How to Hire Your First Team Member</h1> <article> <h1>How to Hire Your First Team Member</h1> <p>MySolutionSpot Editor — Sat, 12 Jul 2008 03:39:14 GMT</p> <p style="margin:0in 0in 0pt;" class="MsoNormal" style="><span style="font-family:Arial;">Your mission as an entrepreneur is to cultivate your business, and so far, you have done a tremendous job. Up to now, you have been a one-person gig. However, your workload has become overwhelming, and it is time to face the inevitable. You must expand your workforce.</span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal" style="><span style="font-family:Arial;"></span></p> <p><strong style="mso-bidi-font-weight:normal;"><span style="font-family:Arial;">Identify Your Needs</span></strong></p> <p style="margin:0in 0in 0pt;" class="MsoNormal" style="><span style="font-family:Arial;">Evaluate your needs before you start hiring. Decide which roles you must fill immediately and which you can handle on your own for the time being. Just meet your most pressing needs, especially if you are on a strict budget. You can always hire additional help at a later date.</span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal" style="><span style="font-family:Arial;"></span></p> <p><span style="font-family:Arial;">It is more effective to find someone whose has many skills that complement, rather than duplicate, yours. Therefore, if you are a great negotiator, instead of hiring another great negotiator, employ an administrative assistant who can handle all your paperwork, lighten your workload and provide you with more time to do what you do best – negotiating new deals.</span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal" style="><span style="font-family:Arial;"></span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal" style="><span style="font-family:Arial;"></span></p> <p><strong style="mso-bidi-font-weight:normal;"><span style="font-family:Arial;">Set a Salary</span></strong></p> <p style="margin:0in 0in 0pt;" class="MsoNormal" style="><span style="font-family:Arial;">It is also important to finalize a salary prior to the interviewing process. The salary will be on every candidate’s mind, so be prepared to answer questions. Be sure to rightfully compensate your new employee, but do not to make an offer you cannot afford. You are not obligated to offer your new employee a stake in your business, nor are you required to give them a salary that is comparable to yours. Offering too much initially can greatly hinder your business’s growth.</span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal" style="><span style="font-family:Arial;"> </span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal" style="><span style="font-family:Arial;"></span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal" style="><span style="font-family:Arial;">Remember that in addition to salaries, you must also decide what type of benefits you are able to provide. Promising excellent benefits and a merit-based raise within a specified period of time may help you persuade a strong candidate to forego a higher initial salary and give you a chance. </span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal" style="><span style="font-family:Arial;"></span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal" style="><span style="font-family:Arial;"></span></p> <p><strong style="mso-bidi-font-weight:normal;"><span style="font-family:Arial;">Interview Every Potential Candidate</span></strong></p> <p style="margin:0in 0in 0pt;" class="MsoNormal" style="><span style="font-family:Arial;">You are ready to begin recruiting candidates once you know which roles you need to fill and what you are willing to pay. Post wanted ads on various job search websites. Purchase classified ads in your local paper. Or, utilize other media channels that attract the type of candidates you are seeking. </span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal" style="><span style="font-family:Arial;"></span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal" style="><span style="font-family:Arial;"></span></p> <p><span style="font-family:Arial;">Meet with every candidate even if you already have a good feeling about one. You do not want to overlook any possibilities. After you meet with all your candidates, choose the person who you believe is ready to take on a challenge and will value your business’s success as much as you do. If you do not find any qualified candidates, do not settle. Just keep interviewing until you do. </span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal" style="><span style="font-family:Arial;"></span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal" style="><span style="font-family:Arial;"></span></p> <p><span style="font-family:Arial;">Hiring your first employee is a challenging task. It marks a drastic change in your organizational structure and everyday routine. But, if you take the proper steps, you will find an employee that will make your life much, much easier.</span></p> </article> <article> <h1>How to Hire Sales Superstars!</h1> <p>Travis Fore — Thu, 25 Sep 2008 13:59:48 GMT</p> <p><span style="font-size:10pt;font-family:Arial;"><b>How to Hire Sales Superstars!</b></span></p> <p><span style="font-size:10pt;font-family:Arial;">Hiring a sales person is one of the most challenging and critical tasks you’ll take on as a manager or business owner. <span style="mso-spacerun:yes;"> </span>Making a single hiring mistake will cost you time and money. Make several hiring mistakes and you won’t have a job or a business left to worry about. However, if you get it right, your company’s results will soar – all from a single shining star. Hire an entire department of top producers, and the growth trajectory of your business will be phenomenal. </span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><span style="font-size:10pt;font-family:Arial;"> </span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><span style="font-size:10pt;font-family:Arial;">So what should you look for when hiring a salesperson? What makes for an effective salesperson?