• zach
    Keymaster
    Post count: 1

    You can’t go wrong when you are passionate about something. No matter how large or great the obstacle, passion always rises to the occasion. Without passion, life can become monotonous. We all should strive to run a business that’s driven by passionate individuals and leaders. When someone is passionate, they care more, they work harder and go further, faster.

    Finding the right employees for the right position is fundamental to combining passion to the positions role. There are four main documented personality types, however humans are highly individual and have personalities that are as unique as they are. People like to work on different types of projects, work differently, learn and perceive differently. So finding the right person for the right position can be challenging. One resource I’ve used in the past with success is the DISC personality profile. You can Google it and find many online resources to get the test. Here is a free one I found.

    http://discpersonalitytesting.com/free-disc-test/

    The DISC test was created by psychologist William Moulton Marston, which centers on four different behavioral traits called: dominance, influence, steadiness, and compliance.

    Ultimately, I think the best way to get a feel for a potential employee is meeting them face to face. Nothing can replace getting to know someone one on one. I typically hold more than one interview and set a time for the interviewee to contact me. If they are late, or forget to contact me at the specified time, then I know to not consider them.
    If you want some good ideas on finding new prospective employees in Colorado, you should check out http://www.craigslist.org, http://www.Indeed.com, http://www.monster.com and http://www.linkedin.com!

    What does finding the right employees have to do with networking and lead generation in Denver? Everything! Great employees can help find other great employees. Great employees are passionate about your business and typically have higher productivity rates than mediocre employees. Members of The Denver Leads Group can also actively network to help fill positions that are needed and post jobs on the forums. A perfect employee will not only perform job duties exceptionally well, but they will also refer new clients and help grow the quality employee base.

    Finding the right team players sometimes takes the right company protocol. Incentives drive action. It is as simple as that. One huge driving factor in productivity rates, is financial compensation. By establishing programs that are turn-key, in which referring new employees and customers is easy for existing employees, companies can increase the efficiency of multiple critical company metrics.

    I have seen some pretty impressive bonuses for making referrals. Getting creative to make the referrals automated is essential. QR codes are a great way to drive landing page traffic and get a message across to the target audience. When you combine direct mail with strong call to actions and QR codes that go to a website, you can experience higher conversion rates. All too often I see advertising pieces that don’t even have a website or QR code. Its mind boggling the marketer wouldn’t want to be more efficient with their marketing dollar. I typically won’t even do business with a company without a website!

    If you have been looking for a leads group in Denver, you should get in touch with us and come to a meeting. We’re currently looking for new members who want to contribute to our fun networking group for Colorado business professionals. Network marketing is the future and can help grow your business. Continue to be passionate, creative, innovative and efficient! We look forward to hearing from you!

    • This topic was modified 2 years, 6 months ago by  zach.
  • Joe Ballard
    Post count:

    Hi Zach,
    Thanks for the post! Great info.
    I have had problems finding strong employees in the past. What are some of the tactics you use when you are interviewing and recruiting? I need help finding the quality employees that stick around longer than just a couple of weeks.
    Thanks,
    Joe

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