Poor, biased hiring selections due to vague ‘intuition’ and face-value likeability are an unimaginable waste of time and money. All other efforts are in vain when a company suffers from subpar job performance and high turnover. The solution is relying on objective assessments, sound logic, and reasoning to reliably find and appoint genuinely distinguished, suitable people.
Sales productivity derives from complex interactions between many different factors around deals, conversion rates, and lifetime value. Sales productivity should be measured – and measured accurately. Here we look at the most important metrics you should use to measure your team’s sales productivity.
This week we discuss the execution data we have seen while working with clients during the pandemic. We are taking a look at leadership, and how executives can extend the positive attributes of their crisis management into the post-pandemic phase in 2021.
In sales, the competition to find and win over the most skillful sellers is as consequential a priority as any. The revenue-producing power of the most capable salespeople can fuel entire sales forces and companies to the next level. To locate, engage, and hire more of those hard-to-find game-changers, hiring managers and recruiters must be keenly perceptive and compete with other potential employers for top candidates’ attention.
