Four Things Companies Do To Shoot Themselves In The Foot When Hiring – Part 1

I recently asked over one hundred CEOs and their key executives, “Is hiring top talent critical to the success of your organization?” Not surprising everyone replied “Yes.” Not simply important, but critical. So then I asked,”If it is critical, then how many of you spend time each month focusing on hiring, excluding when you are actively looking to fill a position?” Not surprising, only three people raised their hand.

WOW, something that is critical to the success of the organization, gets virtually zero time unless there is a current need. Is that the way most critical issues are handled in your company? No strategic planning. No thought or action discussed or taken until the problem arises? Only once the problem arises is it dealt with it. Until then it is that famous management strategy, “Out of sight, out of mind?” or “We will cross that bridge when we get there.”

I believe this management style only happens with hiring. Most other critical issues are regularly discussed, on-going programs such as, cost reductions, product development, increasing sales or market share, customer service, improving operational efficiencies are all constantly discussed and often major components of the company's strategic plan. In fact, I have seen many strategic plans that all have great plans for growth. Yet few ever include a strategy for hiring the people needed to execute the plan as the company grows. Strategic hiring is rarely part of a strategic plan.

I believe companies that truly want to hire top talent and do it on a consistent basis must avoid these four major land mines when hiring:

1) Untrained Managers – Hands down the number one reason hiring fails. This is the biggest problem with hiring in most companies. Few managers are actually properly trained on how to hire. Most managers have never even attended one course or read a book on hiring. For the few that have had training, it is usually limited to interviewing training. Granted this is better than nothing, but interviewing is only one step in an effective hiring process. If you aren't finding qualified candidates, all interviewing training will do is validate they aren't qualified. If the job isn't properly defined then where you look for candidates may not be the right place, resulting in unqualified candidates.

The fact is the vast majority of managers use the “Tribal Hiring Training” program. Too often a person learns to hire from the person that hired them. And the person that hired them learned from the person that hired then, and so it goes all the way back to Moses. All this really does is perpetuate hiring mistakes from one generation to another. It doesn't resolve the problem.

If companies are serious about improving hiring, step one is to develop an effective hiring process and then training their managers in all aspects of the process.

2) Poorly Defined Job – This mistake results in the search going sideways before it even starts. Traditional job descriptions for the most part aren't job descriptions at all. Most describe a person. Does this read like your job descriptions; Minimum 5 years experience, minimum BA degree, then a list of minimum skills/knowledge and certifications, and let's not forget the endless list of behaviors the candidate must have, team player, high energy, self-starter, strategic thinker, good communicator, BLAH BLAH BLAH. Of course there is also the list of the basic duties, tasks and responsibilities. These are really important, but as a person with 5 years of experience, who doesn't know these already? This traditional job description defines a minimally qualified person, not the job. So before the search starts it is all about finding the least qualified person. Any wonder why the least qualified person shows up at your door?

Instead of defining the least qualified person, start by defining superior performance in the role or the results expected to be achieved once the person is on board. For example, Improve customer service feedback scores from X to Y. Reduce turnover from X% to Y% within the next twelve months. Implement a sales forecasting process that includes a rolling six month forecast that is accurate within X% of actual sales. Now this is the real job. It defines expectations, not some vague terms or minimum requirements. For every job there are usually at least four of these results required. The job is being defined by performance. In order for the person to be able to achieve these results they must have the right experience. Maybe it is five years, maybe three or maybe ten, it doesn't matter. If they can do these it is enough. Now go find a person that can explain how they will deliver these once on board and you have the right person.

3) Finding candidates – See part 2

4) Disrespecting the Candidates – See part 2

Join the other 10,000 CEOs, key executives and HR professionals and download a FREE copy of our best-selling book, “You’re NOT The Person I Hired.”  Just CLICK HERE  and under the FREE Hiring Resources section you can download our free eBook.

Retaining your best talent is always the best thing any company can do. Download our FREE  Non-Monetary Rewards and Recognitions Matrix. It will help you retain your best people without additional compensation. CLICK HERE to download under the Free Resources section.

I welcome your thoughts and comments.

