality of customer service. Ask them questions which require them to provide actual examples of when and how they have provided "first-class customer service."
4. Rigorous selection decision
Don't just hire someone because you 'like' them and establish a good rapport in the first 5 minutes - this is a common mistake. Don't make a decision on your own. Get a trusted senior colleague to meet them to give you a second opinion. Remember, you are hiring the right person for your business and you have a responsibility to the business and your team to do just that
The single easiest way to increase sales is to look professional. People believe what they see. If you look the part, you get the part. You must be committed to keeping a positive image in the mind of every customer. What you may not realize is that a high public image may not cost as much as you are led to believe. In a small business, image is fifty percent (50%) of your business. The impact you have on your customers, whether it be your appearance, cleanliness of your store, equipment, uniforms or the style of your classy color brochures. Yo you looking for; how long do you expect someone to stay in the role before they move on? Invest some time now and you will ensure you avoid wasting time interviewing and potentially offering roles to the wrong people.
2. Be clear what your job criteria "look like"
What exactly does "first-class customer service" mean to you? How do you know when you see it? What exactly does "a great eye for detail" mean in your business?
3. Interview against these criteria
By all means ask generic questions that allow you build rapport, and be conversational, but also ensure that you ask specific questions that allow you to assess whether the candidate matches up to your requirements. Ask the right questions that will elicit examples and evidence that allow you to test whether the candidate has the traits, skills and experience to meet your criteria. What does "first-class customer service" look like to them? Their answer will tell you whether you share the same standards when it comes to the quality of customer service. Ask them questions which require them to provide actual examples of when and how they have provided "first-class customer service."
4. Rigorous selection decision
Don't just hire someone because you 'like' them and establish a good rapport in the first 5 minutes - this is a common mistake. Don't make a decision on your own. Get a trusted senior colleague to meet them to give you a second opinion. Remember, you are hiring the right person for your business and you have a responsibility to the business and your team to do just that
When the term ‘cash paying free paid surveys' is mentioned, you are really being told that there are many different systems for finding paid surveys. Most of these systems are free, and is certainly an option when you are looking around for paying surveys.Some companies, particularly for databases, charge a membership fee, and this is okay if you don't feel like searching for them yourself. Quality paid surveys can be found through databases and companies.Additionally, many of these companies have been around for at least twenty yearsyou build rapport, and be conversational, but also ensure that you ask specific questions that allow you to assess whether the candidate matches up to your requirements. Ask the right questions that will elicit examples and evidence that allow you to test whether the candidate has the traits, skills and experience to meet your criteria. What does "first-class customer service" look like to them? Their answer will tell you whether you share the same standards when it comes to the quality of customer service. Ask them questions which require them to provide actual examples of when and how they have provided "first-class customer service."
4. Rigorous selection decision
Don't just hire someone because you 'like' them and establish a good rapport in the first 5 minutes - this is a common mistake. Don't make a decision on your own. Get a trusted senior colleague to meet them to give you a second opinion. Remember, you are hiring the right person for your business and you have a responsibility to the business and your team to do just that
The Two Components of a Credit/Debit Card Transaction Each time you process a credit or debit card transaction, you are charged an inquiry fee and a percentage of the total transaction. The inquiry fee is a flat amount, typically between 20 cents and 35 cents. The percentage charged, is typically called your "credit card rate" and it is variable based on the type of transaction and the type of card used.Credit Card Rate Categories Credit Card Rates are typically broken into two categories:hich require them to provide actual examples of when and how they have provided "first-class customer service."
4. Rigorous selection decision
Don't just hire someone because you 'like' them and establish a good rapport in the first 5 minutes - this is a common mistake. Don't make a decision on your own. Get a trusted senior colleague to meet them to give you a second opinion. Remember, you are hiring the right person for your business and you have a responsibility to the business and your team to do just that
5. Focus on hiring people with the right 'core' values
By that I mean the right personal values, attitudes and work ethic. You can usually teach skills (e.g. IT or technical skills), but you can never 'train' a work ethic or the right attitude into someone. That comes with the person and is usually formed in their early years - both from the way they were brought up and also from their early working life.
For this reason I always look at where people BEGAN their careers to see what type of moulding they got at the start of their working life.
6. Don't worry about making mistakes
Interviewing is a skill. Like any skill, whether it's cooking a meal or hitting a golf ball, it improves with the experience and wisdom that comes from having lots of goes, messing up, learning and implementing that learning. You can't learn to be a proficient golfer without losing a lot of balls in the rough. And you can't become a top-rated chef without messing up a meal on occasions. So go ahead: do lots of interviews and learn as you go along. Find the approach that suits your style and ask the questions that fit your business and the positions you are hiring for. Once you find your style and are comfortable in an interview situation, in addition to learning to spot the right people, you will start to attract the right people as you will be at your relaxed and confident best - which will make you an attractive proposition to a potential employee.
Following these steps will require you to spend some extra time at the beginning of the recruitment process, but it's an investment that will save you a lot of time in wasted interviews and loads of time and money from hiring the wrong people.
Copyright (c) 2007 Mr Sital Ruparelia
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