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Monday, April 16, 2018

Avoid These Common Recruiting Mistakes

There are many mistakes that hiring managers and companies make when it comes to their recruiting process. Today, I want to break a few of them down.

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Today, I’d like to talk about come of the most common mistakes that we see hiring managers and companies make when it comes to recruiting new talent. By discussing these, we can hopefully help improve our internal recruiting processes.

First, you need to consider how critical the role is, how time-sensitive filling the role is, and what the margin for error is. These factors should be addressed when it comes to making the decision to use a search firm. If it’s a confidential search, we could obviously benefit from using a firm. However, if it’s a high-level role, a company can oftentimes get a lot of applicants by simply posting an ad. They might get more applicants than they ever thought they could otherwise, so you need to be aware of whether or not you have the internal bandwidth to do that kind of recruiting. Can you handle 500 applicants in a week?

A great search firm can vet the entire marketplace. They can narrow in on a very targeted list of people that have the skills and experience needed and can save you time and energy in the process of finding the best of the best.

What is the right amount of people for a shortlist? In my view, five to seven people is just right. Companies that only have two or three people in play will put the whole search on hold. It’s putting all your eggs into too few baskets. If something goes wrong and one or two fall apart, you’re back at square zero. Having five to seven strong candidates helps you to avoid that happening; you can still bring in the top two or three candidates, but be sure to have some backups.  

A great search firm can vet the entire marketplace.

Finally, I really hope that companies and hiring managers understand the most excited an A-player will be is during the final interview. The more days that go by after that interview where the candidate doesn’t hear from you, the more negative thoughts they will have. Maybe the company isn’t interested in them, or perhaps they’re pursuing someone else. The quicker and sooner you can get back with an A-player after that final interview—within two or three business days is best—the more acceptances you’ll get right. Bring your best offer right off the bat. Don’t lowball candidates in the marketplace, because that will really impact your brand—and people talk. Hopefully this has given you some ideas on how to improve your own internal recruiting process. If you have any questions, please feel free to reach out to us. I hope to hear from you soon!

Monday, April 2, 2018

7 Steps to Improve Your Day-to-Day Work Efficiency

There are seven steps you can take to improve your daily work efficiency.

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How can we improve efficiency in our daily, modern lives?

This is an issue that’s near and dear to all of our hearts. Between email notifications, dings from LinkedIn, and texts and calls from friends, family, co-workers, bosses, distant relatives, etc., certain things can really knock you off your game. 

However, there are seven steps you can take to improve your work efficiency. 

1. Admit and realize that no one is good at multitasking. It’s a fallacy to even think that we can multitask and do it effectively, because we really don’t, and studies bear this out. We’re much better at focusing on one task and doing it really well until you’re finished, then moving onto the next task, and so on. This way, you’ll do a wonderful job for the task you’re focusing on instead of just an “okay” job. 

2. Close your emails. This way, you can focus on other critical activity. There are times to focus on emails and times to close those emails so you can focus on what you’re doing. 

3. Silence your phone. If you’re in an important meeting or working within a time frame where it’s crucial that you do a good job with the task at hand, silence your phone. 

These tips will help improve your daily efficiency.

4. Create and prioritize a to-do list. During the night before or early in the morning when you’re having your coffee, write down your top 10 things that you know you really have to do today and prioritize them in order of importance from one to 10. It’s okay to not get all 10 of those items accomplished. If you only get seven of them done, you can always get to the other three tomorrow when you start the list-making process all over again. Whichever task was No. 8 yesterday may be lower or higher on the list today. 5. Delegate work to other team members. Look at the things on your plate and ask what you can delegate to someone else. Who knows—that someone might be better at doing certain work than you are. 6. Think about what activities aren’t worth your time. If you can calculate what your time is worth per hour, ask what kind of work you can outsource to other people so that your time becomes more valuable and you can focus more on doing what you’re good at. 7. Block your time. Use time blocking to schedule your time—not only for the important things but also for coffee breaks and personal time you might want to spend with your family. Tools like Calendly can be very helpful in this regard. If you have any other questions about how to improve efficiency in your daily life or would like more information, feel free to give me a call or send me an email. I’d be happy to help you.

Monday, March 5, 2018

Why Are Recruiters Worth It? Part 2

Here is part two of my series about the value of recruiting firms. There are six more important reasons to mention that make recruiters worth it to you.

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Welcome to the second installment of my two-part series discussing the value of recruiting services. As you may recall, in part one we mentioned expertise, being able to cast a wider net, cost, and confidentiality as the first four reasons that make recruiters valuable.

Today, I have six more reasons to share to fully illustrate why recruiters are worth it:

1. Speed. Using an external search firm makes sense when speed is of the essence because they can reach out to the “A” players quickly and will have already built up a rapport with those candidates. They’ll be able to get them on the phone and get them qualified, interested, and vetted, and also get them in touch with you right away. They will also eliminate subpar candidates not worth your consideration.

2. Post-hire downtime, or how quickly they can get someone amped up for the job you’re offering. When working with a search firm, you should be even pickier than when you’re hiring within your own walls. You’re paying a fee, so you want someone from the industry who can knock that particular job out of the park and make you feel after the interview’s over that they can hit the ground running, deliver value, and give you a high probability of success.

3. Unbiased, third-party input. When working with a search firm, you’ll know it’s a great partnership when they pull people from process willingly and give you feedback that you’re a little surprised by. You want a company that’s really, truly working for you. When they debrief candidates, for example, they should let you know which ones are super-pumped about the opportunity and which ones you have a good chance to land. They should also bring you feedback on negotiating data points as well, which brings me to my next point…

Roles that are high-impact and hard to fill are perfect examples of when it makes sense to use an external search firm.

4. Negotiation. A great search firm will negotiate on your behalf to get the right people onboarded and feed you the right information so you can make the first offer work and avoid back-and-forth negotiating and multiple counteroffers. If those kinds of frustrations are impacting you, you might want to evaluate who you’re working with as a partner.

5. Prioritizing company resources. Roles that are high-impact and hard to fill are perfect examples of when it makes sense to use an external search firm. You’re improving your odds that you’ll see the strongest and best candidates and you’ll receive more benchmarking to make the best hire.

6. Post-hire partnership.
Great search firms are helping companies nowadays with employee engagement and retention and also giving them advice, counsel, and training in the best practice areas.

If you have any questions about the value recruiters can bring to you or there’s anything else I can help you with, don’t hesitate to reach out to me. I’d be happy to help you.