Apparently labour laws in most of the world prevent you from actually chaining somebody to their desk, I can’t think why, it was good enough for the Ancient Greeks (not desks, big boats) and they were, like, the founders of civilization.
Some thoughts.
Post or Hunt?
Obviously, my opinion is a little biased but you’re trying to hire the best person for the job (actually, you’re trying to hire one of the top people, which statistically is the top 14% of people who have the experience and qualifications).
According to LinkedIn, only 20% of their users are actively looking for work while a further 50-60% are passively looking.
So let’s try some quick math and deductive reasoning. If 100 people can do the job, 14 of them are a good experience fit. The trouble is, you’ve only targeted 20 of them so now you have 3 candidates. Meanwhile, your competitor www.weaaresmartwecalledGareth.com has got 12 people to choose from.
Except that they don’t because we’ll only show them 4-6 candidates because we’ve screened out the marginal candidates to find the best behavioral AND experience fit.
Onboarding
Talking of boats……
We’re not. I am going to absolutely hammer you with statistics though. Again. 12% of employees think their company has a good onboarding program (quick math lesson, 88% think they don’t!). 77% of HR professionals believe that onboarding will become more important.
Strong onboarding processes mean that a person is 18X more committed to the organization.
OK, you get the point.
Onboarding needs to go through the usual checklist of company systems, processes, software, meeting key contacts etc and if you don’t have anything formalized then drop me a note, we’ve got a handy dandy template guide that will get you started.
But there has to be more.
There is.
You’re not employing cogs in a machine or Greek warship rowers. It doesn’t take a Gen Z’er to understand that we’re different. Let me show you how our behavioral profiling expertise can help you not just in the recruiting process but also in the onboarding process so that you can better understand where the new hire needs to flex and how you can better lead them to get the best out of them (and out of you as the leader).
Hire right and then those top performers stay
The right hiring decision isn’t made just by you, it’s made by the person that you hire as well. It’s that free thought, modern labour laws, no chaining people to their oars thing again.
But you only have to do 2 things, ensure that you have a large enough candidate pool to make sure that you have a meaningful number to consider so that you can actually select candidates not select a person because they were the only one that got close and then actually do a little bit of screening.
Employee selection is not just about experience and qualifications. If it was then you only need a resume, it’s all there.
And don’t go interviewing thinking that you are some kind of organizational psychology guru, you’re not. You can’t meet somebody “and just know”. Use data, use science. Actually, use us.
If you can create an environment to allow those top performers to perform, they will in fact be top performers, it’s all quite circular really. But they’ll also want to stick around.
Gareth Callaway
PRESIDENT
