When a search to fill a technical position has resulted in finding the candidate that fits your firm’s skill requirements and culture, how can you be sure your offer will effectively compensate this qualified candidate? Offer too little, and you will either lose the candidate or de-motivate the new associate or your firm will be vulnerable to a relentlessly demanding technical labor market. Pay too much, and your budget is under pressure. If this decision is handled poorly, it may also introduce salary compression issues that de-stabilize the existing team members.
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According to a recent survey regarding the customer experience, 76 percent of customers see customer service as the true test of value. About 70 percent of clients say they do not forgive a bad service experience, leaving a low client forgiveness rate following a negative experience. The high-cost associated with losing a loyal customer is causing companies to realize that optimizing customer service is a critical priority. In order to keep their customer base loyal and happy, companies are investing in opportunities that ensure delivery of a consistently positive customer experience.
A strong leader can make or break a project. In a professional environment, this leadership role often falls on the project manager. The project manager assists in following deadlines, project efficiency, time management focus and communication across the entire team. While it is incredibly helpful when the technical project manager is well versed in development jargon and skills, their soft skills could separate a successful project from a project that falls through the cracks.
Change can be difficult, especially for a seasoned veteran. Whether it’s a sales territory, product line, company structure or even a technology change, your company’s long-time salespeople will not be enthusiastic about adjusting to the use of a Customer Relationship Management (CRM) tool. These seasoned veterans have created a system based on the processes they know and changing that system typically is not a task they enjoy doing.
When your company is seeking new talent, you want top candidates to join your team. However, more often than not, the top talent you are seeking will be currently tied to another company. Getting these types of candidates to your company is not a simple task; it will take time, persuasion and an impressive offer package to lure a content employee to your opportunity. These passive candidates often bring such impressive skills that they are worth every extra bit of effort.
How do you catch their attention and draw them in?