I never had much respect for candidates who never asked at least a question at the end of the interview (or more if applying for sales job, also during the interview). Lack of curiosity is only smaller in relevance than integrity, especially if we speak about sales field.
During last week’s workshop on recruitment I just happen to realise that the greatest majority of applicants fail to ask their prospective employer an important question: How would their contribution to the organisation be evaluated if hired? (Who does it? How often? What are the criteria?)
I was speaking the a couple of days ago with a friend, quite a successful Romanian entrepreneur who manages a yearly seven figure net profit through several companies he simultaneously manages. We were trying to recall some common acquaintances that worked in his company lately.
We reached discussing some person who was previously employed in a multinational and failed to adapt to a rather more complex job (having to handle more responsibilities) in a Romanian owned company. And he mentioned that it is the case for many people who do not adapt after working in multinationals.
9) Too many SPIFFs. Creatively designed by brand managers in their quest for gaining attention share from salespeople, they may end up expensively undermining the whole incentive system (and company performance too). I have to admit that some of them, especially [...]
Not long ago I went to the local post office to get some books I ordered through Amazon.com. To my surprise I was informed that I have to pay additionally a storage tax (actually some money for [...]
5) Provide incentives for things with small weights, which in the end is meaningless. Or put differently: less than 10% in the total economy of the bonus won’t boost morale of any real performers. In other words: put the money [...]
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