There are a number of industries where high turnover on the sales force is the norm.  Insurance, Real Estate, Telecommunications, Copiers, Direct Sales, etc.  My editorial addresses these issues.

When a world-class process for consistently hiring good salespeople eliminates the need for recruiters, saves  dozens of hours of management’s time, improves retention, upgrades the quality of the sales force, simplifies the selection process, increases the number of candidates in the pool and out and out blows away what the company did previously, it’s hard to understand why anyone would fight such a stroke of genius.  But they do.  Who typically fights this?

Some clients want to learn as much as they can regarding how the assessments work; what makes a candidate hirable, where the findings come from, how their profile impacts the hiring decision, what is the OMG criteria, etc. Some clients crave this information because of their need to know stuff. Others want it to figure out how they manipulate the test to get more hirable candidates. One group wants to know if they can deploy candidates that aren’t recommended in some other meaningful way.

Some clients want to learn as much as they can regarding how the assessments work; what makes a candidate hirable, where the findings come from, how their profile impacts the hiring decision, what is the OMG criteria, etc. Some clients crave this information because of their need to know stuff. Others want it to figure out how they manipulate the test to get more hirable candidates. One group wants to know if they can deploy candidates that aren’t recommended in some other meaningful way.

The great new book, 101 Ways to Improve Your Life – Volume 2, has just been released. While I am a contributing author to the book, there are also articles by 100 other experts including Jack Canfield. Volume 1 included contributions from Zig Ziglar, Dennis Waitley, Brian Tracy and Jim Rohn.