Brad

 

An Easy Hiring Mistake To Fix

Q. Are there common mistakes companies make when hiring that could be easily avoided?

 The most common mistakes are a manifestation of the most common problems with hiring. The biggest problem with hiring is that few companies invest in training their managers on how to hire. Since many managers are not trained, mistakes abound. If more companies would train their employees on how to properly hire, most of the common mistakes would go away.

A few years back we actually conducted a research project to identify the 10 biggest hiring mistakes companies make when hiring. You can download the project from our website under the Hiring Manager menu item (www.impacthiringsolutions.com). Surprisingly, when a company deals with the first mistake many of the others are positively impacted. Focusing on training your people and fixing the first mistake will have a dramatic impact on your hiring.

The number one mistake companies make is that they don't properly define the job. In fact, the traditional job descriptions used by many companies are worthless for hiring and cause more harm than good.

If you dissect most company's job descriptions they really define a person and not the job. For example, most job descriptions list traits of a person. We want a minimum of  X years of experience, minimum education, a list of the minimum skills the person must have, then the ever expanding list of meaningless traits, team player, strong thinker, thought leader, change agent, assertive, and of course good communication skills. Granted, the minimum duties and tasks the person is expected to perform will also be listed. Does this sound familiar? If you answered, “Yes” then look closely. Not only does this define a person, but what level of person do most job descriptions define? The minimum qualified person. When you advertise for the least qualified that is what you get.

Instead of defining the least qualified person, start defining success in the job and then go and find a person that can deliver that success. For example, for a customer service manager, the real job and success in the role might be to improve customer satisfaction scores from X to Y or to ensure X% of customer issues are solved on the first call. This is the real job and what defines success in the role. Now go out and find a person that can explain to you in the interview how they would go about doing this. When you find one that can do these things, they have the right experience, the right skills, the right education and the right number of years of experience or they wouldn't be able to accomplish these things.

Join the other 10,000 CEOs, key executives and HR professionals and download a FREE copy of our best-selling book, “You're NOT The Person I Hired.”  Just CLICK HERE  and under the FREE Hiring Resources section you can download our free eBook.

Retaining your best talent is always the best thing any company can do. Download our FREE  Non-Monetary Rewards and Recognitions Matrix. It will help you retain your best people without additional compensation. CLICK HERE to download under the Free Resources section.

I welcome your comments and feedback.

Brad Remillard

We Have Jobs – Where Are All Of The Candidates?

Q. We thought with unemployment as high as it is we wouldn't have any problem finding people. However, the opposite seems to be happening. We get a lot of resumes, but the people are not the right fit, they don't have the right experience or skills, and often aren't even close to what we are looking for. Why with such high unemployment is it so difficult to find people?

This is a common misunderstanding by companies. As a recruiter, companies just don't believe it when I tell them finding top talent is much harder when unemployment is high and easier when unemployment is low. I can sum up why in one word, “fear.”

This happens because even with 12% unemployment in California, only a very small percentage of those people will actually be qualified for your position. Variables to consider include location, compensation, industry, the right skills, years of experience, cultural fit and so on. This means that there really isn't that huge of a pool of candidates to choose from in the unemployed arena.

That then leaves those currently working. But stop and think about those working for a minute. They are thinking, “The devil I know is better than the one I don't know.” Do you believe they want to take the risk of changing jobs, having something not work out and then face unemployment for 6 months. Not very likely. Chances are they know people that have been unemployed for a long time so working candidates bunker down. Staying with a company where they may not be happy is a whole lot better than unemployment. As a result, most employed people are not looking or even interested in considering something.

Contrast this with times of very low unemployment. There is no fear. The candidate figures that if the new job doesn't work out, no problem, I will find another in no time so they are willing to consider other opportunities.

Don't underestimate fear in your analysis.

Retaining your best talent is always the best thing any company can do. Download our FREE  Non-Monetary Rewards and Recognitions Matrix. It will help you retain your best people without additional compensation. CLICK HERE to download under the Free Resources section.

Join the other 10,000 CEOs, key executives and HR professionals and download a FREE copy of our best-selling book, “You're NOT The Person I Hired.”  Just CLICK HERE for your FREE eBook.

I welcome your comments and feedback.

Brad Remillard