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5 Key Traits of a Great Recruiting Process

By Tony Misura

5 Key Traits of a Great Recruiting Process
5 KEY TRAITS OF A GREAT RECRUITING PROCESS “If you think it’s expensive to hire a professional, wait until you hire an amateur.” -Red Adair Collecting and ranking recruiting practices has been my life's mission. Here are 5 key traits for you to assess your recruiting process: 1 - Flow of quality talent is by far the #1 Factor: Flow of quality talent is the first step. If you start with a poor talent pool, there is no recovery, and your chances for success are grim. Top industry leaders spend 50% of their time recruiting and training people. Revamping job descriptions allows leaders to hand off lower-valued tasks and responsibilities. Creating time to focus on recruiting is a herculean step in the process. Next, learn where to hunt and build networks targeting the desired talent. Common best practices are giving presentations, mentoring, or even teaching at local universities and trade schools. 2- Creating a Learning Culture: Leaders committed to a learning and mentoring culture are a magnet for top talent. Learning cultures are growth-oriented as opposed to knowledge-based cultures, where leaders lack patience or time resources to develop people. Companies with a history of hiring low-character candidates are a common trait in underperforming knowledge-based cultures. The month of May is the new intern season. Intern programs bring innovation, tech-savvy, and high energy to the team. Interns challenge everyone and action a learning culture. 3- Score Card: What does winning look like? If one year from now, we are celebrating success, what has this professional done? How have they impacted the P&L and enhanced the culture? Your scorecard should include defined, measurable outcomes and a list of the proven history of success traits required of a candidate. Rigorous ranking of a 5-point Score Card is key, anything longer than 5 points risk losing focus on the most critical areas. You can miss on upcoming points 4-5 and still make a winning selection. Hiring teams often struggle with this task, blinded by myopia and emotional attachment to the situation. Correlation and causation mistakes are common. Adding general character traits -- we call "ticket to admission" -- basically traits everyone in our talent pool will possess, dilutes the important distinctive components of the talent pool. 4- Selling: What is your company's value proposition? Given the competitive opportunities for talent, why should they join your team? Many hiring leaders struggle with isolated internal views with no exposure to the competitive market. Market knowledge might be your best first step. Once leaders define a unique talent value proposition, then they must be excellent at evangelizing the company's attributes. Sales skills are a requirement for all leaders in this 3% unemployment market. As leaders, you should be the best at delivering your 90-second pitch. Rehearse it. Capture it on video. 5- Vetting: Any professional skilled at vetting will tell you that their process begins with an exceptional talent pool (#1). A top-notch pool of candidates supports a rigorous interview phase. Biases are a part of being human and lead to poor hiring decisions—multiple interviewers with diverse backgrounds using scripted questions can be an effective tactic. Our team presents 5 vetted professionals for every project within 3-4 weeks. We have focused on the building products industry for 20 years, and this history has allowed us to develop and leverage our long-term relationships and provide thorough, credible references for our clients. Reach out to learn how our recruiting team can impact your 2023 Goals! Hire Smarter™ - Tony Misura
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