The Center for Sales Strategy Blog

Finding the right person for a job is challenging, especially with other responsibilities on your plate. Rushing through the process and taking shortcuts can lead to costly mistakes. A poor hiring decision can be expensive and difficult to reverse. Worse, once you part ways with a mismatched hire, you’re back to square one, facing the same urgency as before.

Consider this: if you don’t have the time to do it right now, when will you find the time to do it all over again? To avoid wasted time and frustration, getting it right the first time is crucial.

Succession planning isn’t just a buzzword—it’s the cornerstone of survival. Identifying and developing future sales leaders ensures an organization's long-term health.

Remember, effective succession planning is not just about filling positions but also about fostering a culture of growth and preparedness that aligns with the company’s long-term strategy and goals. It’s a strategic process that ensures leadership continuity, preserves organizational knowledge, and contributes to overall business resilience.

Unfortunately, succession planning is also often set aside or even forgotten. Makes sense. It’s easy to get caught up in the here and now and fail to put plans in place for the future when your leaders leave. But it’s a big mistake!

Attracting the brightest minds and best talent has become a fierce competition for organizations across all industries. However, conventional recruitment methods often fail to captivate potential candidates, leaving them disengaged and unmotivated. It's time to shake things up and inject some excitement into the hiring process.

Enter gamification—the art of blending game-like elements into the recruitment experience. By incorporating interactive challenges, immersive simulations, and creative quests, organizations can pique the interest of top talent while making the journey of finding the perfect fit an exhilarating adventure.

Gamification transforms the once-dull task of recruitment into an engaging and enjoyable experience that resonates with today's candidates.

In the travel industry, you want to be a “destination of choice,” meaning you are highly preferred or sought after by travelers for your attractions, amenities, and experiences. As an employer, you want the exact same thing.

But what does that mean for you? How can you be a destination of choice?

Remember, beauty is in the eye of the beholder. While one person might seek the rich history and cultural landmarks of London rather than the commercialization and street vendors of New York’s Times Square, another might be looking for a bustling, exciting experience and jump on a trip to New York. London and New York have very different brands.

In the “old days” (5 years ago), hiring a new employee meant meeting them in person, shaking their hand, and conducting a live interview.

Today, that’s not always possible.

For many, remote and hybrid models are becoming the norm, which means leaders must adapt their recruitment strategies to meet the unique challenges and opportunities these environments present.

Here’s how leaders can fine-tune their approach to attract and assess top talent effectively.

Have you ever felt like being a manager is a lot like juggling? And right when you think you’ve got all the balls in the air… whoops!

When it’s the sudden departure of a top performer, it can make you literally drop everything!  

So, what can you do?

How we work and live has changed in unprecedented ways over the last few years. We have experienced both the benefits and the challenges of remote, hybrid, and return-to-office work models, and most have strong opinions and preferences on the subject.

You know the feeling… a position on your team suddenly comes open and catches you off guard without any promising candidates in sight. You stir up a tornado of job postings, resume reviews, and hopeful prayers that the perfect candidate will miraculously appear… and you feel completely overwhelmed.

Here’s the good news. You can change this!