How to Recruit, Hire & Retain Great People
Dr. Kerry Johnson
If you are like many top professionals, you are likely to spend 90% of your training time learning about the technical issues of your job. Only 10% of your training time is spent learning about people. Yet 90% of what you do everyday involves dealing with people and 10% concerns technical matters. This boils down to the fact that many of those involved in management and running business’ are good at managing things but poor at picking people. Worse, managers tend to screen out the bad hires without knowing how to select great people. Management Magic is focused toward helping managers become more productive by hiring the right people in the first place and retain the great ones.
Recent psychological research has uncovered powerful yet easy to use techniques that will help professionals and leaders build their business’ by selecting the right people. These studies, based on work done at the University of California at Santa Cruz, suggest that the ability to select and hire great people is the most important skill a leader can have. Picking bad people will stunt or kill a business. Yet recruiting great people can quickly grow a good company. It is impossible to build a business without possessing the skill to hire great people. It is the prime reason why a select few achieve peak performance and high productivity from the people who work for and with them. There are step by step techniques available to give leaders the skills necessary to hire the right people and lead people the way they want to be lead.
The benefits you’ll receive from this program:
- How to read between the lines during the interview.
- The 3 key questions you should ask any candidate.
- Where to go and what to do to recruit great people.
- How to assure future performance.
- How to use key tests to take the guesswork out of selecting people who will produce.
This presentation will give the attendees ideas which they will be able to put to use immediately and for the rest of their careers.
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