by Ira Wolfe | Aug 19, 2011 | Hiring Process
Predicting superior performance is all about having enough of the right information when you make people decisions. Having the right information allows you to achieve job fit. Simply put, job fit exists when the skills and attitudes of the employee are in line with...
by Ira Wolfe | Aug 9, 2011 | Hiring Process
There is overwhelming agreement among executives that succession planning is critical for business continuity. But only one-third of companies have a plan in place – and that’s for the CEO level. The numbers are worse for upper and middle management and almost...
by Ira Wolfe | Jun 13, 2011 | Hiring Process
Employee turnover rates among C-store workers will be slightly higher this year compared to a year ago according to the just released Convenience Store News 2011 HR & Labor Study. Turnover is nothing new to convenience store retailers. Historically high employee...
by Ira Wolfe | Feb 19, 2011 | Hiring Process
Up until recently many employees were hired and promoted based on a simple theory: past performance is a good predictor of future performance. Hiring or promoting on past performance continues to work if the environment in which the employee is expected to perform...
by Ira Wolfe | Jan 23, 2011 | Hiring Process
Much to the dismay of many employers, getting new salespeople productive quickly doesn’t start after you him them. Incentives and training are important facets of meeting and exceeding quotas and goals consistently. But getting a salesperson to perform well right out...
by Ira Wolfe | Dec 7, 2010 | Hiring Process
According to an article published in this month’s Harvard Business Review, CEOs are spending more money on their sales forces but getting the same old results. Only one in three working salespeople is considered to be “consistently effective.” Unfortunately I wasn’t...
