With its help, each goal can be written down into small daily actions for each specific specialist. Step by step, this is done as follows:
Set a profit target.
Based on this amount, you calculate the revenue.
Estimate (based on the average check) the number of transactions required to receive the planned cash flow.
Based on the overall conversion, you determine the number of leads.
Analyzing the same, but internal indicator (from stage to stage), you see intermediate data on the number of actions.
A simple example of how this overseas chinese in usa data might look in practice is that in order to earn another 300 thousand rubles on top of the profit, you need to:
prepare and send five invoices;
call 50 clients again;
send out 100 commercial proposals;
make 1000 initial calls.
Next, compare these numbers with your own indicators and existing industry standards. And then it will become clear how many and what kind of employees the company needs.
Methods of searching and hiring personnel
It is clear that each person is looking for a better place to work, and any employer is interested in hiring smart specialists, goal-oriented and with a high sense of responsibility. There is nothing surprising in this, because a company is assessed not least by its employees, thanks to whom the business can prosper or go downhill.
Methods of searching and hiring personnel
Any organization at one time or another has to deal with issues of personnel selection and hiring. This is the work of the relevant department or specialists (if there are any on staff). Usually they study already proven resources with a large number of announcements for a wide variety of professions.
In particular, these are the following sites:
special job search sites;
social networks;
recruitment agencies.
Of course, there are other search options (besides the three classic ones mentioned), you just need to know how to use them.
They are not the most popular, but they can also be effective:
The company's own official website. It is specially created with a section called "Vacancies" or "Wanted". Here, each applicant can view available vacancies, if they want, they can leave their resume, fill out a questionnaire, take an online test, etc.
Sites where vacancies are published. Incidentally, it is on them that employers most often look for personnel.
TV broadcasts. Depending on the company's capabilities, you can display the ad as a running line, or even make a video advertisement.
Organizing an Open Day , during which you can tell a lot of good things about the company and find a candidate for the vacant position.