Only the well equipped, experienced talent acquisition team can hunt for the best talent and thrive in sourcing the best people. One of the key points that companies miss is the combination of technology with talented individuals who skillfully and thoughtfully implement a recruitment system. From the countless companies I speak to, a large majority of HR use Excel —if they track applicants at all. One company, on the Fortune 500, that had 8 in-house recruiters opted for Excel because they could use Japanese. Unfortunately, when tracking candidates on Excel, information often disappear. When an employee quits, the information disappears. When a search completes, often the search is forgotten as is all previous candidates. This results in companies paying duel recruitment fees, or worse yet, missing a chance to build a pool of candidates where the company skips the recruiter (and fees) all together. And to top it off, a lack of communication creates strain between a hiring manager struggling to know what HR is doing, and HR frustrated because management doesn’t understand that they are working, though the hard work and results remain lost, hidden on an Excel spreadsheet.
A sales person will drive an extra mile, make the extra cold call, spend longer on that RFP, do a bit more research on her client, read the client’s annual report before walking into the conference, work as many hours or persistent days just to get the job done. The best salespeople, like the best athletes, move beyond required action and into the exceptional, whether going through sales training, putting added information in the database, or making more sales calls—they take the one extra step others ignore, forget, or neglect. The great sales person knows that in the sales race, there is only first place or nothing; no medals are awarded for second best sales person—only unemployment checks.
Over the last few weeks I've seen many blogs and postings on how to craft a successful resume. But most of the advice is old and some even obsolete for the world of computers. From the hundreds of resumes I see in a month, here are some quick observations on how you can update your resume. I will mention that I know that I'm dating myself and many countries have now switched to video resumes, but that is an article for a different day.
Click here to read in Japanese. （日本語版はこちら）
One of the ways I always work to improve is to find tools to help make my job easier. Here are a few of my favorite Apps that I use daily. Please feel free to add yours!
One of the best ways to ace an interview is to make sure you know about the company before having the interview. In less than twenty minutes, you can learn a great deal about a company, what they do, and their short and long-term goals. In addition, public companies are easier to research than private companies as are international companies compared to local companies. For Japan specific, the information may be less accessible than the information for other countries. However, with the Internet, there is usually more than enough material for you to prepare yourself for an interview.
Click here to read in Japanese （日本語版はこちら）
Q. In the corporate world who has the potential to make the most money?
A. Sales people.
If you are in sales, and everyone is in sales, then you need to harness your discipline to become the best. Here are 7 things, if done with discipline, will immediately improve your performance.
1. EXERCISE ————運動せよ
2. STUDY ————学習せよ。
3. TAKE ACTION ————行動せよ。
4. TIME MANAGEMENT ————自己管理せよ。
5. MAKE 10 CALLS FIRST THING IN THE MORNING ————朝、まずは電話を10本かけよ。
6. FIND 3 THINGS A DAY FOR BUSINESS DEVELOPMENT ————1日3つ、何かを成し遂げよ。
7. CREATE MESSAGES ————メッセージを作成せよ。
These here are 50 common questions at an interview, especially for changing jobs. Before you read along how to answer, take some time to answer them yourself first, so you can compare them with the answering tips ready for you. Also, note the questions in bold are important ones you must be able to answer.
If you are more comfortable reading in Japanese, click here. (日本語版はこちら）
If a recruitment process like Topgrading can help companies like GE and Honeywell be the best, then it would make sence to model and implement into your organization.
Recruitment processes are imparative for making the right hire. Personally, I like Topgrading, but the point is to have a process that you and your team will follow.
It is rare to go through an interview process without having some sort of test or assessment. Candidates need to understand how to take them and employers need to know what they mean. Assessments enhance the knowledge of a candidate, but are not used to replace an interview. Also, they help set an objective set of criteria that a candidate must meet to enter a company. They are not used to assess final judgment on a candidate as it is against labor laws in some countries.
In a marathon, at kilometer 30, there is a phenomenon called "the wall." At this wall, the body, which stores enough sugars to keep going for about 30 kilometers, stops moving. Runners who have completed more than a few marathons, at certain times in their career, experience this wall. Paula Radcliffe, who holds the world record for the fastest marathon run by a woman, hit the wall in the 2004 Olympics. She faded, and then stopped, slumping down on the pavement next to the spectators, crying. Hitting that wall is not a pretty sight.
If Topgrading can help companies like GE and Honeywell be the best, then it would make sense to model and implement into your organization.
Topgrading, a recruiting methodology developed by Brad and Geoff Smart in the U.S., has found great success with many blue chip companies for the past 30 years. The process systematizes how to hire and retain employees that are “A Players,” rather than accepting B and C Players, which are often classed as mishires and then later, after spending much energy, time, and money, are fired. When you want to hire sales professionals, Topgrading really brings the best sales professionals to the forefront.