The Hiring Blog
Hiring: Setting up your Search for Success
Great leaders know how to delegate critical and time-consuming tasks to ensure a satisfactory outcome. They state clearly what they need. They give clear directions. And they demand measurable results.
But when it comes to hiring, many leaders don’t delegate. They just dump the task on others, and then they wonder why the final hire doesn’t meet their expectations. By delegating the tasks involved in hiring in the same efficient way as they delegate other critical tasks, great leaders can enhance their hiring success.
The Age Trap
Senior-level clients often wonder how their age will affect their job search. I say, “That depends on you!”
Hiring: Take the Rapport Test
As you interview candidates for pivotal leadership roles at your company, ask yourself the question "Will this person be able to work effectively with the key internal stakeholders of the role, such as the CEO, the management team and with external stakeholders such as clients and suppliers?"
Hiring: The Broken Fit Cycle
We often work with companies that have hired an individual who was not the right fit. Many of them have followed a similar series of stages before requiring our outplacement services.
Short-Term Perspective = Short Term Hires!
THE SCENARIO:
Your company is growing and your team is working flat out. You anticipate continued growth in the future and new challenges, as well. To ensure that your group doesn't burn out, you decide to hire an additional person. You decide that you want the new employee to hit the ground running, so you:
Why Aren't Search Firms Calling Me?
You have a great background and you think you're a pretty nice person. You've even met with a number of search firms. So why aren't search consultants beating a path to your door?
Do Your Job Postings Attract Great Talent?
Your company has an open position, and you decide to advertise with an online posting. How will you make sure that the posting attracts the right candidates?
Using Job Descriptions to Attract Top Talent
[notice class="notice"]A sentiment we often hear from employers about to fill a role is, "We don't have a detailed job description, but the one we have should be good enough." The failure to develop a job description often results from a rush to start the search but is based on mistaken thinking.[/notice]
Myth 1 – The job will evolve as the business changes, so a current job description will become inadequate. It's not worth spending more time on it now.
7 Ways Interviewers Miss Out on Great Talent
To attract top talent to your organization, it is important to avoid some common pitfalls of interviewing candidates, including:
- Making the interview all about your needs
- Starting the interview by sharing all the pressures and difficulties of the role
- Making the individual uncomfortable by showing how senior and important you are
- Giving the candidate no real opportunity to talk about themselves
- Structuring the interview so that there is no time to have any in-depth discussion of anything
- Making the candidate feel as if they have to jump through hoops to feel worthy
- Asking hostile questions designed to stump the candidate rather than opening up discussion
We can help you establish best practices in the way you conduct interviews to hire the best talent and position your company as an employer of choice.
How to Impress a Recruiter
In your efforts to find a new job, you might want to contact a recruiter. Here's how to get the most from the relationship.