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The hiring manager is often undervalued, because the recruitment process is so complex. Not many realize what it takes to find qualified talent or how to develop a meaningful hiring process that proves itself over time. Likewise, Human Resources can also go unappreciated for their role in employee retention and/or turnover ratios. Yet, together, these two forces make all the difference in the world.
Together, they drive successful employee relations by making sure all pieces of the puzzle fit together perfectly. They stand for peace and organization within the company. They act as the intermediate between departments and identify the daily needs of the workforce environment. They analyze operations and implement strategies for improvements to performance, productivity, and the effects of daily workforce activities. They save us on the costs of training, retraining and recruiting for each position. They keep our turnover low and our employees happy.
Without a great hiring manager turnover can increase. Without effective human resources, the sales force can diminish. We can lose our sense of company morale. Our teams won’t be as effective.
How do we combat this? How can we understand what makes the sales team tick like a Rolex watch, smoothly turning out sales without hesitation? It starts with an aggressive hiring process and a cycle that leads to long-term positioning across-the-board.
Let’s take a look at the sales force, for example, and find out the top 5 reasons why sales team members often quit. This same model can be applied to most other positions within the organization. Because sales departments churn out the highest rates of turnover, we decided to investigate this a little bit further.
READ THE FULL ARTICLE ON DISCINSIGHTS BY PEOPLEKEYS
