This is a must read for any CEO, Sales, Marketing or Technical Hiring Manger
These are 7 of the Biggest Hiring Mistakes Costing Companies Tens of Thousands In Lost Revenue Each Year
1. Not being aware of the internal team:
Promoting from within can significantly reduce your risk. You want to encourage and nurture the talent you already have, so work hard to discover what you have before you go looking for more. Besides...it will certainly reduce your hiring cost and go a long way to retaining talent within your business and not losing it to your competitors.
2. Failing to Clarify expectations up front:
Clearly describing the performance requirements of the job is what the best managers always do. Describe the 4-5 critical performance objectives required to be considered successful (the upper 25%) in the role. This is often referred to as "benchmarking".
3. Refuse to compromise on your demand for hiring top talent.
Getting the best people on your team is the key to building a winning firm. Surround yourself with people who are more talented than you are and pay them more than you earn if necessary. Don't let B-Level Managers hire C-Level Sales executives so they can feel like the smartest person in the room.
4. Failing to fully engage in the recruiting process.
Over our 20 years of successful sales and technical recruiting, we have observed hiring managers who consistently hired the best people. They spent more time with the candidates before, during, and after the interviewing process. All of them would meet strong prospects on an exploratory basis before the person agreed to be a serious candidate. They all seek advice from recruiters who understand the nuances of their industry.
5. Failing to Value potential over experience.
For the best hiring managers...while the candidate hired needed to have the basic skills, upside potential was far more important than the laundry list of skills and experiences listed on the traditional job description.
They modify the job to fit the right person, rather than find the right person to fit the job. The best managers are always willing to see talented people whether or not they have an open job to fill. They were also willing to modify an open job to attract and better meet the career needs of a strong person.
6. Failing to take full responsibility for the results of every hiring decision.
Hiring managers often delegate much of the hiring process to the HR and recruiting departments. But the best hiring managers always take full responsibility for the results of every hiring decision. Surprisingly, most give credit for their successes to others, but took personal blame for the failures. They are always looking for ways to improve regardless of who is to blame for any problems.
7. Failing to align values with the hiring process
• Here is a List of the top values Employers Look for in Employees.
• Strong work ethic
• Dependability and responsibility
• Possessing a positive and 'can do' attitude
• Honesty and integrity
If the values of the firm don't match that of the candidate, no amount of money will get them to change their mind to join your firm. If they do join you, it won't be for very long...and that will be more damaging than them not joining at all.
Contact us today for a complimentary review of your hiring process. 470-239-4842 or firstname.lastname@example.org
What our clients have to say:
Chris Chapman, CFO VP of Corporate Finance, 5ME
4370 Ivy Pointe Blvd
Cincinnati, OH 45245
Bridgepoint Search was a great help to my company. Their recruiters were able to find candidates that exactly fit our job description. They were professional and followed up on every call and question that I had during the process. Bridgepoint Search would be a great external asset to any HR department. I enjoyed working with them during our hiring process.
Scott Peterson, President of Oracle Platinum Partner Corning Data Services, Inc.
139 Wardell St.
Corning, NY, USA
Bridgepoint Search are very effective professional recruiters that listen carefully to our requirements. They are quick to identify truly qualified candidates for our consideration. Bridgepoint Search is a great asset to our company, and we will continue to utilizes their services.
Joy Justus; Senior Vice President, Sales at ThinkHR Corporation
4457 Willow Road, Suite 120
Pleasanton, CA 94588
"I was referred to Bridgepoint Search through a business associate and they were a lifesaver. We distribute our products through a specific business vertical. Their recruiters quickly ramped on our industry and the type of candidate we were seeking - unlike other recruiting firms that were on a similar project. Bridgepoint Search was successful where others had failed and we will use them again - probably sooner versus later."
Bob Jennings; Vice President of Sales & Marketing, Datalliance
4380 Malsbary Road Suite 250
Cincinnati, Ohio 45242
We are a leading provider of Vendor Managed Inventory (VMI) solutions. "Bridgepoint Search is a pleasure to work with and are consummate professionals. They found a number of high quality people and are experts in their profession. I highly recommend Bridgepoint Search."
Dan Aldridge; Dan Aldridge, CEO of Performa Apps, an Infor LN consulting firm
11951 Freedom Drive
Reston, VA 20191
Dan has 17+ years as an Infor ERP LN consultant. "Bridgepoint Search is an excellent recruiting firm with a great pool of talent. They are especially adept at finding good ERP salespeople. Bridgepoint Search found our top notch senior account executive that we chose after considering 40+ candidates. Nice job, Bridgepoint!"