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.

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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 your compensation is in line with current industry norms. What was attractive in 2010 is most likely not attractive now. There are many resources available that track salaries. Recruiters who have filled similar positions are also good resources.
  5. First impressions are important. 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. Titles vary dramatically. To attract the right caliber of candidate, choose one that prospective candidates will find equally or more attractive than their current title.
  7. Know your niche and likely targets. Avoid marketing to unqualified candidates by identifying a target audience that employs your preferred profile.
  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. Candidates do a lot of homework before they interview and they know how to find any “dirt”. Alternatively, it’s quite important to market the reasons the best candidates should consider working for you.
  10. 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.

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.

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Are You Proactive or Reactive?

There are two different leadership styles that are prevalent in the workplace: proactive and reactive.

These strategies differ in the way they tackle management problems and their approach towards planning.

Motivational speaker Craig Harper explains it best: Reactive is, “I’ve got massive chest pain and pins and needles down my arm. Maybe I’ll go to the doctor.” Proactive is, “Even though I have no symptoms, I want to live a long, healthy life so I have embraced the lifelong habits of healthy eating and regular exercise.”

Proactive management is a strategy that plans for the future. A proactive leader recognizes potential problems and focuses on preventing them before they arise. They also believe in envisioning the future and working towards achieving it.

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Earn Your Employees: Increasing Employee Engagement

The term “employee engagement” has been thrown around the workplace for years. The Gallup Management Journal reported that employee engagement has barely budged the last couple of years. Statistically speaking, only 32% of the workforce are involved, enthusiastic, and committed to where they work. That means 68% of the workforce is genuinely disinterested with their job.

How does that effect the success of business, job turnover, and the workforce? Greatly, especially in a job market where employees are constantly on the lookout for better opportunities, better perks, and overall better jobs. Employers must work even harder to keep their employees.

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Recruiting the Emotional Intelligent Candidate

For years, many people associated having a higher IQ with a person who outperformed others mentally. People with higher IQ’s have indicated a better ability to learn and understand than lower scores. As an employer, there’s no doubt that we want smart people working for us.

But anymore higher IQ’s aren’t the only factor contributing to success. Emotional intelligence (EI) tests have shown that people with average IQ’s outperform those with higher IQ’s throwing a curve ball to the assumption that IQ was the sole source of success.

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The 5 Keys to Success I Learned from my Father

Looking at my resume, it wouldn’t seem like I’ve had one career interest- my jobs have ranged from running political campaigns, managing multi-million-dollar retail stores to personal training. In the last fifteen years in the job market, you could say I’ve done my fair share of “career experimenting”.

Despite my tumultuous progression in career, I have succeeded in most, if not all my careers. I’ve built companies and people, and attribute my success to the lessons I learned from my father.

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Recruiting Millennials

Recruiting Millennials in the New Year

As we embark on a New Year, many people are embracing change. It could be a change in their everyday habits like losing weight, or most pertinent to the recruiting industry, a change in job. The U.S. Bureau of Labor Statistics reports as of November 2016, 5.5 million jobs were open, up 17% from two years ago. [i]  Candidates now have the upper hand in the job market, not employers. This makes the recruiting process more complicated than ever. Thus, it’s harder to attract and hire highly-skilled professionals that are willing to stay for the long-run.

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Do You Require Your Employees to Repay Bonuses?

Sign-on bonuses can entice candidates to take a second look at your openings, but if the candidate decides to leave before the terms of the bonus are met, insisting on a bonus being paid back can have a detrimental effect.

Candidates Read the Fine Print

You can rest assured that most candidates on the current market are educated about the sign-on bonus and the potential inconvenience of having to pay it back if they move on sooner than anticipated. In the mobile culture we are currently experiencing, candidates are somewhat anticipatory about the potential for a future move just around the corner. If your sign-on bonus terms are too long, that is not less than the two-to-three years of a candidate’s move cycle, there’s a good chance your perfect hire might look twice. Examine closely whether or not having the perfect hire who can really grow the organization in the 18 months they’re there is worth the $25,000-$50,000 to get them there.

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Why Tenure Isn’t What It Once Was

Thirty or 40 years ago, people would find a good job and stay for many years, and then retire from that company. In today’s modern culture on the move, it’s not uncommon for candidates to stay at a position for two-to-three years and then move on for many reasons.

Resume Building

Candidates today are very aware of limited education funds being poured into some positions. In order to increase their skill set and show and advance in responsibility, they move to a new position. Depending on the industry, the companies involved, and how ambitious the potential hire is, this could mean tenures of two-to-three years in certain positions. More technical positions often mean that it is more likely that the candidate would have moved to enhance their skill set. These candidates can be misread as disloyal, when in fact they are actually just ambitious and seeking greater challenge.

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Should You Risk Losing a Candidate Over a Non-Compete?

The market is tough and positioning is the best way to ensure that your company does better than the competition. You want to ensure that competition doesn’t have insider information about your company, and you think that having your hires sign a non-compete agreement is probably a good step to making sure that your brand stays very relevant and competitive in today’s world, but what if that non-compete agreement is actually working against you?

Your Opportunity Might No Longer Be Attractive

A non-compete agreement, particularly in roles in the sales sector of your business, could actually turn off the best candidates. Qualified sales candidates are scarce, and attracting the best, most experienced candidates to your opening is a high priority. Non-solicit agreements are more palatable to future hires because, while they bind the hire to not approaching your clients, they don’t bind your hire from working for your competition. An experienced sales hire won’t want to wall himself off from being able to move inside the same sector, as that can feel like wasted experience if they don’t get to utilize it.  The less restrictive non-solicit can still accomplish your aim of not losing your clients, while not making your new hire feel like their hands are tied.

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