It's Okay To Hire From Competitors

by blogadmin 27. February 2019 02:03

  

Carol Helsel | Leadership In Action | February 27, 2019

Recruiting from a competitor or similar employer has several advantages. The position you're recruiting for calls for certain experience and knowledge and a person who already works in your industry likely has the attributes you're looking for. Your current employees may already know the candidate and can have a perspective on their fit with your organizational culture. The candidate may be known in your industry and have connections that are important in your company.

Although some may consider recruiting from competitors unethical, in reality what you're actually doing is prospecting candidates from a logical hiring source who may be looking for their next career move. If they're happy with their current job, they'll tell you and you can move on to other candidates. If they are ready to make a change, you may have an opportunity to hire someone who already understands your customers and your industry.

When hiring from competitors, there are a few things to be aware of. Employees may have signed a non-compete clause, which are legally-binding contracts that prevent employees form taking a position with a similar company for a certain period of time after resigning. Consult with legal counsel if you decide to proceed.

Legalese aside, you shouldn't strive to hire candidates strictly so they can tell you what your competitors are up to. You should ask them to join your team because you're impressed with their skillset and professional background and believe they'll be a talented addition to your team.

When you're looking to fill an opening, recruiting from competitors can be another strategy that might help you find your next great employee! 

CEO's Agree: 5 Emerging Talent & Team Trends

by blogadmin 18. February 2019 04:27
 
Rhoda Kreuzer | Team Edition | Leadership In Action | February 18, 2019 
 
One of the biggest challenges for today's business owners and executives is managing their people strategy. When prioritizing the next generation of leaders in the year ahead, attracting, developing and retaining top talent is no easy feat.
 
Here are 5 emerging talent and team trends successful executives need to be aware of in 2019 and beyond:
 
1. Treating Leadership Preparedness Like Disaster Preparedness. Continuously empowering employees to develop support systems, adopt resilient behaviors and shift mindsets before the unexpected occurs will build resilient teams.
 
2.  Replace Ineffective Conscious bias Training with a Focus on Conscious Inclusion. Diverse teams acheive higher levels of innovation, stronger client relationships through a better understanding of client needs, and attracting and retaining top talent.
 
3. Throwing the Boomerang:  Investing in Departing High Potentials. A shift in mindset about exiting employees can generate positive returns. View former employees as brand champions, future clients, or boomerang employees that you could re-hire. Emphasis on positive exit interviews are key.
 
4.  Move From Being An Authentic Leader to Cultivating Authenticity in Your Team. Leaders and teams who thrive will create space for thoughtful, genuine conversations about issues impacting employees to happen safely and sensitively in the workplace.
 
5. Planning For Success All-The-Time, Year Around. Actively involving the entire leadership team to identify and develop prospective leaders will also ensure important decisions about succession and the future of the company are not made during an abrupt departure.
 
Over the next year, we will see these trends pave the way to improve business processes, management, and the bottom line. 

Best Sales Approach: Facts or Feelings?

by blogadmin 12. February 2019 03:41

Sales Edition | Leadership In Action | February 11, 2019

I was once told there are two different ways to approach a sale: Fact-Based Selling and Personality Selling. Fact-based selling is just that, leading with the facts. How much does your product cost? What's the profit? Using facts is an important part of the sale.

Equally important is personality selling. Personality selling is leading with relationship; taking time to know who your prospect is and how they think. What's most important to them? Building a comfortable relationship creates trust. I've found this style of selling to be most important. Anyone can present numbers and show how they can increase profits/sales, but people must trust you or they will never buy anything you are selling.

Personal Challenge:

Take a moment to think about which approach does not come easily to you. Then challenge yourself to include that approach in your next sales presentation.

All The Best,

John 

Powered by BlogEngine.NET 1.4.5.0 | Theme by Micro Visions, Inc.