</span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><span style="font-size:10pt;font-family:Arial;"> </span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><span style="font-size:10pt;font-family:Arial;">Two words: <i style="mso-bidi-font-style:normal;">passion</i> and <i style="mso-bidi-font-style:normal;">attitude</i>.</span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><span style="font-size:10pt;font-family:Arial;"> </span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><span style="font-size:10pt;font-family:Arial;">Virtually every successful salesperson exhibits a positive attitude and a strong sense of passion.<span style="mso-spacerun:yes;"> </span>Your challenge is to learn to identify those qualities during the interview process. In my experience at Network Solutions, I know that if I can find a candidate with the right attitude and passion, then we can teach them how to sell. We can help make them successful.</span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><span style="font-size:10pt;font-family:Arial;"> </span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><b style="mso-bidi-font-weight:normal;"><span style="font-size:10pt;font-family:Arial;">All About Attitude</span></b></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><span style="font-size:10pt;font-family:Arial;">A person with a positive attitude is not just someone with a “glass half full” view of life. It’s a “go getter,” someone with drive who can make things happen. It’s someone who can take the initiative and be resourceful.<span style="mso-spacerun:yes;"> </span>And someone with a great attitude isn’t afraid to show it. <span style="mso-spacerun:yes;"> </span>Just ask them to give you an example of when they took the initiative to improve or change something and listen to what they say.</span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><span style="font-size:10pt;font-family:Arial;"> </span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><span style="font-size:10pt;font-family:Arial;">An interview is the one place where a person can feel free to brag about their accomplishments. But if someone has a hard time talking about their strengths, about what excites them, about their pursuits, then it’s a stretch to think they are going to be able to do a good job selling your products and services.<span style="mso-spacerun:yes;"> </span>The interview is the ultimate sales test.</span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><span style="font-size:10pt;font-family:Arial;"> </span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><span style="font-size:10pt;font-family:Arial;">Another aspect related to attitude has to do with a competitive spirit and drive. Many of my most successful salespeople have been athletes. They want to win.<span style="mso-spacerun:yes;"> </span>They keep score.<span style="mso-spacerun:yes;"> </span>They don’t take rejection personally.<span style="mso-spacerun:yes;"> </span>They understand goal setting and hard work. They have passion.</span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><span style="font-size:10pt;font-family:Arial;"> </span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><b style="mso-bidi-font-weight:normal;"><span style="font-size:10pt;font-family:Arial;">Pinpointing Passion</span></b></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><span style="font-size:10pt;font-family:Arial;">When someone is passionate about something, anything, that excitement spills over into every aspect of their life. It bubbles up in conversations. It brightens their smile. And if someone exhibits a sense of passion, about hobbies, or values, or family, that’s a good sign. From passion flows motivation.</span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><span style="font-size:10pt;font-family:Arial;"> </span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><span style="font-size:10pt;font-family:Arial;">For example, I’ve interviewed individuals who have demonstrated a deep passion and motivation to succeed for their kids and I’ve given them a chance based on that passion. And, it has paid off many times. Try to find out what really excites a candidate. If they do a good job of demonstrating passion during the interview, I’ll often take the risk even if they don’t necessarily have a strong selling background. You can teach someone to sell. You can’t teach someone to have a good attitude and to be passionate.<span style="color:#ff6600;"> </span></span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><span style="font-size:10pt;font-family:Arial;"> </span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><b style="mso-bidi-font-weight:normal;"><span style="font-size:10pt;font-family:Arial;">Typos & Neckties</span></b></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><span style="font-size:10pt;font-family:Arial;">Attitude and passion are two key strengths candidates need, but there are other traits to consider. Chief among them must be an ability to present themselves well. If you find typos in a resume, send it to the trash can; because if they have a typo on a resume, they will have errors in a proposal.<span style="mso-spacerun:yes;"> </span>Be sure that a candidate arrives at the interview looking polished and professional. They don’t need to be sporting the most expensive Italian suit or briefcase. However, you should be able to expect someone to be clean, well-groomed, and dressed appropriately. After all, if you hire them they will be representing you and your company. </span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><span style="font-size:10pt;font-family:Arial;"> </span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><b style="mso-bidi-font-weight:normal;"><span style="font-size:10pt;font-family:Arial;">Dig a Little Deeper</span></b></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><span style="font-size:10pt;font-family:Arial;">In addition to taking visual stock of a candidate, I also try to learn a bit more about them. Of course, you can’t ask any off-limit HR questions, but you can try to learn about where they grew up, how they grew up, and pivotal experiences in their past. Did they put themselves through college? Can they point to a time when they showed assertiveness and prevailed? How would their best friend describe them?