Is Your Company Strutting its Stuff?

Potential new hires are googling.  How does a company anticipate the results?

The dance of a male peacock is truly fascinating.  Blue iridescent feathers shimmer in a proud exhibit of splendid ornamentation.  Strutting back and forth, its wide arc of feathered beauty captivates.  This is nature’s version of full display.

In today’s information age, just like the majestic peacock, a company is on full display.   A simple internet search can reveal many pros and cons of employment.  How can a company determine if it’s strutting at its best to a potential new hire?       Read More

The Silent Treatment and other Job Rejection Faux Pas

You’ve been selected for an interview. Chosen among many qualified candidates, you feel strong and self-assured. Dressed for success, you present a determined handshake, solid interview answers, and polished resume. You leave the conference room with head held high, giving only a fleeting glance to the row of candidates seated outside.

And then, you wait. You write a thank you note. Turn the ringer up on your phone. Check your email to make sure it’s updating properly. Interview responses churn in your mind until doubt slowly dampens your hope.       Read More

How to Recruit and Hire Confident Employees

We can all recall the day we learned to ride a bike. It seemed an impossible task to our six-year-old selves. You want me to do what, Mom?” On just two skinny wheels, Dad?

It may have taken you months to become “ready.” Stumbling, skinned knees, riding only a few feet at a time. Practice. Practice. Practice.

Until…the day it became easy. Remember that day? Streaming down hills, no hands, wind in your hair…
The day you learned to ride your bike, you conquered something you once thought impossible. And overcoming challenges- whether it be in sports, relationships, or business– builds confidence.       Read More

What is “Employee Brownout”?

It’s tough to retain employees in the workforce today. We’ve all heard the common phrase, “employee burnout”. It’s when employees become disengaged, overwhelmed, and ultimately leave to pursue something new. It comes quickly. It can be predicted based on poor work performance, lack of motivation, and clear disengagement with their job.

But did you know there’s something referred to as “employee brownout”? Dr. Travis Bradberry explained that brownout is when “interest in their jobs slowly dissipates”.  On the surface, an employee may seem perfectly fine: they put in the hours, work hard, and continue to contribute to the team.       Read More

The Key to Getting Results

Key to Getting Results

Einstein said, “Insanity is doing the same thing twice and expecting different results.”

In today’s environment, hiring can be a complex process. Sometimes it can be overly complicated to the point that you may not be sourcing qualified candidates and find that you’re consistently revisiting filling the same positions. That is the definition of insanity!

To rephrase what Einstein said, “every system is designed to get the results you get.” So, is your system productive?       Read More

Hiring in the Digital Age

Generations to come will be digital natives and even hiring practices are becoming more digital. One out of two working-age adults in the United States have registered for websites centering on hiring liked LinkedIn and Career Builder.

Today’s job seeker can see opportunities everywhere. If you have an opening and take too long to respond or make it difficult to apply, they’ll quickly pass it up for another job opening.  This is only the first problem many employers are experiencing with the digitalization of the hiring process.       Read More

The Entrepreneurial Mindset

Today, to grow your business further and faster, you need to have an entrepreneurial mindset.

Entrepreneurs are successful at growth. They are constantly growing in three different areas: strategy, execution, and mindset. Each element is important as success lies at the intersection of these three.

  1. Strategy– Too much focus and attention on the wrong stuff creates wasted energy. Entrepreneurs take time to learn, understand, and internalize what will create success.
  2. Execution– Entrepreneurs are highly successful at working hard and also working smart.
  3. Mindset– This is the hardest to understand. Mindset is what internally motivates you.

Entrepreneurs are successful because they know who they are, what they are capable, and what they deserve- and they aren’t willing to settle for less resulting in successful behaviors.

Most people will lack one of these skills. The trick is to surround yourself with people that can elevate the skills we are lacking.       Read More

The Art of Rejection

Whether it’s a prospective candidate or current employee, rejection isn’t easy. We’ve all felt rejection at one point in our life, and it often feels like a swift punch to the gut. Rejection in Latin means “thrown back”. When we are rejected, we can feel pushed back in the opposite direction of which we thought we were headed.

The reality of life is that rejection will form a part of it.

It is even harder to be the “rejector” over the “rejectee”.  But there are a few ways that we can soften the blow and keep the relationship intact. You never know – the person you rejected may be someone you need further down the line.       Read More

Reasons Companies Hire the Wrong Person

No business owner wants to hire the wrong person for the job. Deciding on a recruiting method, whether it be internal recruiting or seeking an external search firm, can be daunting with the amount of choices available.  In the end, hiring the wrong person can cost a company thousands of dollars in wages and training time.

“80% of employee turnover is due to bad hiring decisions.” – The Harvard Business Review

What is the general culprit for poor hiring decisions? Recent studies have found, besides poor job performance, the culprit in poor hiring lies in a poor skills match- or a disparity in the candidates’ skills compared to the job description.  The job description is a critical document that needs to formally detail responsibilities, skills, and competencies a hiring manager seeks.       Read More

Recruiting Recipe – 10 Key Ingredients

Many of your recruiting headaches can be alleviated with a well-designed process. Similar to following a popular recipe, if you properly prepare and have the right key ingredients, you’ll likely achieve a desired outcome.

“Prep things in advance so that you don’t have to cook everything at the last moment.” – Wolfgang Puck

Here are 10 key ingredients for a successful recruiting recipe:

  1. Make sure the candidate experience reflects your brand. Develop a process for handling replies to application, feedback from interviews, milestone dates for the interview process and a fill by date. Reply to EVERYONE, even those who are not a fit.
  2. Courtship is important. Many candidates have options in this economy and they will gravitate towards the organization where they feel “Desired” or “Wanted”.
  3. Make sure the job description accurately reflects the position and responsibilities. Get consensus with the managers and departments this position interacts with.
  4. Confirm compensation is “current”. This is imperative for any organization. If the salary structure gets out of sync with the overall labor market, a company may find itself paying employees too much and needlessly increasing operating costs; or paying employees too little and having difficulty attracting and retaining talent.
  5. First impressions are important. Be mindful of your interview process and how it is perceived by your target recruits. Have a brief introductory call to explain what the interview process will look like.  Upon hire, assign a mentor or buddy. Have a checklist of everything they will need on their first day: computer, email, business cards, documents needed for processing paychecks, etc.
  6. If possible, choose a title that will attract the right level of experience. Candidates are attracted to opportunities that could lead to the next logical step in their career.
  7. Know your niche and likely targets. Look at sites like LinkedIn to identify competitors that employ your target candidates. When looking at profiles, consider their prior employers, look at relevant groups. Look at industry specific job sites like or CareerBuilder. You can also consider recruiting firms that support your industry.
  8. Follow up. Candidate’s situations frequently change beyond your knowledge. Develop a process to follow up with your target audience to make sure your position is known by as many potential fits as possible.
  9. Know your strengths and acknowledge your weaknesses. Ask yourself the question: why would highly qualified candidates want to come here and work? What makes your company any different from your competitor down the street?
  10. Avoid an offer rejection. Confirm what the candidate is seeking before you make a “formal offer”. A consultative pre-close conversation can save you time in back and forth negotiations. Don’t forget about counter-offers.

No matter how great your technology and services are, your company will need people to ignite the ideas and passion that can help it reach its full potential. As executive search experts, we’re passionate about helping companies achieve their organizational goals.       Read More