Most companies share a common corporate language, and that lingua franca is English.

Even for international organizations with offices all over the world, English is the way the majority of employees communicate with each other, at least officially.

This only makes sense, because it streamlines communication and it is the best way to avoid misunderstandings that can happen during translation.

Read the full article at: salesgravy.com

The business case for sales development is built on flawless logic and verified by market data. It’s a lot better to sell to qualified prospects than to try your luck on a complete stranger. The more time your closers spend taking moonshots, the less sales they actually make. That’s why the fastest growing B2B brands on the planet also run the largest and most sophisticated sales development teams in their class.

Continue reading at https://www.saleshacker.com/sales-development/ | Sales Hacker

A transparent and efficient supply chain today doesn’t guarantee success tomorrow. Change is necessary, and that’s especially true in today’s world of economic uncertainty and global unrest. 

Lacking foresight into what 2023 will bring, businesses nevertheless have the power to identify risks in the supply chain and prepare for the coming year. Following are five ways to achieve that objective.

Centralize information. Supply chain visibility is imperative to identifying and assessing supply chain risks. The first step in gaining visibility is centralizing information to ensure that all content — from product data to documentation — is stored in an easy-to-access and secure location.

With a growing number of companies maintaining a remote work policy, it’s not always easy to securely centralize information. But integrated collaborative tools allow companies to gather the data in one place and share it with a distributed team.

Read the full article at: www.supplychainbrain.com

For leaders in businesses whose lifeblood is immediate consumer satisfaction, success hinges on accurately assessing customer needs and motivations. Nowhere is that more evident than in the hospitality industry, where the essence of success is understanding and satisfying a diverse array of people whose ideas of satisfaction range from stereotypical to peculiar. It follows that interpersonal skills dominate our list of 10 key hospitality management leadership qualities.

Read the full article at: corporatetraining.usf.edu

There’s a saying in certain circles that Java is to JavaScript as car is to carpet. It’s a phrase developers often use to explain their frustration with talent professionals who don’t know as much and, as a result, make some embarrassing missteps in their outreach and interviews — like mixing up the similar-sounding programming languages. There are even entire Reddit threads dedicated to detailing and chuckling at these recruiter faux pas. 

 

It’s unfortunate that mistakes like this happen. But unless you hire a specialist recruiter, they do happen occasionally. After all, no one can know everything about every role they have to hire for, especially if those roles span multiple departments and areas of expertise. 

 

At the same time, though, there are plenty of good reasons to hire a generalist recruiter — like their ability to be agile when the business needs it. 

 

There’s no clear-cut solution for which you should hire, so we turned to three recruiting experts to get their thoughts: Anastacia Flores, senior director of talent acquisition at CBS Interactive, Dr. Martin Beischl, global director of talent and culture at riskmethods, and Ross Baron, head of recruiting for Western Europe at TikTok. 

 

The Future of Recruiting report predicts that over the next five years, more recruiting teams will create dedicated roles in areas like talent analytics — but will this trend toward specialization also affect the recruiters themselves? Here’s what the experts had to say, along with their tips for choosing the right kind of recruiter for both your company and your team. 

The argument for specialization: Specialist recruiters know where to look for niche talent and can talk to them on their level

One of the most compelling reasons to hire a specialist recruiter is that they’re more likely to know where to find niche communities of talent. If they’re immersed in a specific community, they’ll have a good idea of where those candidates hang out — and how to approach them. 

 

“Two lifetimes ago, I was sourcing for front-end engineers before there were even front-end engineers,” Anastacia recalls. “I remember I would go to meetups and sit in with engineers on conferences, because I wanted to learn what was happening so that I could then better find and hire the [right] people.”

 

This networking can also help specialist recruiters create a network of trusted contacts that they can tap into for referrals. 

 

“Sometimes it's an email to four people,” Anastacia says. “And they send it on to four of their friends and four of their friends, and you get back 57 emails of resumes.”

 

Once they’ve identified some prospects, specialized recruiters understand how to speak to them in a confident, knowledgeable way. This can not only help the recruiter avoid awkward Java/JavaScript-style mix-ups — which can be highly off-putting for candidates — but can give them a better sense of what those candidates really care about. If you know sales in and out, for example, then you’ll know exactly which aspects of the job to emphasize to catch a salesperson’s attention. 

Background checks, online searches and tests for candidates can be key practices when you're hiring.

 

 

The Federal Reserve has signaled that it will forgo an interest-rate increase at its policy meeting later this month. That ironically may reflect the financial impact of the debt-ceiling deal more than the latest economic indicators, notably May’s employment data released on Friday.

Read the full article at: www.barrons.com

Effective performance management helps organizations ensure that employees understand their roles, receive constructive feedback, and have the support they need to achieve their goals and business objectives. Let’s look at what performance management is, what the performance management process looks like, and some examples.

Read the full article at: recruitingheadlines.com

Hoteliers: it’s a tight labor market out there. And that means hiring for open positions can be incredibly difficult. Consider this fact: the U.S. added 220,000 jobs last month and wages are only growing by 2.5%. That means hospitality recruitment and filling open positions at your hotel is only going to get tougher.

The following hospitality recruitment strategies can be adopted for free or at a very low cost to your property.

Read the full article at: www.socialtables.com

High-impact sales companies rank at the top of the list for many reasons, but one of their most enviable traits is that over 75 percent of their reps achieve quota. Meanwhile, companies in the mid- or low-impact range may be struggling to reach even 25 percent quota attainment.

If you’re one of the hundreds of businesses striving to boost your reps’ sales numbers, your first question has to be: How do these high-impact companies do it?

Read the full article at: www.zendesk.com

Let's say you're interviewing a new applicant for a job and you feel something is off. You can't quite put your finger on it, but you're a bit uncomfortable with this person. The applicant says all the right things, their resume is great and would be a perfect hire for this job - except your gut tells you otherwise. Should you go with your gut?

In such situations, your default reaction should be to be suspicious of your gut. Research shows that job candidate interviews are actually poor indicators of future job performance.

Unfortunately, most people tend to trust their gut over their head and give jobs to people they like and perceive as part of their in-group, rather than simply the most qualified applicant.

In other situations, however, it actually does make sense to rely on gut instinct to make a decision. Yet research on decision-making shows that most people don’t know when to rely on their gut and when not to do so.

The reactions of our gut are rooted in the more primitive, emotional and intuitive part of our brains that ensured survival in our ancestral environment. Tribal loyalty and immediate recognition of friend or foe were especially useful for thriving in that environment.

In modern society, however, our survival is much less at risk. Our gut is more likely to compel us to focus on the wrong information to make decisions in the workplace and other areas.

For example, is the job candidate mentioned above similar to you in race, gender, socioeconomic background? Even seemingly minor things like clothing choices, speaking style and gesturing can make a big difference in determining how you evaluate another person.

Judgement errors

Our brains tend to fall for the dangerous judgment error known as the “halo effect”, which causes some characteristics we like and identify with to cast a positive “halo” on the rest of the person, and its opposite, the “horns effect,” in which one or two negative traits change how we view the whole. The halo effect and horns effect are two of many dangerous judgment errors, which are mental blind spots resulting from how our brain is wired that scholars in cognitive neuroscience and behavioural economics call cognitive biases.