<span style="mso-spacerun:yes;"> </span>All of these are legitimate interview questions that you can ask to help you get to know the person a bit better. </span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><span style="font-size:10pt;font-family:Arial;"> </span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><b style="mso-bidi-font-weight:normal;"><span style="font-size:10pt;font-family:Arial;">Experience Isn’t the End All, Be All</span></b></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><span style="font-size:10pt;font-family:Arial;">As you can see, choosing a stellar candidate is not just about finding the applicant with the most sales experience. In many cases you can scrutinize a resume and see that all those sales jobs add up to…. well, not much really. For example, if you see someone with a wealth of experience that is lateral in nature, you have to ask yourself, “Why haven’t they progressed?” If they have been unable to take their game to the next level, consistently, and to rise up in the ranks, there has to be a reason. And you need to find it.</span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><span style="font-size:10pt;font-family:Arial;"> </span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><span style="font-size:10pt;font-family:Arial;">Any candidate, veteran or novice, should be doing all they can to progress and develop on their own. Ask what they are doing to improve their current job performance. Do they read journals? Attend workshops? Peruse blogs and web sites? Check out their competition? Any strong candidate understands that importance of cultivating new skills and knowledge.</span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><span style="font-size:10pt;font-family:Arial;"> </span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><b style="mso-bidi-font-weight:normal;"><span style="font-size:10pt;font-family:Arial;">Prepare for the Interview</span></b></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><span style="font-size:10pt;font-family:Arial;">Just as the candidate should do their homework, you should also take ample time to prepare for the interview. Don’t just wing it. Too much is at stake. You want to use the time you have with the candidate wisely. So beforehand, take time to research the companies they listed on their resume. Prepare your questions in advance. I have a standard list of 10 or 12 questions I routinely ask, but I also ask another set of second and third level questions based on the candidate’s answers. If someone boasts about being a top performer, I ask questions to delve into the details. </span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><span style="font-size:10pt;font-family:Arial;"> </span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><span style="font-size:10pt;font-family:Arial;">In addition, if you haven’t done so already, you should create a standard approach to interviews. Typically, our candidates must pass a phone screen with HR and then they interview with three additional people (usually two sales managers and a Regional Director or VP).<span style="mso-spacerun:yes;"> </span>Be sure you and your team take the necessary time to conduct the interview. It will save you time in the end.<span style="mso-spacerun:yes;"> </span>And collective feedback can help when it comes time to make hiring decisions.</span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><span style="font-size:10pt;font-family:Arial;"> </span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><b style="mso-bidi-font-weight:normal;"><span style="font-size:10pt;font-family:Arial;">Do Your Job</span></b></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><span style="font-size:10pt;font-family:Arial;">During the recruiting and hiring process, a candidate is trying to make a good impression. But if you really want to attract top performers to your company, you need to do the same. You need to build your reputation in the marketplace as a great place to work, with competitive compensation plans and ample opportunities. Many top candidates will be referrals from sales reps you already have. If your sales reps get the support and the tools they need to succeed, then they’ll bring other good sales reps they know to your company. As you scrutinize all that a candidate may offer you in terms of strengths and benefits, be sure you can reciprocate with an equally strong offering.</span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><span style="font-size:10pt;font-family:Arial;"> </span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><b style="mso-bidi-font-weight:normal;"><span style="font-size:10pt;font-family:Arial;">Keep Your Eyes Open</span></b></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><span style="font-size:10pt;font-family:Arial;">Most talented sales people are already successful somewhere else. That’s why you need to keep your eyes open to recruiting opportunities at all times. I’ve recruited several people who I’ve done business with. I once hired a college student working part-time at Best Buy.<span style="mso-spacerun:yes;"> </span>He did such a great job selling me a home theater system that I gave him an opportunity as an entry level inside sales person.<span style="mso-spacerun:yes;"> </span>He became one of my top performers and eventually went into outside sales and then sales management.<span style="mso-spacerun:yes;"> </span>The traits you are looking for exist in every type of sales situation. So, if you are impressed by the person who comes out to sell you a lawn service, start the recruiting process right then and there. Because when you see someone with that spark, you need to get them on your team.