Wednesday, March 14, 2007

Hiring Tips

In our experience, we have found the following recruiting and interviewing tips proven to be true…

Don’t go to the grocery store hungry

You’ll end up desperate for the quickest meal that will fill you up. Always be recruiting. Long courtships make for great marriages. “Great Salespeople Aren’t Born, They’re Hired” by Joe Miller has this and other great recruiting and interviewing tips that can be used or converted for any position.

Brand yourself as the “employer of choice”

Understand who you are now, and who you want to be. Brand and market yourself as the “employer of choice” for candidates who will get you to where you want to be, rather than more of what you already have. Create a brand and marketing pitch towards being that employer that these types of people will want to work for. Be careful of hiring your competitors “best employee”. This rarely leads to a good “fit”. Hire who you need rather than who’s easily available.

Celebrate diversity

Assessments are varied and valuable as part of the recruiting process. Be careful in hiring everyone with the same behavior, communication style, etc. Groups of like-minded, robotic, “yes” people do not tend to be successful. Keep in mind that assessments show a person’s tendencies. Test the results to understand how these tendencies show up for each individual.

Spend less time with the resume

It is extremely time consuming to look over and check the validity of a candidate’s resume. Your first priority should be to talk to the candidate as soon as possible. Set up initial phone calls with a list of five questions and set a time frame of 15 – 30 minutes for this conversation. Don’t waste your time looking at a list of 40 e-mails and picking 5 of the first 20 when the best candidate is number 33.

Spend less time selling them and more time qualifying/disqualifying them

Initially, you should be asking questions, not telling them all the great things about you and your company. Save the sales job for the job offer meeting.

Past behaviors generally dictate future actions

Get them to tell you a specific (not general) example of what they did in a situation similar to what you expect them to do. Choose candidates that have successes when behaving in the financial, managerial, communication, behavioral style that will get your company to that next level.

Rather than asking, get them to show you

It is fun and easy to set up exercises to test behaviors and skill sets. Go for actual results not stories, explanations, excuses, etc.