This is “Why” we do what we do.  It’s not about the money, it’s about the people.  We truly believe we as recruiters and headhunters have the amazing opportunity to change people’s lives, both our client, their current and future employees, and the people we help find a position.  Our recruiters and headhunting team has received praise from client and candidates alike and well, that get’s us excited.

We believe in “Being Different”

This is our mission, we never settle to the status quo, we continue to ask why, and improve upon others who have gone before us.  We don’t believe we have competition, we have reinvented, redesign, and vastly improved the way organizations find talent quickly.

To do business with companies who believe, what we believe.

Our goal has never been a one size fits all, we’re admittedly not for everyone.  We are exclusive, more expensive, and are willing to turn down the wrong client.  The clients we do partner with stay longer, are more satisfied, and believe in what we do, and we believe in them.  90% of all client partners over the past two years have continued contracts, and/or conducted multiple searches.

The post About Airo- Vision, Mission & Goal appeared first on Airo Inc..

Entrepreneurs are self motivated, extremely persistent individuals.  They don’t need you, they work for themselves.  They will outsell, out work rock stars in the short term but will never be satisfied.  You can’t pay them enough, you can give them enough, you can’t satisfy them and they will eventually move on and leave you standing in the dust.

An entrepreneur will tell you how to run your business or won’t and worse just move on.  You’ll never be able to keep an entrepreneur on your team for long, they will move on to your competition for an extra point of their commission or will go start there own company.  In my experience entrepreneurs are NOT the individuals you want to spend your time with, and beware that if you hire one you are opening yourself up to training your competitor how to run their business.

40% Of The work Force Are Rock Stars

Rock stars have an amazing work ethic, they want to produce quality results, and sincerely care about about both company and customer.  They have morals, high standards, they can be very loyal and don’t put up with crap.

Rock stars are loyal, they want a place to call home, they want to work for an organization that cares about who they are not only what they can produce.  They will buy into the company only to the extent the company buys into them.  They don’t work for the money, although it helps, they work for themselves, the company and for others.  They need feedback, appreciation, and most important of all the plan and exactly how you want them to do it.
Rock stars are amazing team members, but they they will never outgrow, outwork, or outperform their leader.  They need your motivation, your direction, and your buy in.  Unlike the entrepreneurs, rock stars are worth investing into, the more you invest, the more return you receive.

50% Of The Workforce Are Just Employees
I once heard the definition of an employee is: “someone who arrives late, leaves early, and steals while they’re there.”  Employees punch the clock, watch the clock, and punch out.  They don’t care about you, they hate what they do or just don’t care.  Employees are not bad people, they just don’t fit in with a quality team.  You don’t want employees!  They’re a drag.

The post The 10-40-50 Rule appeared first on Airo Inc..

Two ears to one mouth, make sure the candidate talks twice as much as the interviewer.  Don’t let the interviewee start interviewing you.

Keep asking questions – Dig into things a little, ask:

What they made last year?

How much they brought-in in sales?

How they got their business?

Why they are looking for a job right now?

What would be your ideal position?

Keep things short and simple – Briefly touch on why your company does what it does, what you stand for, & your company philosophy.

Focus on the good – Bring up your company’s successes and why you’ve been successful.

Tell them what you expect of any rep you hire – Work ethic, how much they should be selling monthly, etc.

DON’T

Don’t focus on the negative – Don’t bring up your previous employees, previous problems, etc.

Don’t discuss compensation in your first or second interview.

Don’t offer an offer of employment in your first interview.

The post The Do’s and Don’ts of Interviewing appeared first on Airo Inc..

2. Character Flaw - Integrity problems like stealing, addiction, or drug use. (Immediate Firing)

3. Policy - Anything predetermined as “against company policy”, must be written and signed.

4. Personal Problems - Personal problems are bound to arise.  What will you do when they happen and what will you tolerate?

5. Leadership Failure - This means anything ranging from under performance, to someone who should’ve never been hired in the first place, or lack of training, lack of motivation, and lack of clear direction.

Never surprise someone with termination, give them every opportunity to change, so they have a chance to stay on the team. Communicate the problem clearly and help provide the solution.

The post The Five Reasons to Let Some Go appeared first on Airo Inc..

