Like virtually all the other personnel-management-related activities at LearnInMotion.com, the company currently has no organized approach to interviewing job candidates. Three people, Jennifer, Pierre, and Greg (from the board of directors), interview each candidate, and the three then get together to discuss them. Unfortunately, they usually reach strikingly different conclusions. For example, Greg thought a particular candidate was “stellar” and would be able to not only sell, but also eventually assume various administrative responsibilities to take the load off Jennifer and Pierre. Pierre thought this particular candidate was hopeless: “I’ve been selling for eight years and have hired many salespeople, and there’s no way this person’s going to be a closer” is the way he put it. Jennifer, noting that a friend of her mother had recommended this particular candidate, was willing to take a wait-and-see attitude: “Let’s hire her and see how she does” is the way she put it. Pierre replied that this was no way to hire a salesperson, and, in any case, hiring another administrator was pretty far down their priority list, so “I wish Greg would stick to the problem at hand, namely hiring a 100 percent salesperson.”
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