</span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><span style="font-size:10pt;font-family:Arial;"> </span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><b style="mso-bidi-font-weight:normal;"><span style="font-size:10pt;font-family:Arial;">After the Hire, Don’t Tire</span></b></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><span style="font-size:10pt;font-family:Arial;">When you go through the process of recruiting talent, what you’ll find is that great sales people are very rare.<span style="mso-spacerun:yes;"> </span>Sales reps often jump ship because either they’re not getting the recognition they think they deserve or they don’t like their boss. It’s almost never about the money.<span style="mso-spacerun:yes;"> </span>So, once you get a star on your team, take good care of them. Treat them well. Get them involved. Pay attention to them. Make sure they’re not being taken for granted.<span style="mso-spacerun:yes;"> </span>Give them the resources they need to be successful.<span style="mso-spacerun:yes;"> </span>If you can succeed at that, one sales rep at a time, then you will end up building the type of sales team that will have the attitude, passion, and power to catapult your business to new heights.</span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><span style="font-size:10pt;font-family:Arial;"> </span></p> <p style="margin:0in 0in 0pt;" class="MsoNormal"><span style="font-size:10pt;font-family:Arial;">About the author:</span></p> <h2 style="margin:auto 0in;"><span style="font-size:12pt;font-family:Arial;">Travis Fore</span></h2> <p><i><span style="font-size:10pt;font-family:Arial;">Senior Vice President of Sales and Service</span></i><span style="font-size:10pt;font-family:Arial;"></span></p> <p><span style="font-size:10pt;font-family:Arial;">Travis Fore joined Network Solutions in February 2008. Fore, Senior Vice President of Sales, Service, and Product Delivery for Network Solutions, is responsible for building and leading our Telesales and Direct Sales teams, which play a key role in acquiring new customers and selling high-end online marketing and design services to businesses. He also manages our award winning Customer Service and Product Delivery organizations.</span></p> <p><span style="font-size:10pt;font-family:Arial;">Prior to joining Network Solutions, Travis was Vice President of Sales and Service at Citysearch, a leading online lifestyle guide providing users with information on local business. He was responsible for the recruiting, hiring, and training of sales and service professionals.</span></p> <p><span style="font-size:10pt;font-family:Arial;">Prior to his role at Citysearch, Travis served as Director of Local Sales at Yellowpages.com and worked on the successful integration that combined SmartPages.com, RealPages.com and Yellowpages.com into a single platform and product set.</span></p> <p><span style="font-size:10pt;font-family:Arial;">Travis is an avid golfer and overall sports enthusiast. Travis holds a B.S. in Communications from Western Carolina University and an M.B.A. from the University of Tennessee at Knoxville.</span></p> <p> </p><div style="clear:both;"></div> </article> <article> <h1>Six Strategies for Making Smart Hiring Decisions</h1> <p>MySolutionSpot Editor — Mon, 18 Aug 2008 13:53:51 GMT</p> <p>Business leaders from all industries acknowledge that their staff is their most valuable asset. Yet the way that many small businesses make their hiring decisions indicates that they either don't share or ignore this belief. The fact is that your staff is critical to your company's success, which means that you must have a plan in place for the processes of recruiting, interviewing, and selecting your staff, just as you have strategies for how you handle vendors, inventory, lenders or investors, and customers. </p> <p>Here are six tips to help you make better hiring decisions to ensure that your organization is filled with the very best people from top to bottom. </p> <p>First, arrive at a definition of your ideal candidate. It is impossible to recruit the best person for the job if you don't have a clear idea of what that person would be like. </p> <p>Next, never stop interviewing. Just as you should cast a wide net when evaluating potential sources of qualified applicants, you should never let yourself lapse into the 'we're not hiring right now' mode. </p> <p>When interviewing a potential candidate, be sure to probe the applicant's character in the interview. Textbook interview questions yield textbook interview answers. Try to come up with questions that the applicant has not rehearsed through his job hunter's guides. </p> <p>Fourth, hire the person, not the resume. Remember that anyone can be trained on the technical aspects of a job, but not everyone has the character and personality to complement your team. </p> <p>Fifth, don't keep your best prospects waiting. The odds are that they will be interviewing at multiple companies, and they are not likely to wait around for your company to get its act together. </p> <p>Finally, accept the fact that you must hire people who will do their jobs better than you can. Successful business leaders across the board agree that it is a vital part of making smart hiring decisions. Your goal is to have the best possible staff in place to advance your business, and once that staff is in place, then your business is poised to rise to new heights in its own, unique fashion<b>.</b></p> <p><b></b><span class="cite"><b>"Six Strategies for Making Smart Hiring Decisions"</b><br /><i>Information, Inc. (08/08) Corbin, Kenneth </i></span></p> <p> </p><div style="clear:both;"></div> </article> <article> <h1>Background Profiling</h1> <p>MySolutionSpot Editor — Sat, 12 Jul 2008 03:39:13 GMT</p> <p>CriminalData.com has access to over 200,000,000 criminal and sex offender records, some going back ten years. You will have the information needed to provide you with the security and knowledge for your peace of mind. 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