The post People Don’t Buy What You Do They Buy Why You Do It- Video appeared first on Airo Inc..

The post The Surprising Truth About What Motivates Us appeared first on Airo Inc..

The post Funny Interview- Must Watch appeared first on Airo Inc..

NOTE: Some individuals stated more than one reason for leaving.  These percentages DO NOT add up to 100%.

1. Stability (54%)

Security, Compensation, Trust in their leader & company, Clear communication of vision

2. Sought new challenges or opportunities (30%)

Are they being challenged? Do they have a clear picture of what could be? Point B

3. Ineffective leadership (25%) & Poor relationship with manager (22%)

You. How are you doing as their leader?  What can you improve? Do they see you are improving? Are you serving them?

4. To improve work/life balance (21%)

Proper Expectations: Understanding they need family time, Understanding the law of priority

5. Contributions to the company were not valued (21%)

Do they feel appreciated? Are they motivated to help the company?

6. Better compensation and benefits (18%)

The average roofing salesman makes considerably more than the average salesman.

The post The Top Six Reasons For Employee Turnover appeared first on Airo Inc..

The cost of a mishire is seldom an item on your balance sheet.  When you take into consideration advertising, basic training, the time of the trainer, the expenses attendant to the trainee’s early development, the cost of developing prospects, and the administrative support which attends these costs, the investment in the recruit becomes sizable.

A sales force may be subject to turnover due to the retirement, burn-out, or relocation of salespeople.  While that is a given, a large majority of salespeople “turn-over” because they were a mishire.  A home improvement sales force operates in a complicated environment with the need to sell customers on a short cycle.  In-home selling requires that a salesperson competes with others selling what is often perceived as the same product or service at lower prices.  So how do you grow a sales organization while reducing mishires?

Let’s take a look at the 12 Immutable Laws for Hiring Salespeople.

1.  Hiring the right salesperson takes twice the time you expected and much more time than you have.

2.  Self-starters – seldom do.

3.  After numerous interviews or few applicants, less qualified candidates look better.

4.  The ideal candidate – usually isn’t.

5.  The majority of resumes received seldom match the job description in your ad.  The best resumes are frequently a product of creative writing and vivid imagination.

6.  The best candidate for your job is probably already working for someone else.

7.  “What ever happened to what’s-his-name?” is the sequel to last year’s great hiring story.

8.  The true cost of “mishires” doesn’t show up on your P&L.

9.  Your “gut feelings” work best when they indicate it’s time for lunch, and seldom when it comes to choosing the best candidate.

10.  Unless the interviewer has been trained in the recruiting process – mishires become the rule rather than the exception.

11.  Poor performers seem to surface too soon after the draw or training guarantee expires.

12.  A candidate’s true behavior is usually masked during an interview and can be discovered either by a behavioral profile or by disappointment after training has been completed.

Eliminating mishire is next to impossible, but you can reduce them significantly by following a sound, structured hiring system.

The post Thoughts on Hiring Sales People appeared first on Airo Inc..

The One Minute Manager by Ken Blanchard

EntreLeadership by Dave Ramsey

Start With Why by Simon Sinek

The 21 Irrefutable Laws of Leadership by John Maxwell

The EMyth Revisited by Michael E. Gerber

Death By Meeting by Patrick Lencioni

Outliers by Malcolm Gladwell

The Power of Habit by Charles Duhigg

The No Complaining Rule by Jon Gordon

Drive by Daniel H Pink

A Whole New Mind by Daniel H Pink

Sales:

To Sell is Human by Daniel H Pink

The Energy Bus by Jon Gordon

The No Complaining Rule by Jon Gordon

The Five Temptations of a CEO by Patrick Lincioni

Marketing:

Purple Cow by Seth Godin

Tribes by Seth Godin

The Big Moo by Seth GodinFailing Forward by John Maxwell

The Tipping Point by Malcolm Gladwell

The Power of Habit by Charles Duhigg

Crossing the Casm by Geoffrey Moore

Inside Apple by Adam Lashinsky

Just for fun:

Freakonomics by Steven D. Levitt, Stephen J. Dubner

What the Dog Saw by Malcolm Gladwell

The Total Money Makeover by Dave Ramsey

Blink by Malcolm Gladwell

The post Recommended Reading appeared first on Airo Inc..