One strategy that could transform your business

October 9, 2018

The most successful leaders and business owners spend countless hours working in their business, on their business and thinking about their business. To be best-in-class and remain relevant, they consistently ask great questions about their market, products, financials, processes, competition, customers, employees, and so on. 

These questions are spot on … but are you overlooking something that has a huge impact on your business and could even transform it? 

How’s your recruiting strategy working for you? 

In the talent industry, we work very closely with clients when they need to attract and acquire new employees. We get to know their business, culture, reputation, processes, and ability to attract/retain the right people. Many companies do an excellent job; they have a solid recruiting strategy and continue to tweak it as things change or they face a new challenge. Then there are other companies who have a flawed strategy and continue to struggle … but they don’t have to.

I have had the privilege of partnering with hundreds of clients, interviewing/hiring thousands of people and see/hear a lot. With an outsider’s eye, being as objective as possible, I have found it fairly easy to assess the long-term health of the organization simply by examining their recruiting strategy. 

If you’re a business owner or leader, take a look at these questions to assess your recruiting strategy and see how well you’re doing:

  1. What is the financial investment into your recruiting strategy and the return on investment? How well does the recruiting strategy align to the organization’s vision, strategy and goals? Can you draw a clear line or are there gaps?
  2. When you have an open position, how do you determine why you need to fill it? Is it about filling a position simply because someone vacated the role, “empire building,” or growth? Or … do you determine the purpose for the role and assess how it creates value for the organization? In today’s competitive marketplace, be sure you know why, what, how, when before you start looking at who.
  3. What patterns do you see amongst your top talent – people who add value/meet or exceed expectations no matter what role they’re in (hint: they may not be leading yet)? What complementary strengths, behaviors, values, skills, character traits, passions do they have? Identifying patterns of success allow you to go beyond poaching people from your industry or focusing on job titles that could be misleading. You’ll also create more diversity and creativity … this right here is your competitive advantage.
  4. What is the “candidate journey”? Most leaders can tell you about the “customer journey,” but what about the candidate journey? When you treat candidates like a valued customer (which they are), you will have no trouble attracting top talent and/or creating good will in the community. Quick example: One of your core values is transparency but your recruiters or managers go “radio silent” on candidates who have been a part of your interview process. How does this behavior line up with your core value of transparency? You may not be at liberty to say why they didn’t get the job, but if you have invited them “into your house,” they deserve closure. Go back to customer journey and respond accordingly – respectful, kind, appreciative of their time.
  5. What is the skill level of your interviewers? Of course they need to understand and abide by employment laws, but do they use a consistent and fair process, are they the right people to interview, do they spend equal time questioning/answering, are they asking questions that provide insight into the hows and whys of performance, are they expecting perfection or conversely not expecting enough, do you have too many people interviewing – or not enough? You get the picture. 

Okay, how are you doing? If you’re feeling a little stressed right now, don’t feel bad … it’s very common to overlook or be out of sync with your recruiting strategy. If people truly are your greatest asset, and you want to do better, I invite you to look over to the right of this page and click the button Free Consultation. My calendar will pop up and you can schedule a 15-minute call with me & see if we’re right for each other. No pressure on either side.

2 responses to “One strategy that could transform your business

  1. Candidate journey is HUGE and needs to be considered and like you said is often seen more on the client side than internal employee/candidate side!! Nice article Diane! ????

    1. Thank you! Yes, it’s part of your brand AND pipeline! You don’t have to overboard, but getting close to that customer journey is just smart. I’ve seen a few companies do it really well.

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