From Sales & Marketing Management’s e-newsletter (sorry, no link available):<\/p>\n
How to win the talent war:<\/p>\n
* Assess current strengths and gaps. Review the talent on hand and what your future needs will be.<\/p>\n
* Create a vision and strategy. Identify the tools, processes, and technology you will need to fill your talent gaps. Create a vision that can be embraced by a those who will be asked to do the recruiting work.<\/p>\n
* Complete a readiness assessment. Is your organization ready to jump into the talent wars? Is the culture prepared to support the impact of a new talent vision?<\/p>\n
* Build the business case. Identify the benefits to following your talent strategy. Be prepared to articulate these as the strategy is rolled out.<\/p>\n
* Create an implementation plan. What will you do with talent when you get it? Craft a plan to integrate and measure your acquired talent. Establish metrics that determine whether or not your talent goals are in line with the company’s overall strategy.<\/p><\/blockquote>\n
The 3rd point and the last point seem to go hand-in-hand. They are both well worth mentioning in that we have seen the lack<\/em> of these approaches cause tremendous headaches. Most companies want to hire sales superstars and we assist them in that endeavor. The issue materializes when the sales superstar arrives in their new position.<\/p>\nStrong salespeople usually do not blend well into a culture that has adapted to mediocre (or worse) sales performance. The strong salesperson tends to aggressively pursue opportunities and expects the company to be supportive in their quest to secure new customers. Often a company that is not accustomed to this activity tends to undervalue the strong salesperson’s efforts. The most common grievance is a lethargic apathy from the company. Nothing demoralizes a strong salesperson faster than the realization that the culture they are now immersed in does not match their high-powered drive for success.<\/p>\n","protected":false},"excerpt":{"rendered":"
From Sales & Marketing Management’s e-newsletter (sorry, no link available): How to win the talent war: * Assess current strengths and gaps. Review the talent on hand and what your future needs will be. * Create a vision and strategy. Identify the tools, processes, and technology you will need to fill your talent gaps. Create a vision that can be embraced by a those who will be asked to do the recruiting work. * Complete a readiness assessment. Is your organization ready to jump into the talent wars? Is the culture prepared to support the impact of a new talent vision? * Build the business case. Identify the benefits to… Read More<\/a><\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"bgseo_title":"","bgseo_description":"","bgseo_robots_index":"","bgseo_robots_follow":"","_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_feature_clip_id":0,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":false,"jetpack_social_options":{"image_generator_settings":{"template":"highway","default_image_id":0,"font":"","enabled":false},"version":2},"jetpack_post_was_ever_published":false},"categories":[6,2,4],"tags":[],"class_list":["post-62","post","type-post","status-publish","format-standard","hentry","category-assessing","category-hiring","category-sales-management"],"jetpack_publicize_connections":[],"jetpack_sharing_enabled":true,"jetpack_shortlink":"https:\/\/wp.me\/p5Oho-10","jetpack-related-posts":[{"id":1503,"url":"https:\/\/selectmetrix.com\/blogs\/2008\/04\/retention-strategy-limit-rules\/","url_meta":{"origin":62,"position":0},"title":"Retention Strategy – Limit Rules","author":"Derrick Moe","date":"April 7, 2008","format":false,"excerpt":"BusinessWeek.com's playbook section offers a very short, but highly intriguing article title How Netflix nets and keeps talent.\u00a0 Here it is in it's entirety: PAY LAVISHLY Higher-than-average salaries\u2014and tying bonuses and raises to the market, not a pool\u2014can make stars less likely to bolt. Money is no object in hiring.