Kristen Szustakowski, ACC的动态

??Reasons to hire retail staff: ?? 1) We are experienced in task management, where we balance stock control, and general store cleanliness in between serving customers. 2) We are used to picking the most efficient and practical time to take breaks. 3) We are used to fast paced environments sometimes even changing every week. 4) We know how to present welcoming and quick customer service which is great for phone operating jobs. 5) We are experienced in having a thorough knowledge of our products, something that can be easily transferred to knowledge of services. 6) When we have a starting time, we will start at that time, sometimes even arriving early to make sure we start in time. 7) We have a lot of experience in dealing with difficult situations, often dealing with difficult customers and shoplifters in a calm and reasonable manner. 8) We are experienced in helping customers finding solutions to issues they’re having. So just because a staff member might not have experience in the industry you’re hiring for, I’m looking at you games industry, just think of all the things you might be missing out on! :)

Building a successful e-commerce business starts with assembling the right team. Your team is the foundation upon which everything else is built. Product, marketing, sales, operations - it all hinges on having the right people in place. When hiring, look for individuals who: - Share your vision and values - Possess skills that complement the rest of the team - Are adaptable and resilient in the face of challenges - Have a growth mindset and are eager to learn - Work well collaboratively and communicate effectively Get the hiring right, and you'll have a solid foundation for success.

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Most people think that hiring a salesperson will give them back time and freedom. It can...but it has to be done the right way. If it isn't, it will have the opposite effect. Why? Because people rarely think about the amount of time and work it takes to process those deals. Let's say you are doing 20 deals and barely managing them, so you hire someone to help with the sales. Now, you are doing 15, they are doing 15, and everything seems to be running amazingly until the deals need to be processed. Except now, the paperwork has doubled, and the more success you get, the harder it becomes to keep up. This is why it's almost always best to begin with hiring an admin person. They can get work off your plate immediately, and not only that but having a well-oiled business makes for a more appealing offer when you eventually start looking for a salesperson. Now that you aren't needed to process the payments, your focus can shift to closing more deals or growing your sales team. But this time, you get to be busy growing your business.

I read a job description recently and it almost made me want to apply. Check it out: ? Has a reputation for initiating ideas and programs presenting options, not just delivering what is requested; ? Has a strong appreciation and regard for the challenges, pressures and stress that continually surround an organization; ? Is politically sensitive and savvy but not political; ? Has a high level of curiosity. I am constantly asked about hiring a sales rep. Most of the questions have to do with where to look. This post addresses a different topic: What to look for. From the outside, does your company look like a place great people would want to work?

Good opportunity

We're getting a lot of excitement over the hiring for our new role. One common question is, what are we trying to do? Well, let's start by talking about pizza. Have you heard about a "Pizza Meter"? Story goes, sometime in the early 1980's a local DC Domino's (pizza chain) owner noticed that whenever some declaration of war or other major international event happened, deliveries of pizza to government offices and the pentagon soared. With this, he realized that he could "predict" major international events in the US based on how many pizzas were ordered. In NaPOLLeon, we call this the pizza effect--but it's really just clever regression and extrapolation, the kind that we all do everyday. Thing is, while big businesses can afford to pay for the kinds of localized data required to do extrapolation, SMEs can't--but need to. In fact, we think the need is all the more pressing in the age of digitalization. For example, a new clothing brand might need to decide where to base and launch, how to localize, what demographic to target, and whether sustainability/eco-friendly needs are a priority for the bottomline. A bespoke carpenter might need to decide which trade shows to go to. At NaPOLLeon, we hope to be able to answer these kinds of questions. Essentially, by extrapolating certain kinds of deductive data and customer responses, we hope to be able to say "X% in Y territory under Z conditions believe in A". Inferentially, this will allow businesses to overcome the uncertainty gap in spending. How will we achieve this? Well, the front-end--that's the secret part. Follow us to find out more.

A few of the open positions.

Hiring newbies with a positive attitude is better than hiring negative people with experience.

Discipline is a valuable attribute to have. Every industry needs it. Developing discipline involves consistent practice and creating habits that align with your goals. Start by setting clear, achievable goals and breaking them down into smaller tasks. Establish a routine and prioritize tasks based on their importance. Stay focused by eliminating distractions and holding yourself accountable. Over time, discipline grows stronger with repetition and determination. #discipline #practice