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A GUIDE FOR MAKING GREAT DOMESTIC HIRES THAT LASTSince 2011, Aleksandra Kardwell has worked with hundreds of household employers, located in areas such as New York City, The Hamptons, Long Island's Gold Coast, Greenwich, Boston, and Palm Beach. In that time, she's had the privilege to help a wide range of families and individuals. Her clients have ranged from CEOs with ten-figure net worths, to Hollywood actors, to low-key individuals seeking peace, quiet, and a private lifestyle.Over the years, Aleksandra has learned a great deal about the needs of household employers, gaining an in-depth understanding of what works in domestic hiring. In How to Find, Hire and Keep the Right Domestic Professionals: The Household Employer's Guide to Hiring Great Employees Who Will Stay for Years, she shares her experience, insights from thought leaders in the staffing field, and findings from the latest employment research.This practical, hands-on book is filled with timely information and actionable advice to help you identify, hire, and keep the right people for your unique needs and preferences. Follow the advice in this guide, and transform your rate of success in household employee selection.

Underperforming salespeople are perhaps the greatest cause of frustration to sales executives and financial loss to business owners. The cost of hiring and keeping a bad salesperson can range from six to seven figures annually. To make matters worse, many companies waste money by trying to train sales skills in people who will never improve. Research shows that the most important factor for success is a salesperson's Drive - the inner fire that ultimately determines if he will thrive or fail. This critical trait is hardwired by adulthood, and cannot be improved with sales training. The job interview process must accurately evaluate Drive to identify future superstars and avoid underperformers. However, research shows that Drive is one of the toughest traits for interviewers to rate, and one of the easiest traits for candidates to fake. To make matters worse, many sales managers hire based on gut instinct. Thus, they are severely disappointed later. This book provides: * Psychological research behind the three elements of Drive * A valid hiring process for selecting top performers * Interview questions to accurately determine whether a candidate is driven