When it comes to attracting and hiring productive salespeople, especially those with a successful track record in the highly competitive copier industry, it’s always a tight market. This hiring challenge is increased by the unique demands of sales as a profession. In addition to knowledge and drive, sales success depends heavily on personality – possibly the toughest quality for a hiring manager or HR leader to evaluate.
A comprehensive check that will bird-dog everything from education to the international background of an employee is within reach of many smaller companies. This upper tier of gumshoeing involves people who physically check an applicant’s history. While background checks are expanding even into some areas such as food service, some people say checking past employers and observation are powerful tools to assess employees.
When four research organizations formed the ARPANET in 1968, no one could have forecast how far the birth of the Internet would reach into the corporate world. Not only did it make most jobs information-based by 1993, it has also changed forever how any neighborhood business competes for business and top employees.
Promoting from within is preferred for managerial slots in many companies. It rewards current employees and managers can move into the slot without orientation. But in some circumstances, it may be that hiring a manager from outside of the company brings new energy to the company.
The Bureau of Labor Statistics sees flaws with the math that predicts workforce shortages within the next decade, but if you ask managers in any technology-related industry, it’s becoming more difficult to find the right person to hire.