In part 1 of this series we identified and discussed the impact of major trends and 21st behaviors (related to social media) on the hiring process. Part 2 will take a more specific look at the ten clues....Are you heavily relying on job posts on monstrous job boards or paid advertising? Many companies today still garner most of their interested (not necessarily qualified) candidates by advertising (i.e. paid job posts, online ads, and online sponsorships). This is mostly a passive waiting game in which companies toggle between relevance and speed as contemplated below.
In the week ended May 14, 409,000 Americans filed for their first week of unemployment benefits, the Labor Department said Thursday. That marked a decline of 29,000 from the 438,000 initial claims filed the week before, and was an even lower level than the 420,000 claims economists had expected for the week. The number of initial claims has fallen sharply for two straight weeks, after one-time adjustments related to schools on spring break severely distorted the number. Since then, initial claims have retraced those steep gains, falling back to levels they were at about a month ago.
The Massachusetts economy continued to show surprising strength as the state unemployment rate hit a two-year low in April and employers added nearly 20,000 new jobs, officials reported yesterday. The April jobless rate was 7.8 percent, down from 8 percent in March, according to the Massachusetts Executive Office of Labor and Workforce Development. Unemployment here remains well below the national average of 8.8 percent.
This organization is a rapidly growing company that has a casual working environment and has experienced double digit growth every year. This is a cutting edge, privately held company that is exploding. This highly visible role is calling for a successful leader to partner with internal department managers to drive sales strategy, define key metrics as well as hire, train and manage a small inside sales team.
I was recently asked to share my opinion on this question, "What can executives do better when hiring sales professionals?" Well, there are many things we can all do better when hiring, but strong sales organizations share key hiring traits that make them more effective than their competition. Executives that hit their hiring quota will consequently also make their quarterly revenue goals. Our strongest clients follow these 4 key hiring traits when hiring sales professionals. These new hires will produce success and build high growth, positively charged, and contagious sales organizations.
Our client is a growing software company that offers a security intelligence platform to organizations of all sizes. Their solution delivers security solutions across a corporation's entire network. This company is building a talented sales team and looking for dynamic professionals to join their team. In this role you will be responsible for developing and closing opportunities both direct and through channel partners throughout North America. You will be part of a new and growing team and will have a lot of input on the direction of the sales organization.
Our client is a rapidly growing healthcare IT organization. They have doubled in size last year and are on track to do the same in 2011. This is a dynamic, energized company that sells to the executive suite within hospitals. This technology solution replaces many traditional and outdated processes used in hospitals today. In this role you will be responsible for using SFDC to prospect into Hospitals while targeting call into C Level Executives (CFO, CIO, CNO, CMO, and VP Quality/Patient Care). Build and maintain a pipeline of qualified prospects in new markets. Territory is either East Coast or Central.