Articles
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Wouldn’t
it be nice if you could bypass the competition and get
in front of hundreds of qualified prospects who are
looking forward to talking with you? No cold-calling
or expensive advertising. No sales calls to people who
don’t understand what you do or the value of it. No
waiting months for people to decide whether to trust
you or not.
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That would just be too easy an answer, right? In fact,
it's the rigorous recruiting process from application
to graduation that allows only the best to become Navy
SEALS.
What special processes do they use to "hire" the best
of the best, how can they do it so consistently, and
what can you learn from it? |
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Ah, the 91-Day Wonder. They provide just enough
performance to get past most 90-day evaluation
periods.
If it's happened to you, don't feel bad. This could
happen to almost any hiring manager for any position,
although sales managers may feel this more than anyone
based on the example I'm about to provide. For some
reason, they seem to be the most likely targets for
this little scheme which you'll understand better as
this story develops. |
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Hiring new employees can be a risky business, though
it doesn't have to be. One of the more common mistakes
I see in the hiring process is screening in candidates
to the pool of finalists.
What exactly is screening in? It's the hope that
you'll end up with a nice selection of final
candidates to find that diamond in the rough. Making
exceptions, creating shortcuts, or whatever means you
use, but the result of the problem is that you intend
to compare candidates to one another. |
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The scenario: Really, really big dude across the
valley wants to fight only one of us. Whoever wins,
the whole army wins.
Commander to recruiter, "I want you to find someone to
fight this gargantuan warrior and kill him. He's huge!
Good luck! Oh, and don't fail." |
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