TOP 5 List of WAYS TO HIRE RIGHT

In our years of executive recruiting experience, we have learned time and again, that making the right hire significantly improves company morale and the bottom line.  Unfortunately, the opposite has the converse effect.

Here’s our TOP 5 WAYS TO HIRE RIGHT:

1. Identify your “Star” Employees:Pinpoint your best-performing employee(s) and use them as a guideline for your next hires. If you don’t know what makes them “tick” and succeed at your company, how will you know what to look for?

2. Define the Job:  Be specific about what and who you need for the role. You’ll waste a lot of time (and money) if you’re unsure or vague about the kind of hire you’re looking for. While acknowledging that the workload is too much for your department is a good step forward, it’s even more efficient for everyone if you know what you’re looking for.

3. Hire People for Their Potential: Resumes aren’t everything. Just because a candidate has a perfect resume which fulfills your current job requirements, that doesn’t mean they will be motivated for success at your company, be able to meet the unique challenges of your business, or be a good culture fit for your organization. What do we look for outside of a resume? EFFORT. Effort isn’t taught at school nor can it be seen on a resume. We like candidates who do their homework and research not just on the company they’re applying to but also the person they’re being interviewed by.  We also look at portfolios and how well candidates tailored the content for the opportunity at hand.  And finally we gauge excitement for a brand and the position.  Often true desire and passion for a position will take you much further than past experience, because the person is prepared to prove themselves.

4. Don’t be Cheap: Think quality over quantity. In the long run, is a cheaper candidate really better for you and your company over a more qualified but expensive hire? Don’t be short-sighted and think long-term. Making a bad hire will cost you more money and more time.

5. Get Outside Help: There are times when companies are better off using their internal HR department in job searches, especially if budgets are tight. But think of executive recruiters as being your “gatekeeper.” Rather than receiving hundreds of resumes from a job posting, we’ll present 3-4 really well qualified candidates, who we think would be a great fit. On average, companies spend anywhere $5,000 – $10,000 in man hours from the time spent to review resumes, contact candidates, schedule and conduct interviews, etc. as well as the opportunity cost of work that’s not being done to focus on recruiting. With our industry expertise, we’re able to quickly bring you candidates who are well qualified for the role and well suited to your company.

So if you’re planning your next hire, follow the above steps so you can get it right the first time!

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