Recruitment Advice to Help You Hire Successfully,...
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The glut of job seekers on the market means that lots of...
Business and Personal Achievement
Since working with Carroll, I have landed my largest contract to date, and I have also completed my first Ironman Triathlon.
The problem for most business owners, particularly small business owners, is that they don’t have a hiring process in place and don’t take enough time to hire the right people.
Using your intuition to hire the right person is great – but not until that person has been properly vetted through a process that you’ve predetermined is the right one for your business. If you have two candidates who are relatively equal in skills and experience, then, certainly, use your gut instincts on which one is best.
Having a hiring process in place helps the business owner to count less on hiring based on emotion and more on specific experience, skills and even interests.
Hiring the wrong person is very costly to a business. If you hire the wrong person, then you must calculate the costs of the following items to see the full effect:
- Recruiting (including advertising costs)
- Training (both in terms of time and money)
- Reduction in Productivity of Other Staff Members (up to 10%)
- Benefits
- Salary
- Opportunity Costs
- Missed Deadlines
- Lower Employee Morale
- Damage Done to Client Relationships
- Loss of Intellectual Property
The bottom line is… don’t be stupid about hiring as it costs the business too much money.
It is important to get to know the candidate as much as possible through the interview process. Proper vetting takes time and diligence which the small business owner often doesn’t want to do. (And the candidate should be doing the same to make sure it is a good fit.)
The old saying really is true – hire slow, fire fast.
Through the Recruitment Coaching process, Carroll will help you to:
- Layout a recruitment strategy and hiring process
- Review job descriptions to make sure they’re reasonable and accurate
- Sort through resumes and narrow down candidate selections to 10 or fewer with interaction analysis
- Figure out if there are any special interests or talents that might make a candidate more valuable than another (i.e combined talents for music and math somehow go together so an accountant who also plays an instrument might make for a better candidate)
- Learn how to interview properly reveal the strengths and weaknesses of the candidate based on the job description
Carroll’s natural talent for and experience in life and business coaching, which includes high people perception and discernment, is what sets her apart from the typical recruiter.
Carroll’s recruiting experience includes the following:
- 20 administrative positions, salaries up to $25K
- 300 hourly operations contributors, salaries up to $30K
- 45 entry level supervisors, salaries up to $35K
- 45 individual contributors, salaries up to $40K
- 25 managerial positions, salaries up to $50K
- 15+ vice president positions, range of salaries
- 40+ technology individual contributors, range of salaries
One of the companies she recruited for – Citigroup – received awards for “best recruiting project” as well as “no employee turnover in 2 years.” Carroll is just an excellent judge of people and yet she is highly objective and non-judgmental when determining the best candidates for a particular position. “You like everyone,” one of her previous bosses told her.