\u2026","rel":"","context":"In "Retention"","block_context":{"text":"Retention","link":"https:\/\/selectmetrix.com\/blogs\/category\/retention\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":953,"url":"https:\/\/selectmetrix.com\/blogs\/2007\/05\/the-trick-to-talent-upgrades\/","url_meta":{"origin":62,"position":1},"title":"The Trick To Talent Upgrades","author":"Derrick Moe","date":"May 29, 2007","format":false,"excerpt":"Great article at abcnews.com from my friend Bob Rosner titled Working Wounded: Recruiting Top Talent for Your Organization. Recruiting top talent takes an incredible amount of work to be successful. Bob's article hits on 3 important topics to any hiring process. DO identify top talent. DO ask: Why would top\u2026","rel":"","context":"In "Hiring"","block_context":{"text":"Hiring","link":"https:\/\/selectmetrix.com\/blogs\/category\/hiring\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":154,"url":"https:\/\/selectmetrix.com\/blogs\/2006\/07\/tech-company-ceos-on-talent\/","url_meta":{"origin":62,"position":2},"title":"Tech Company CEO’s on Talent","author":"Derrick Moe","date":"July 6, 2006","format":false,"excerpt":"From CareerJournal.com - Surveying the Field: Tapping IT Talent: In the survey, 66% of the CEOs said high-quality employees are the biggest contributors to growth, outranking strategy and leadership. Last year, 25% cited high-quality employees as the top growth factor. I emphasized the stats. 25% to 66% is a remarkable\u2026","rel":"","context":"In "Hiring"","block_context":{"text":"Hiring","link":"https:\/\/selectmetrix.com\/blogs\/category\/hiring\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":558,"url":"https:\/\/selectmetrix.com\/blogs\/2007\/01\/new-article-released-right-talent\/","url_meta":{"origin":62,"position":3},"title":"New Article Released – Right Talent","author":"Derrick Moe","date":"January 9, 2007","format":false,"excerpt":"We released a new article today titled Finding Sales Candidates with the RIGHT Talent. \"Talent\" is a hot buzzword right now and since we measure it, we thought it would helpful to share some of our findings. Suffice to say, most hiring managers believe it is best to hire the\u2026","rel":"","context":"In "Aptitudes"","block_context":{"text":"Aptitudes","link":"https:\/\/selectmetrix.com\/blogs\/category\/hiring\/assessing\/aptitudes\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":964,"url":"https:\/\/selectmetrix.com\/blogs\/2007\/05\/what-are-you-afraid-of\/","url_meta":{"origin":62,"position":4},"title":"What Are You Afraid Of?","author":"Mike Cardinal","date":"May 30, 2007","format":false,"excerpt":"The Hammer's recent post, The Trick to Talent Upgrades, brings up a touchy subject for some sales managers. What if the talent upgrade includes people with more experience or with seemingly superior skills to those of the sales manager? If I upgrade the talent I manage, where does that leave\u2026","rel":"","context":"In "Assessing"","block_context":{"text":"Assessing","link":"https:\/\/selectmetrix.com\/blogs\/category\/hiring\/assessing\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/selectmetrix.com\/blogs\/wp-content\/uploads\/2007\/05\/windowslivewriterwhatareyouafraidof-d33apencil-tip2.jpg?resize=350%2C200","width":350,"height":200},"classes":[]},{"id":469,"url":"https:\/\/selectmetrix.com\/blogs\/2006\/11\/talent-talent-talent\/","url_meta":{"origin":62,"position":5},"title":"Talent, Talent, Talent","author":"Derrick Moe","date":"November 30, 2006","format":false,"excerpt":"Another marketing article with overall hiring implications - Marketing Challenge: Hire Experience or Potential? The article is from the MarketingProfs.com website and is basically an open question to their readers looking for their input. A manager interviews employees and narrows down the candidates to two: one with experience and one\u2026","rel":"","context":"In "Hiring"","block_context":{"text":"Hiring","link":"https:\/\/selectmetrix.com\/blogs\/category\/hiring\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]}],"jetpack_featured_media_url":"","_links":{"self":[{"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts\/62","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/comments?post=62"}],"version-history":[{"count":0,"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts\/62\/revisions"}],"wp:attachment":[{"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/media?parent=62"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/categories?post=62"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/tags?post=62"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}