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Heart of England | nigeldunand@sandler.com
 

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Management & Leadership

Gain insights into how you can create a hiring process that will effectively and efficiently guard against bad hires. A “hire slow, and fire fast” process.

We hire salespeople who claim good past results and appear professional and competent at interview and then they fail to hit agreed targets. Why is that?

At most companies, people spend 2 percent of their time recruiting and 75 percent managing their recruiting mistakes.

How can I best screen young applicants to ensure I recruit someone who will add value and stay with my company?

Small business owners tend to stay small because they do not install systems and processes into their business. Most owners want to hire “experienced” sales people. The mentality is to hire someone, teach them about their products and services, then expect the person to “go sell”. What’s the problem? If we hire experienced sales people, once they learn the product or service, they should be good to go, right?

I am a terrible “bah humbug!” when it comes to “trick or treat” but I do take a keen interest in Ghosts.