A Quote by Steve Wynn
We recruit our people for personality. We look for the people person, with innate warmth, sweetness, and intelligence. These are the people who are sending your message out to the customers and potential customers, so we recruit for personality first and foremost.
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The Democrats have to do what he did when [Rahm Emanuel] was chairman of the Democratic House Campaign Committee, recruit veterans, recruit football players, recruit business people. And I think that's what the job of the new party chair has to be.
Your number one customers are your people. Look after employees first and then customers last.
If you look at our customers, our customers tend to be really high-end people who make big, sophisticated systems.
If you ask who are the customers of education, the customers of education are the society at large, the employers who hire people, things like that. But ultimately I think the customers are the parents. Not even the students but the parents. The problem that we have in this country is that the customers went away. The customers stopped paying attention to their schools, for the most part.
The easiest way to figure out who the customer is in an online space is to figure out who is paying for the thing. Usually, the people paying are the customers. So on Facebook, the people paying are marketers. That makes them the customers. And it means we are the product being delivered to those customers.
The first thing to look for when searching for a great employee is somebody with a personality that fits with your company culture. Most skills can be learned, but it is difficult to train people on their personality.
Often people say they can't base their strategies on customers because customers make unreasonable requests and because customers vary too much. Such opinions reveal serious misconceptions. The truly outside-in company definitely does not try to serve all the needs of its customers. Instead, its managers are clear about what their organization can and should do for customers, and whatever they do they do well. They focus.
Twenty years ago if you provided someone with horrible service, it may take weeks or even months for the word-of-mouth message to get out to 15-20 potential customers. Today, with social media, thousands of potential customers can learn about horrible service within hours, minutes or even seconds after it happens.
Sometimes there are customers who get in difficulty because of situations that are out of their control. These are customers with genuine needs, and the role of the bank is to accommodate these customers, and there is a real need to reschedule the loans of these customers.
Having been in the restaurant business, our job in the restaurant business is to be responsible for our customers' happiness. It's the nature of the hospitality business. You need to take care of people. You take care of customers above all others. Customers are your lifeblood.
When I used to recruit in college, my sole job was to out-recruit what I had. And if I did that, I knew we would grow and be successful.
If you provide enough value, then you earn the right to promote your company in order to recruit new customers. The key is to always provide value.
We have to broaden our appeal to more customers than simply high-end customers. We have to understand that, in the aggregate, there are fewer customers out there, so we have to appeal to them all.
What happened in the past can help you know what's going to happen in the future. That insight brings a next level of intelligence not just to sales and marketing but to ERP, where you can save more money in procurement or figure out whether the people you recruit are going to be successful in your organization.
I would say that I have an aspect of my personality which is that I have no personality. That's why I work as an agent. I have the assumed personality of the people I represent. I am like a sponge.
I don't recruit against Nick Saban. I recruit for the University of Georgia.
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