Tuesday, December 22, 2015
The very backbone of companies is their workforce. This is why it is essential that you have the right workers to do the job for you. There are a lot of problems and issues that can occur when you are handling the hiring process yourself. Not only do you have to put out your own ad to find an employee, but you then have to go through the ordeal of interviewing, doing background checks and trying to figure out if the person interested in the position is really the best candidate. In sales, you need to move fast but you also make sure that who you hire will not just be a liability. If this seems like a confusing task for you, it might be time for you to look into placement agencies in San Francisco that work to provide companies with the right workers. These agencies provide specialized services to recruiters and companies. The placement agency does all of the heavy hiring work for you. Basically, they will run the ads for you and interview viable candidates.
Monday, October 26, 2015
All over the world, including the United States, more companies are looking for tech workers. Job seekers, however, are opting for openings in a few key hubs. If a recent study among job seekers hold true, most of them are more likely to look for jobs in San Francisco, among many others. Growing Preference for Jobs in San Francisco San Francisco is among the four most popular tech destinations, including San Jose, Seattle, and Austin. A recent study also uncovered that job seekers are 3.6 times more likely to look for jobs in these four key hubs, and their preference for these cities has been seen to grow during the past few years (back in 2013, job seekers were merely 3.3 times more likely to search for tech jobs in these four cities).
Saturday, October 24, 2015
As a San Francisco business owner, you’re focused on profit. The main way to earn money is to sell your services or products. It isn’t easy, though; it takes a lot of planning and dedication to get your sales to meet the numbers that you want. This is because your monthly sales only reflect 1/12th of your yearly sales, which means that if you don’t hit your numbers in the first quarter, they can domino into the following months. Planning your sales only in January means the actual effects will happen in the middle of the year. To get great results, you’ll need to start preparing for next year now and one of the essential things steps in that is creating a skilled sales team.
Thursday, October 22, 2015
Openings for various tech jobs in San Francisco and elsewhere dot both the virtual and real-life employment marketplaces. Among these jobs, perhaps one of the most in-demand is software development, especially at a time when average Silicon Valley bigwigs try to get some of the best developers on board whenever possible. The problem is, not a lot of recruiters actually know what to look for in a potential software engineer hire. Fortunately, there are qualities that separate good programmers from great ones, and a few of them are described below.
Tuesday, October 20, 2015
When companies are in need of filling up their vacant sales rep slots, they resort to matching candidates up with specific qualities and competencies they deem required for the job description. Sadly, not a lot of companies are in tune with what they really should look for, according to Hubspot.com contributor Kristi Hines. Traditional sales jobs in San Francisco and other cities require a special breed of people, and if good sales reps have proved scarce for you, then your criteria for hiring probably needs an update.
Wednesday, August 19, 2015
Every employer knows just how important it is to match the right applicant to the right job, particularly in the field of technology. Many businesses today are so reliant on technology and it would be costly to bring in the wrong employee in your company. You’ll have to go through the process again if you get it wrong and lose precious time and resources. As an employer, you should ask yourself if your hiring process is attracting top-quality employees and what you can do to improve it. Here are some of the measures you can take to ensure your company’s quality of hire for tech jobs in San Francisco.
Tuesday, August 18, 2015
A salesperson is every business’s frontline: Getting the wrong one to face your prospects means the game is over right at the first encounter. Sales jobs in San Francisco are often perceived as very competitive, where success is reserved to only the skilled and the lucky. Thus, despite being one of the highest paying jobs, its applicant pool isn’t as generous—at least, concerning the truly talented quests. Finding a good salesperson is challenging enough for huge companies with complex recruitment processes, let alone smaller and startup businesses that don’t have adequate hiring background.
Wednesday, July 15, 2015
There’s no denying the current domination of men in the tech industry. In recent studies and diversity reports, an average of 30 percent of people working for the world’s largest tech companies around the world are women. Although most tech companies are finding ways to add more diversity to their roster of employees, the fact remains that the tech industry remains male-centric for now. This does not mean, however, that women looking for tech jobs in San Francisco and elsewhere should be discouraged from applying in a seemingly male-centric industry. For one, they are an indispensable force to be reckoned with and can lead a company to success as well as any man.
Tuesday, July 14, 2015
When you’re looking to hire for sales jobs in San Francisco, you’ll want to hire the best. In the past, when employers are tasked to fill up positions in their company, they looked at the skills that a potential employee brings to the table. Plus, the usual job description has a list of skills that a person should have when applying for the job. The problem with that is having skills doesn’t mean that a person can deliver results. This is where performance-based hiring comes in. Performance-Based Hiring Performance-based hiring is focused on the idea that instead of looking at a person’s skills, you look at his track record. For example, in the traditional job description, you’d look for someone in a specific field and list the skill requirements you need, such as several years of experience in a job and certain trainings.