Interns can definitely be a great time/money investment, although I think that generally speaking there are fewer students looking to make the kinds of long-term commitments you hint at — at that stage in life you’re really just trying things out before you find a fit. But if you make your intentions clear at the outset, you’ll avoid hiring interns who are just in it for the short term; but you’ll also probably whittle your intern candidate pool close to the bone.
I’m surprised that hiring methods weren’t covered more extensively here…this really warrants a discussion about recruiting vs networking hiring or even job board postings. Talent is a high premium these days, but even so a lot of folks are reluctant to pay the kinds of fees recruiting agencies want. Interning aside, though, I find it kind of necessary, although I admit I indulged often in online networks such as Dayak where recruiting fees are lower; and yes, I have a linked in profile, though it’s mostly bare bones. Where are others finding solid professionals?
Noting the obvious….
Bottom line you have 2 ways to go with sales people a) train rookies-invest $$s, train, monitor and hope you investment and training pay off or b) hire an experienced, PROVEN saleperson. Watch the non compete, will it hold? will the past employer fight it? houw much for the buyout. this article smells of pr for the headhunter to me.
Interns can definitely be a great time/money investment, although I think that generally speaking there are fewer students looking to make the kinds of long-term commitments you hint at — at that stage in life you’re really just trying things out before you find a fit. But if you make your intentions clear at the outset, you’ll avoid hiring interns who are just in it for the short term; but you’ll also probably whittle your intern candidate pool close to the bone.
I’m surprised that hiring methods weren’t covered more extensively here…this really warrants a discussion about recruiting vs networking hiring or even job board postings. Talent is a high premium these days, but even so a lot of folks are reluctant to pay the kinds of fees recruiting agencies want. Interning aside, though, I find it kind of necessary, although I admit I indulged often in online networks such as Dayak where recruiting fees are lower; and yes, I have a linked in profile, though it’s mostly bare bones. Where are others finding solid professionals?
I am wondering what type of compensation package the small commercial producers in training receive.
Many people have been laid off. Why not hire someone with years of experience?
Noting the obvious….
Bottom line you have 2 ways to go with sales people a) train rookies-invest $$s, train, monitor and hope you investment and training pay off or b) hire an experienced, PROVEN saleperson. Watch the non compete, will it hold? will the past employer fight it? houw much for the buyout. this article smells of pr for the headhunter to me.